Provisions on labor management of township enterprises

chapter I general provisions article 1 in order to protect the legitimate labor rights and interests of employees of township enterprises, correctly adjust the labor relations of township enterprises, fully mobilize the enthusiasm of employees of township enterprises, enhance the vitality and vitality of enterprises, and promote the sustained and healthy development of township enterprises, these provisions are formulated in accordance with the regulations of the people's Republic of China and the state on collectively owned enterprises in towns and villages, relevant national laws, regulations and policies, and in combination with the characteristics of labor relations of township enterprises. Article 2 These Provisions shall apply to enterprises run by townships (including towns), villages (including villagers' groups) and joint households (including farmers' cooperation), enterprises jointly operated by the above-mentioned enterprises and foreign investors, and enterprises jointly operated with other enterprises and institutions (hereinafter referred to as enterprises). Collective enterprises and households (including individual and private enterprises) directly under the administrative department of township enterprises may refer to these provisions. Article 3 The dominant position and legitimate labor rights and interests of enterprise employees are protected by state laws. Article 4 In accordance with state regulations, enterprises are encouraged and helped to take various measures to improve working conditions and ensure the labor safety and health of their employees. Article 5 An enterprise shall, according to the needs of national economy, society and enterprise development, develop staff training and improve the ideological, political, cultural and technical level of staff and workers. Article 6 An enterprise shall give consideration to the interests of the state, the collective and the individual, and reasonably determine the proportion of accumulation and consumption; We will implement the principle of giving priority to distribution according to work and from each according to his ability, and increase labor remuneration on the basis of improving labor productivity. Seventh administrative departments of township enterprises of the people's governments at all levels should strengthen the guidance, management, supervision, coordination and service of labor management in township enterprises. Its main duties are:

(1) to supervise and inspect the implementation of national labor laws, regulations and policies by enterprises;

(2) Cooperate with relevant departments to formulate employment plans and plans for rural surplus labor;

(3) to guide the management of labor wages, insurance and welfare, labor safety and industrial hygiene in enterprises;

(4) organizing and guiding the education and training of employees;

(5) supervising and managing enterprise labor contracts;

(6) summarize and promote the experience of enterprise labor, wages, personnel management and reform;

(7) commend and reward enterprises and employees who have made achievements in labor management;

(8) Other duties as stipulated by national laws, regulations and policies. Chapter II Recruitment of Employees Article 8 An enterprise may recruit employees in perennial posts in a planned way, and the employees in perennial posts shall be subject to the labor contract system; Enterprises can also recruit professional and technical personnel and management personnel according to their work needs; You can also hire temporary workers according to the needs of production work. Article 9 When an enterprise recruits contract workers, it is up to the enterprise to decide on the recruitment of technology, management personnel and temporary workers. Article 1 Enterprises are prohibited from recruiting child workers under the age of 16. Article 11 An enterprise shall provide necessary professional technical or skill training to its employees. Special types of work should be certified in accordance with relevant state regulations. Those with high technical requirements should gradually form a professional team of technical workers. Article 12 When recruiting employees, enterprises should implement the principles of equality, openness and competition, and select the best employees. Thirteenth enterprises can recruit foreign personnel, but should go through the necessary procedures in accordance with the relevant provisions of the state. Chapter III Labor Contract Article 14 An enterprise must sign a written labor contract in accordance with the relevant laws, regulations and policies of the state. Article 15 The principles of equality, voluntariness and consensus should be adhered to when concluding a labor contract. Once a labor contract is signed, it has legal effect. Article 16 a labor contract shall include the following contents:

(1) the term of the contract;

(2) the production and work tasks that should be completed;

(3) production and working conditions;

(4) labor discipline;

(5) working hours and vacations;

(6) Labor remuneration, social insurance and welfare benefits;

(7) conditions for alteration, termination and dissolution of the labor contract;

(8) liabilities for violating the labor contract;

(9) Other matters that both parties think need to be specified. Article 17 When an enterprise recruits employees, it may stipulate a probation period. After the probation period expires, if it meets the recruitment requirements, the enterprise will sign a labor contract with the employees. Article 18 A labor contract shall be terminated upon expiration, and the contract may be renewed with the consent of both parties. Article 19 Due to the change of circumstances, the relevant contents of the contract can be changed upon mutual agreement. Article 2 Either enterprise or employee may terminate the labor contract in accordance with laws and regulations, but it shall notify the other party 3 days in advance. Neither party may terminate the labor contract without authorization. Article 21 An enterprise shall not terminate the labor contract under any of the following circumstances:

(1) The conditions for termination stipulated in the contract are not met;

(2) The employee suffers from occupational diseases or work-related injuries and is confirmed by the labor medical appraisal institution;

(3) The employee suffers from illness or non-work-related injury within the prescribed medical treatment period;

(4) during pregnancy, childbirth and lactation;

(5) Other circumstances stipulated by laws and regulations. Article 22 The following labor contracts are invalid:

(1) In violation of national laws, regulations and policies;

(2) obviously unfair.

Invalid labor contracts are not legally binding from the date of conclusion.