How to buy social security for employees who are dependent on the company?

According to the relevant provisions of the labor contract law and social insurance law, the employer and the worker from the date of employment to establish a labor relationship, a month to conclude a labor contract and pay social security, which is the right of the worker, the employer's obligations. It is the right of the worker and the obligation of the employer to make social security contributions. The fact that the employer does not pay social security contributions violates the provisions of the Labor Contract Law and the Social Insurance Law. According to Article 47 of the Labor Contract Law, economic compensation shall be paid to the worker at the rate of one month's salary for each full year of employment in the employer. If more than six months is less than one year, it will be calculated according to one year; if less than six months is less than one year, it will pay half a month's salary to the laborer as economic compensation, terminate the labor relationship, and request to claim to the unit: 1, pay one month's economic compensation for every one year of employment. 2, make up for the existence of labor relations during the social security. 3, if the labor contract is not signed, should pay up to 12 months of double wages. (Note that there is a one-year statute of limitations) two. Defend your legitimate rights and interests, you need to collect and retain the evidence to prove the existence of labor relations. Specifically, according to the "Ministry of Labor and Social Security on the establishment of labor relations related matters notice" (May 25, 2005 Ministry of Labor and Social Security issued [2005] No. 12) of the document "Second, the employer has not signed a labor contract with the workers, that the two sides of the existence of a labor relationship can be referenced to the following evidence: (a) wage payment vouchers or records (employee wage payment roster), payment of all social security benefits, and the payment of wages, and the payment of wages to the workers. (a) Wage payment vouchers or records (employee payroll roster), and records of payment of social insurance premiums; (b) Identification documents such as work permits and service cards issued by the employer to the worker; (c) Recruitment forms filled out by the worker; (d) Employment contracts issued by the employer; (e) Employment contracts issued by the employer; and (f) Employment contracts issued by the employer. (c) Records of recruitment such as "registration forms" and "application forms" filled out by the workers; (d) Attendance records; and (e) Testimonies of other workers. Among them, the employer has the burden of proof for the relevant documents in (a), (c) and (d). You can provide labor materials according to (b) the employer issued to the workers "work permit", "service card" and other documents that can prove the identity (not limited to this provision). Of course, the more evidence the better. Third, it is recommended that you and the unit to negotiate a solution. If the negotiation is not consistent, to provide evidence of labor relations and materials to the labor inspection department, labor arbitration department to labor arbitration or so we recommend that you directly to the people's court where the lawsuit to claim your rights and interests.