Responsibilities of labor dispatch post

Responsibilities of labor dispatch post

In today's social life, more and more places are exposed to job responsibilities. Job responsibilities refer to the work content that a post needs to complete and the scope of responsibility that it should undertake. The post is the unity of duties and responsibilities, which consists of two parts: the scope of authorization and the corresponding responsibilities. How are the general job responsibilities formulated? The following are the job responsibilities of labor dispatch I collected for you. Welcome to share.

Job responsibilities of labor dispatch 1 job description:

1. Responsible for the daily accounting work of the company.

2. Be responsible for the company's regular external declaration and tax declaration.

3. Be responsible for the cash accounting treatment and regular check of the company's bank, and complete the payment of various expenses.

4. Assist project finance to complete regular reports, inspections and summaries.

5. Assist the financial manager to complete the financial data required by the fund and the headquarters.

6. Be responsible for the company's accounting files, and ensure that the files are safe, complete and standardized;

7. Other work assigned by superior leaders.

Requirements:

1. Bachelor degree or above, major in finance, with more than 2 years working experience in finance.

2. Familiar with laws and regulations related to finance and taxation, familiar with banking and taxation work processes, mastering financial management knowledge and financial business processes, and familiar with the operation of financial ERP system.

3. Clear thinking, good at learning, strong execution, rigorous work style and strong pressure resistance.

This position is a labor dispatch position with excellent performance and the opportunity to become a regular employee.

The second duty of the labor dispatch post is to standardize the labor dispatch operation of our company. According to the relevant national laws and Suzhou labor dispatch rules, the new labor dispatch rules require that a limited labor dispatch contract must be signed with the employing unit, so as to clarify the rights and obligations of both parties, and require the employing unit to pay social insurance according to law, legally employ workers, and effectively protect the actual interests of employees. Therefore, according to the actual situation of this unit, the following management system is formulated:

First, the signing of the dispatch contract of the employment enterprise:

1. Sign a corresponding dispatch agreement with the employing unit according to the local dispatch law, specifying the number of dispatched personnel, work place, job post, wages and benefits, employment time, social insurance, occupational disease and work injury treatment, labor protection conditions, expenses and payment time, rights and obligations of both parties, conditions for dissolution of the agreement, etc.

2. Do a good job of filing the contract with the employer.

Second, the transportation of personnel:

1. In accordance with the requirements of the national labor law and labor dispatch, actively and timely organize qualified personnel for employment enterprises, and shall not transport 16-year-old child workers or pregnant female workers to avoid corresponding labor disputes.

2. Try not to organize mass delivery. 3. Labor contract for dispatching employees

1. Employees shall sign a two-year labor dispatch contract with each employee within one month of employment, and may stipulate a probation period of no more than two months, and collect relevant information of employees (personal data, copy of ID card, education certificate, photos, contact telephone number, etc. ), contract registration, establish employee information files.

2. Define the work unit, post and area of the dispatched workers, and define the rights and obligations of employees;

3. Clarify the way to terminate the contract and the liability for breach of contract;

4. After signing the employee contract, handle the employment formalities of the labor contract in time.

Fourth, labor remuneration.

1. Clarify the labor remuneration of employees (equal pay for equal work, the dispatched employees enjoy the same welfare treatment as the employees of the unit, and the minimum wage shall not be lower than the local minimum wage standard), and clarify that the dispatched employees shall settle their wages according to the hourly wage system or piecework wage system.

2. Clarify the company's salary system, salary payment time, welfare system, catering and accommodation requirements.

3. Employees' wages shall be paid in full and on time, and shall not be delayed or deducted without reason. Payment should be made in cash, not in kind.

Verb (abbreviation of verb) social insurance

1, actively publicize the local social insurance law, so that dispatched workers can really enjoy the same welfare benefits as regular employees, so as to provide for their old age.

2. Pay social insurance for each employee according to local social insurance payment regulations, and the individual part shall be withheld and remitted according to law.

3. In case of work-related injury or occupational disease, it shall be treated in time, and work-related injury identification and labor ability appraisal shall be carried out in accordance with regulations, and relevant obligations shall be fulfilled.

Working time of intransitive verbs

1, the working time of each employee is 40 hours per week, and the specific working time shall be implemented by the employer;

2. Where the employing unit arranges overtime, it shall pay overtime wages or arrange holidays in accordance with the relevant provisions of the state.

3. The weekly and monthly overtime hours must be controlled within the scope permitted by national laws and regulations.

VII. Rest and vacation

1. Employees enjoy various paid holidays (sick leave, annual leave, maternity leave, family leave, work-related injury leave, etc.). ), let employees work and rest, and effectively protect their legitimate rights and interests.

2. Effectively ensure that employees have a day off every week and are not allowed to work hard for a long time.

Eight, labor discipline

1, seriously abide by the labor discipline of the employing unit, go to work on time, and abide by the punching and attendance system of the employing unit.

2. Obey the work arrangement of the employing unit, do not contradict the superior leader, communicate with the direct leader of the employing unit or contact the resident (relevant person in charge) of the labor dispatch company in case of any trouble.

If you have something to ask for leave, please go through the formalities of asking for leave according to the regulations.

Nine. Handling of resignation procedures

1. Employees who need to leave their jobs for some reason must submit a written application for resignation one week in advance during the probation period and one month in advance during the contract period. After obtaining the consent of the employing unit, report to the human resources company, go through relevant resignation procedures, return the articles used by the unit, and settle the company loan.

2. After completing the resignation formalities, the employing enterprise shall go to the human resources company to go through the resignation formalities and settle the salary and other expenses with a copy of the resignation form.

3. Within one week after the employee's resignation formalities are completed, the human resources company shall handle the social security transfer and contract cancellation formalities for him in time. Issue a labor contract termination certificate.

X. others

1. Labor dispatch shall conform to the "three principles", and temporary posts shall not exceed half a year. Substitution posts are posts arising from maternity leave, and auxiliary posts are posts providing services for the main business of the unit, which are collectively confirmed by enterprises, employees or trade unions.

2. Strictly control the number of dispatched workers, and the number of dispatched workers used in auxiliary positions shall not exceed 10% of the total employment of the employer.

3. Establish employment ledger with personnel data and contract signing form of each enterprise.

4, improve the information network system, clear accounts, true and complete data, all kinds of wage accounts must be kept for more than 2 years.

5. Establish and improve the financial system and pay taxes according to law.

6. Standardized management, legal operation and orderly management.

7. Accept the supervision, management and work guidance of the labor management department with an open mind, participate in all kinds of labor laws and regulations training, improve the business level of the company's management personnel, and improve the company's business ability and service quality.

Responsibilities of Labor Dispatch Position 3 Chapter I General Provisions

Article 1 In order to enhance the standardization of the company's management according to law and the employees' awareness of abiding by the law, provide high-quality and efficient professional human resources services for the employing units, and safeguard the interests of the employing units, labor dispatch employees and * * * (hereinafter referred to as "the company"), in accordance with the relevant laws and regulations such as the Labor Law of People's Republic of China (PRC) and the Labor Contract Law of People's Republic of China (PRC), combined with the actual situation of the company.

Article 2 Labor dispatch personnel refer to laborers who have signed labor contracts with our company and are sent to work in employing units. The above-mentioned dispatched workers refer to workers who are engaged in temporary, auxiliary or alternative work in the employing unit. The employing unit shall strictly control the number of labor dispatch, and shall not exceed a certain proportion of its total employment. The specific proportion shall be subject to the provisions of the labor administrative department of the State Council.

Article 3 Labor dispatch personnel shall truthfully provide the company with their identity certificate, education certificate, work experience certificate, marriage certificate, children's certificate, recent physical examination report and accurate personal information filled in by them. If there is any change in personal data, it shall notify the company in time. All consequences caused by inaccurate personal data shall be borne by the parties themselves.

Article 4 Labor dispatch personnel shall abide by national laws and regulations and rules and regulations formulated by the company according to law, be loyal to their duties, be honest and reliable, obey the management of the company and the employing unit, and actively complete all tasks assigned by the employing unit.

Chapter II Labor Contract and Probation Period

Article 5 The company shall sign a labor contract with the labor dispatch personnel, and the term of the labor contract shall not be less than years. The probation period shall be implemented in accordance with Article 19 of the Labor Contract Law.

Article 6 The employing unit requires that when the labor contract between the labor dispatch personnel and the company needs to be renewed upon expiration, it must be determined through consultation between the company and the labor dispatch personnel.

Article 7 The performance, alteration, rescission or termination of the labor contract between the labor dispatch personnel and the company and the payment of economic compensation shall be implemented in accordance with the Labor Contract Law.

Article 8 When the labor dispatch personnel resign or are dismissed by the company, they shall clean up the handed-over files, offices, property and technical materials as required, and have the obligation to keep the business secrets of the company and the employing unit. Labor dispatch personnel who are lost or intentionally damaged by negligence shall be compensated.

Chapter III Labor Provisions on Labor Dispatch

Article 9 Before taking up their posts, the labor dispatch personnel shall learn and understand the rules and regulations formulated by the company and the employing unit according to law, and abide by the labor discipline and the relevant provisions of the employing unit.

Article 10 During the dispatch period, the company or the employing unit may adjust the post according to the work needs and the skills of the dispatched workers.

Article 11 The employing unit shall, according to the work nature of the labor dispatch personnel, provide them with production technology and safety education and training, and provide relevant labor protection articles for the labor dispatch personnel in accordance with relevant policies and regulations, and be responsible for on-site safety management.

Article 12 If the dispatched personnel suffer work-related injuries during the dispatch period, the employing unit shall notify the company within 24 hours after the incident, and send the injured dispatched personnel to the hospital for treatment in time. Need to advance medical expenses, can be paid by the employer. Application for identification of work-related injuries of dispatched personnel

The employer shall be responsible for the application for disability grade appraisal (the appraisal fee shall be borne by the employer). In addition to the amount of compensation from the social insurance fund, the insufficient part shall be borne by the employer. If the dispatched personnel lose or partially lose their ability to work during the medical treatment for work-related injuries, the employing unit and the employing unit shall take the initiative to cooperate and properly handle them in accordance with the relevant national policies and regulations and the internal rules and regulations of the employing unit.

Article 13 Under any of the following circumstances, the employing unit has the right to return the dispatched labor to the company at any time, and the company will make a second dispatch or go through the formalities of dissolving or terminating the labor relationship:

1, which is proved not to meet the employment conditions during the probation period;

2. Seriously violating the rules and regulations of the employing unit;

3, dereliction of duty, causing damage to the interests of the employer;

4. Labor dispatch personnel establish labor relations with other employers at the same time;

5. Concealing the real personal situation, resulting in wrong employment information between the company and the employer;

6. Being investigated for criminal responsibility according to law;

Article 14 Under any of the following circumstances, the employing unit may notify the dispatched personnel and the company in writing 30 days in advance to return the dispatched personnel to the company, and the company will dispatch them for the second time or go through the formalities of dissolving or terminating the labor relationship.

1. The dispatched worker is sick or injured non-work-related, and cannot engage in the original job or other jobs arranged by the employer after the prescribed medical treatment period expires;

2, labor dispatch personnel are not qualified for the job, after training or by the employer to adjust their jobs, still not qualified for the job;

3. The objective conditions on which the labor dispatch agreement is concluded have changed greatly, which makes the original labor dispatch agreement unable to be fulfilled, and the parties (three parties) cannot reach an agreement on changing the labor dispatch agreement and the contents of the labor contract through consultation;

4. The employing unit has laid off employees according to law due to changes in the production and operation organization or business process reorganization;

5, the daily work inspection failed to perform their duties three times or the annual assessment is unqualified; Or absent from work for more than three consecutive days (inclusive) without reason;

6, labor dispatch personnel labor dispatch expires;

7. Other circumstances stipulated by relevant laws and regulations.

Chapter IV Working Hours of Labor Dispatchers

Fifteenth labor dispatch personnel working days per month in accordance with the statutory provisions.

Article 16 The employing unit may appropriately adjust the working hours of labor dispatch personnel according to the job responsibilities of each post; Labor dispatch personnel shall complete the corresponding tasks within the prescribed working hours; If overtime is really necessary, it shall be approved by the person in charge of the functional management department of the employer and the consent of the labor dispatch personnel; In case of overtime, the unit shall arrange for the labor dispatch personnel to take a vacation. If it is impossible to arrange a vacation, overtime pay shall be paid in accordance with the provisions of the Labor Law. Overtime pay is paid in the same way as salary.

Chapter V Wages, Insurance and Welfare of Labor Dispatchers

Article 17 The wages of labor dispatch personnel shall be reasonably calculated by the company according to the relevant provisions of the Employee Salary Management System and the job elements of the employing unit, and the payment standard shall not be lower than the local (Tengzhou) minimum wage standard for urban employees.

The wage standard for medical treatment of labor dispatch personnel and the wage standard for female employees during pregnancy, childbirth and lactation shall be implemented in accordance with relevant government laws and regulations and with reference to the relevant provisions on salary payment of the company.

Article 18 The company pays five social insurances, namely, basic old-age insurance, basic medical insurance, work injury insurance, maternity insurance and unemployment insurance. The determination of social insurance payment base, the handling of work-related injury accidents of labor dispatch personnel and the payment of work-related injury insurance benefits shall be implemented in accordance with relevant laws and regulations.

Article 19 The wages of labor dispatch personnel shall be calculated and paid by the company according to the attendance of last month, and shall be paid on 15 of that month, which shall be postponed in case of holidays.

Twentieth wages, overtime wages, social insurance premiums, etc. The wages of labor dispatch personnel are transferred to the account designated by the company by the employing unit in the form of labor fees, and the human resources department of the company is responsible for paying wages, paying social insurance premiums and withholding personal income tax.

Chapter VI Holidays of Labor Dispatchers

Article 21 The statutory holidays and welfare benefits of labor dispatch personnel shall be implemented in accordance with relevant laws and regulations, and they shall enjoy the right to paid annual leave.

Article 22 The rest and vacation of labor dispatch personnel during their work in the employing unit shall be implemented in accordance with the relevant regulations of the state and the employing unit.

Chapter VII Attendance System

Article 23 The employing unit shall be responsible for the daily management and attendance of the labor dispatch personnel, and the employing unit shall submit the attendance of the labor dispatch personnel in the last month to the human resource management center of the company before the 5th day of each month.

Twenty-fourth labor dispatch personnel attendance includes attendance, sick leave, being late, leaving early, absenteeism and other items.

Twenty-fifth labor dispatch personnel shall strictly implement the attendance system of the employing unit and arrive at their posts on time to complete related tasks.

Twenty-sixth labor dispatch personnel who violate the attendance system of the employing unit shall be handled by the employing unit with reference to the rules and regulations of the employing unit.

Chapter VIII Supplementary Provisions

Article 27 Where the above provisions are inconsistent with the company's management regulations, the company's regulations shall prevail.

Article 28 These management regulations are applicable to all labor dispatch personnel of the Company.

Article 29 These management regulations shall be implemented as of March, 20xx.

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