Bank Of China Standardizing Labor Dispatch And Assisting Enterprises In Reform And Development

In December 2012, the Standing Committee of the National People's Congress promulgated the decision on Amending the labor contract law of the People's Republic of China, and the protection of the rights and interests of the dispatched employees has become a hot issue of widespread concern for the dispatched workers and the public. Since 2013, as a large state-owned commercial bank with a large number of labor dispatching workers, the Bank of China has been insisting on the overall situation and shouldering the social responsibility. After careful deployment and careful work, as of the end of 2014, the whole bank has basically completed the labor dispatching work conversion.

The labor dispatch service of the Bank of China was formed on the basis of outsourcing work before the shareholding system reform. The largest number of people had reached 67 thousand people, accounting for 23% of the total number of employees. This way of employment has certain advantages in flexibility of employment, reducing labor costs, but to some extent, there are some problems such as different identities of workers, equal pay for equal work or equal pay for equal work, and different benefits, which leads to the feeling of "inferior", low sense of belonging, high turnover rate and unstable grass-roots team. In order to solve these problems, in recent years, the Bank of China has transferred about 10% of the dispatched staff to contract employees through outstanding staff selection. But by 2013, there were still 58 thousand employees in the whole industry, accounting for 20% of the total number of employees. 87% of them were in the business outlets, which is an important part of the grass-roots staff.

The revised labor contract law stipulates that labor dispatch can only be carried out in temporary, auxiliary and alternative jobs, and there is a proportional restriction. In early 2013, Bank of China began to study and solve the problem of labor dispatch. Leaders attached great importance to it and organized trade unions and related departments to investigate and understand the actual situation and listen to the opinions and voices of dispatched employees. In the survey, we found that the so-called advantages of the grass-roots labor dispatching mode have been weakened, but the disadvantages have become increasingly prominent. For the long-term development of the Bank of China, even if the cost is much higher, we must overcome the immediate contradictions and properly handle and solve the transformation of the identity of the dispatched workers.

The unification of thought and knowledge has speeded up the progress of solving problems. In October 2013, the head office made a plan to implement the "labor contract law" and adjust the labor dispatching management policy. It is clear that the basic employment form of the Bank of China is the employment of labor contracts. The existing dispatched employees are in compliance with the rules according to the law, and are converted to contract workers. There is no proportional restriction. All the work is basically completed by the end of 2014.

After the head office's policy is clear, the units will act quickly. With the active promotion of trade union organizations at all levels, 34 branches and 3 direct offices under the headquarters have carefully studied the actual situation of the unit and solicited opinions from all sides, and have made detailed rules for the implementation. They have further refined and clarified the contents of transformation, work steps and schedule, and strive to be meticulous, meticulous and standardized. In the transformation of work arrangements, highlighting the grass-roots guidance, the grass-roots network and the long time dispatched staff, giving priority to the transfer, the transfer of the two level branches and the first level branches, the transfer of the employees, the final transfer of the head office, the outstanding performance oriented, the direct transfer of the dispatched staff simplification procedures with excellent performance, and the withdrawal of the dispatched employees who violate the discipline.

The trade unions and relevant parties at all levels' branches have publicize the laws and regulations of the state and the transformation policy of the Bank of China through various ways such as collective speaking, individual discussion, on-site visits and online answers. They not only enable the vast number of dispatched employees to understand their legitimate rights and interests and change their work arrangements, ensure the smooth implementation of the transformation work, but also let everyone feel the warmth of the organization and the warmth of the big family of the Chinese family and play the most effective role of the conversion policy. At the same time, we actively communicated with local party and government organs, regulatory authorities and news media, reported to the relevant departments, listened carefully to the opinions and suggestions of the trade unions, and had repeatedly coordinated consultations with more than 350 labor dispatch agencies, and obtained our understanding and support. Linkage mechanism It creates a good external environment for smooth and smooth implementation of transformation work.

In the process of transformation and implementation, the Bank of China always adhered to the principle of openness, fairness and impartiality. Since the start of the conversion, there has been no violation of the whole bank. Work discipline There were no labor disputes and disputes, and the workforce remained stable. staff After changing his status, he signed a labor contract directly with the Bank of China, which was incorporated into the unified human resource management system of the Bank of China, as did other contract workers. The Bank of China respects the experience and contribution of employees in the past dispatching work. In the salary and welfare package, it has the same work, equal pay, equal benefits and the same mechanism with other labor contract employees. The increase of about 2 billion yuan of personnel costs is also solved through "part of the head office support and part of the branch commitment".