The Main Problems Of Labor Dispatching At Present

Some employers are waiting passively to wait and see. Some employers believe that the Interim Regulations are the rules issued by the Ministry, which are of low efficiency and look at them in the transitional period. Some companies that have already had the practice of reappointment are worried. They believe that although the reappointment insists on performance oriented and preferential employment, the conditions for employing workers to dispatch workers are far below the conditions for employing contract employees. Their comprehensive quality is far from meeting the long-term development needs of the company. For example, the continuous transfer of employment will affect the core competitiveness of the company's talent team, and is not conducive to the sustained and healthy development of the company.

Outsourcing can rapidly reduce the proportion of labor in the short term and is easy to operate. Most of the enterprises visited are considering or have already reduced the proportion of labor dispatch by means of "outsourcing". However, such outsourcing is not a contractual business in the normative sense, but rather a case of outsourcing. For example, some employment units outsource a business as a whole, and the units that undertake outsourcing business are still the original labor dispatching companies. The employees' work places are still in the original units, and they accept the management of the original units. Due to the fact that the existing laws do not explicitly stipulate the outsourcing, the outsourcing companies have different qualifications. The outsourcing market is in a chaotic state of spontaneous growth. Most of the outsourcing companies' management level, working environment, wages and benefits are not as good as those of the employing units. At present, "fake outsourcing, real dispatch" is becoming the preferred way for employing units to reduce the proportion of labor dispatching labor, and become a shield for employment companies to evade legal responsibilities.

The problem of equal pay for different workers still exists. After the implementation of the interim regulations, some employment units still have differential treatment for labor dispatch and employment contracts in terms of labor remuneration distribution, labor safety and health, social insurance and so on. The wages, social security benefits and welfare standards of the dispatched workers are still quite different from those of the labor contract workers.

Some of the workers dispatched were thought to fluctuate. After the implementation of the interim regulations, many of the labor dispatch units did not turn the labor dispatched workers into contract workers. Instead, they chose to reduce the employment ratio through outsourcing. After sending some workers to the outsourcing companies, the treatment is obviously different. Wage and salary Many people are very unhappy with the outsourcing of the company's culture and psychological gap. Many people are very dissatisfied with outsourcing. They say they prefer the former between labor dispatch and outsourcing, which seriously affects the stability of the workforce.

Labor disputes triggered by labor dispatch are increasing. At the present stage, it is to adjust the transition period of labor dispatch. Labor disputes arising from labor remuneration, rest and vacation, welfare benefits and so on have not yet been concentrated. After the expiration of the transitional period, if some employment units still do not regulate labor dispatch in accordance with the law, the problems existing in the dispatch of labor services can be predicted to focus on the outbreak and become the main inducement for labor relations and social stability.

Besides, society is right. labor dispatch There are still some biases in understanding. Some people think that the law does not need to restrict labor dispatch. Some people think that this form of employment should be abolished completely. Contract system Employment. The right of labor dispatch workers to join trade unions is still difficult to achieve. Some dispatching units and employers still shuffle each other, and quite a number of dispatched workers are still not organized into trade unions.

With the approaching of the two-year transitional period, the employing units will speed up the pace of adjusting employment. The enterprise trade union shall take part in the formulation of labor dispatch work plan in accordance with the law, assist the human resources department in doing well the termination, termination and undertaking of labor relations, and provide timely services for the dispatched workers who have the rights to demand. Trade union organizations at all levels should continue to carry out the propaganda and study of the Interim Provisions, and promote the supervision and inspection of the labor administrative departments to strengthen the labor dispatch and employment. At the same time, the labor dispatch workers should be strengthened to form trade unions and help work, conscientiously do well the career guidance and vocational training for the dispatched workers. Through the joint efforts of relevant departments and all sectors of society, the relevant provisions of the labor contract law and the Interim Provisions have been effectively implemented.