Will The Unit Not Answer My Questions When Applying For A Job?

I recently applied for a unit. During the interview, I would like to know some of the circumstances, but the unit refused to give details, just a sentence: you know after work.

In turn, I asked this question, and even asked if I would have a second child. Some people say that for these problems, the law is not clear, workers can only passively accept, unless you do not want to apply for this unit.

Is that so? I really want to hear your opinion.

What you have said is true.

It will happen.

In fact, the law is clearly stipulated on this issue, but many units often rely on the dominant position, or do not tell, or not tell the truth, and sometimes workers for work, often dare not raise objection, in fact, this is not conducive to the harmonious and stable labor relations.

Now I would like to introduce three points for your reference.

First, only pparency is conducive to the effective implementation of the labor contract.

We know that a contract must be negotiated. If we do not fully express the wishes of both parties, we can achieve agreement, or one side adopts concealment or deception, resulting in misunderstanding or loss of interests of the other party, which often leads to the final failure of the contract.

In this way, it is either controversial or open to court, or the resignation of employees and the recruitment of units should be disadvantageous to both sides.

Therefore, I strongly advocate that in the interview, especially before the signing of the labor contract, it is necessary for the employing unit to make a clear statement, and to make clear the workers' wishes (as long as they do not involve business secrets or others' Privacy), so that the workers can fully consider and choose carefully. The basis of the decisions or contracts signed under such circumstances will be stable and not easy to change.

Second,

What are the things to be informed? The law stipulates that when employing units to recruit laborers, they should truthfully inform workers about their work contents, working conditions, working places, occupational hazards, safety production status, labor remuneration, and other circumstances that workers require to know.

I understand that there are three meanings: first, we should inform the work contents, working conditions, working places, occupational hazards, safety production status, labor remuneration and so on; two, in addition to the above questions, the staff should ask questions, and the units should also answer questions; three, we must truthfully inform them.

Do not seek truth from facts, that is, concealment or deception.

The law is clear: labor contracts concluded by means of fraud and threat will not be legally binding from the time of conclusion.

Never do such a foolish thing.

Third, employees must also answer the employer's questions faithfully.

Because rights and obligations are always equal, as employees have the right to understand employment related circumstances, units must truthfully inform, in turn, employers also have the right to understand some basic conditions of workers.

But the propriety that must be grasped here is that the problems that the unit needs to know must be

Directly related to the basic situation, such as curriculum vitae, certificates, skills and so on, such as marriage history, pregnancy history, etc., employees can refuse to answer.

That is to say, the unit can not refuse to hire because the workers do not answer these questions that have nothing to do with the labor contract.

Wages extended to statutory working hours; allowances for special working conditions such as middle class, night shift, high temperature, low temperature, toxic and harmful conditions, social insurance premiums and housing provident funds paid by individuals, subsidies for meals (meals), commuting and pportation subsidies, housing subsidies and other items are not part of the minimum wage, and units should be paid separately according to regulations.

To arrange for workers to extend their working hours beyond the statutory standard working hours outside the country shall be paid in accordance with 150% of the hourly wage of the workers themselves. If the workers are arranged to work on rest days and can not make up for the rest, they shall be paid not less than 200% of the daily or hourly wages of the laborers. Arrangements for workers to work on statutory holidays should be paid in accordance with 300% of the daily or hourly wage of the workers.

Even those who are approved by the human resources and social security administration to carry out the comprehensive calculation work hour system or the workers with irregular working hours should pay overtime according to the regulations.

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