How To Flexibly Employ New Opportunities In The Internet Era?

It is understood that the fifth "law China" FESCO 2015 national public law inspection activities from May to September, the footprint of 23 cities throughout the country.

In 2014, the Ministry of human resources and social security, the Ministry of laws and regulations, and the Beijing foreign enterprise human resources service Co., Ltd., conducted a "Research on the employment environment of enterprises" for more than 4000 enterprises and over 6000 employees in 22 provinces and municipalities nationwide.

The white paper shows that the growth of the demand for employees in the IT/ communication industry ranks first in the coming year, followed by the education / culture / entertainment industry, the third is the pharmaceutical industry, the fourth is the financial sector, and the fifth is the Commissioner Service Industry, while the traditional industries such as energy chemical industry and heavy machinery industry have low service demand for employees, below average.

"Internet era, some employees want to work at home to have free time, how to solve the problem of flexible employment?" and "how to deal with different risks in different forms of employment?" by the Ministry of human resources and social security department, Beijing Foreign Enterprises Human Resources Service Co., Ltd., the fifth national law enforcement activities of "FESCO 2015" were introduced to Shenzhen recently. Yu Mingqin, deputy director of the Ministry of human resources and social affairs, deputy director of the Ministry of human resources and social affairs, and other experts, exchanged and updated the latest and hottest issues in labor employment with the heads of more than 200 Shenzhen enterprises human resources, guiding enterprises to work and regulate labor relations in accordance with the law.

"There are nearly 500 workers in a garment manufacturing enterprise who have signed non fixed term labor contracts to maintain normal production and operation.

A few days ago, a friend of the general manager introduced an order which required delivery within 6 months.

There are not enough employees and about 300 workers.

The CEO does not want to recruit new employees directly, and is worried about signing the contract directly.

It will bring a series of follow-up problems, but we want to take this order, and we want to solve it by flexible employment. What flexible work forms can solve this problem? "Yu Mingqin threw out a real problem that a company often encountered at the beginning.

According to introduction, at present

The forms include: first, labor dispatch.

The labor contract law of the People's Republic of China (Amendment) clearly stipulates that the employing units can only use the dispatched laborers in "three posts", that is, temporary, substitutes and auxiliary jobs.

Yu Mingqin said, "temporary jobs refer to posts that do not exceed 6 months, and the number of dispatched workers can not exceed 10% of their total employment.

The company employs 500 people and reuses it.

The proportion of 300 people is more than 10%. "

The two is outsourcing.

Yu Mingqin stressed that enterprises should carry out necessary supervision and inspection of the work of the contractor, guard against "fake outsourcing", and three, directly employ short-term workers.

For short term employment, seasonal employment and intermittent employment with less than one year's working time, a fixed term labor contract with short-term employment can be signed.

It should be noted that labor contracts with a term of less than three months are not allowed to have a probationary period, and four is employment with a duration of work.

Such labor contracts do not have a fixed time limit, and the completion period of a certain work task is the contract period. Such flexible employment can not agree on the probation period.

"In the Internet age, some employees want to work at home, and they want to control their time freely to become a new problem for enterprises. What kind of flexible employment form is there to solve this problem?" Yu Mingqin said, part-time employment is also a common form of flexible employment.

He stressed: "part-time employment refers to the form of employment based on hourly payment, and the average daily working time of workers in the same employing unit does not exceed 4 hours, and the working hours per week are not more than 24 hours."

The person in charge of the enterprise's human resources at the scene asked, "can the part-time workers who employ the employer not participate in social insurance? How can the part-time workers work in the two employers work?" Yu Mingqin said: "the part-time employees who have not participated in the basic old-age insurance policy and other flexible employees can participate in the basic old-age insurance, and the basic old-age insurance premiums are paid by individuals. When the part-time employees employ more than two employers, the employers should pay the work-related injury insurance premium for the employees respectively.

What is the advantage of using part-time employment to save labor costs? Yu Ming Qin said that either party of the non full-time employment can notify the other party at any time to terminate the employment.

Termination of employment, employers do not pay economic compensation to workers.