Enterprises can dispatch temporary, auxiliary, or alternative work positions through formal labor dispatch companies based on their own work and development needs. The number of dispatched workers used shall not exceed 10% of their total employment. Labor dispatch, also known as labor dispatch, refers to a form of employment in which the labor dispatch unit signs a labor contract with the dispatched worker, sends the worker to another employing unit, and then the employing unit pays the service fee to the dispatching unit.
The dispatch company is responsible for a complete set of employee dispatch services, including talent recruitment, selection, training, performance evaluation, compensation and benefits, safety and health, etc
Enterprises with labor dispatch needs recruit, select, and train personnel on their own, and then the dispatch company signs a "Labor Contract" with the employees. The dispatch company is responsible for the employees' compensation, benefits, performance evaluation, and handling labor disputes
Resignation dispatch refers to the transfer of employer status to the dispatch company by a company for self recruited or hired employees. The enterprise shall pay the dispatch fees to the dispatched company's employees, and the dispatch company shall pay all possible expenses, including wages, funds, benefits, various social security funds, and bear all social and legal responsibilities that the employer should bear
Recruitment is conducted according to the personnel standards required by the employing unit. After passing the initial examination, the employing unit will conduct a re examination and handle the onboarding procedures after passing the examination< Arrange a human resources management specialist to handle various affairs of dispatched employees for the employer, and assist in the relevant work of the employer
The first month after the employee's employment is the probationary period, and we will sign a labor contract with the employee within one month
According to the local social security base standard of the year, pay social insurance for dispatched employees and promptly handle insurance accidents
After receiving the employer's salary statement, the company carefully reviews it, strictly submits it to the bank according to the employer's payment standards, and pays it starting from the specified date. The company also promptly notifies employees of the salary statement
We ensure timely, accurate, and appropriate handling of the salary management, social security handling, and personal income tax withholding and payment of dispatched employees, to avoid labor arbitration and litigation time。
Personnel archives, party and youth organization relationship management, as well as professional and technical personnel title application and evaluation work, to avoid issuing personnel arbitration time
Preliminary understanding of both parties' intentions, confirmation of legal qualifications, exchange of basic information about the company, and explanation
Based on the requirements proposed by the employer, understand the actual work environment and position, and conduct inspections if necessary. Determine the recruitment method for dispatched employees
Develop labor dispatch plans based on the requirements of different employers and existing conditions
Both parties shall study and negotiate the content of the labor dispatch plan, and modify and improve the dispatch plan under the premise of legal employment
Clarify the rights and obligations of both parties, clarify legal responsibilities, and sign the "Labor Dispatch Contract" in accordance with the law
Sign labor contracts with dispatched employees and strictly follow the provisions of the 'Labor Dispatch Contract'
When calculating the total expenditure of dispatched workers, the employing unit should first consider the post benefits, second formulate the wage standard based on the market price, and third, do not need to pay other unplanned expenses for the dispatched workers. The special invoice for labor dispatch can be included in the pre tax cost expenses of the employing unit, and the comprehensive accounting unit's expenditure cost is greatly reduced compared to the expenses of the employed employees.
Employers are not limited by household registration or educational background. They usually make relevant management regulations for dispatched employees, use their talents, and manage and assess them according to the assigned work tasks. Employers can increase personnel when business increases and reduce personnel when business decreases, making their employment methods very flexible
Under the guidance of relevant laws, regulations, and policies in China, the employer and the dispatch unit sign a dispatch service agreement, and the dispatch unit signs a labor (employment) contract with the dispatched employee. The employer and the dispatched employee are only in a paid employment relationship. This way, the employer can avoid potential disputes with dispatched employees regarding personnel (labor) relations
