as we know, it is inevitable that we will be injured accidentally in our work and life, and acid at work is a work-related injury, while employees in hotels sometimes burn their hands at work. So what compensation are there for those who are engaged in catering? Many people don't know much about this knowledge. Next, I will sort out the relevant contents of compensation for the injured catering hand for you, hoping to help you.

1. What are the compensations for the injuries of catering workers? Compensation items include medical expenses, meals during hospitalization, lost time, nursing expenses, nutrition expenses, transportation expenses, etc. Those who are identified as disabled can also claim disability compensation, and the specific amount can be negotiated. If negotiation fails, they can bring a lawsuit in court. The compensation standard for accidental falls of employees' hotels should be handled according to the following sequence: 1. First, it is determined that there is a factual labor relationship through labor dispute arbitration (this procedure is not needed when there is a labor contract); 2. Apply for work-related injuries after confirming the labor relations, including possible lawsuits after confirmation; 3, do labor skills appraisal to assess the level of disability (especially not judicial appraisal); 4. Conduct labor dispute arbitration according to the appraisal results, and claim compensation for work-related injuries. In addition to the treatment fee, nursing fee, meals and work-related injury allowance during treatment and recuperation, the employer should also pay a one-time disability allowance, and the terminated workers can pay a one-time employment allowance and medical allowance.

second, how do catering companies sign labor contracts? 1. First of all, we should carefully examine the subject qualification of the workers. (1) Examination of the identity of the workers: HR personnel should first examine and check the original and photocopy of the ID card provided by the workers, and then ask them to sign the photocopy for confirmation. Clear "copy is consistent with the original, provided by myself. If it is false, it is willing to bear all legal responsibilities. " (2) Examination of the education, qualifications and work experience of the workers: The employer shall ask the workers to provide the originals and photocopies of their education and qualifications, and let them sign to confirm that the original documents provided are true. At the same time, the work experience provided by the workers should also be confirmed in writing, making it clear that "if there is falsehood, they are willing to bear all legal responsibilities". (3) Check whether there is any labor relationship between the laborer and other employers: a laborer can only confirm a labor relationship with one employer. If employees who still have labor relations with other employers are hired, and the original employer suffers losses, the employer shall bear joint and several liability for compensation, and such compensation shall bear greater responsibility (the general court will determine 71% of the liability ratio). The employer must ask the employee to provide the proof of dissolution or termination of the labor relationship with the original employer, mainly reviewing the relevant records in the Labor Manual, and also asking the employee to provide proof of unemployment. In addition, the employer should also pay attention to the examination of the existence of workers and the prohibition of business. In this regard, the employer must let the workers make a written commitment and sign it for confirmation. (4) Check the physical health certificate of the laborer: Because it may involve the employment conditions and medical treatment period and the possibility, in order to reduce the risk, the employer may require the laborer to provide the health certificate issued by the hospital at or above the county level or stipulated by the employer. The most appropriate way is for the employer to organize employees to go to the linked hospital for physical examination. 2. Both parties shall fulfill the obligation of informing: According to Article 8 of the Labor Contract Law, the employer shall truthfully inform the workers of their work contents, working conditions, working place, occupational hazards, safety production conditions, labor remuneration, and give detailed answers to other information required by the workers. The employing unit shall ask the workers to sign the Notice designed by the employing unit and keep it properly. At the same time, listen to the workers' corresponding reports and make written records for the employees to sign for confirmation. 3. Sign the labor contract: the text of the labor contract should be given to the laborer one day in advance. For the situation that the two sides want to negotiate, there is a certain time to communicate, so as to achieve the purpose of effective communication and consensus. When signing a labor contract, we should pay attention to the fact that both parties must sign face to face together. Generally, the employee should sign it first, then the legal person or client of the employer should sign it, and then stamp it uniformly. Stamp should be stamped at the end, and there is a riding seal on each page. This ensures the authenticity and validity of the written contract signature and prevents it from being tampered with. Finally, two labor contracts will be handed over to the laborer for safekeeping, and there will be a receipt for the receipt received by the laborer; Another copy is kept by the employer and filed in time. The time for signing a labor contract is generally completed within one week after the official employment registration. If a labor relationship has been established and a written labor contract has not been concluded at the same time, a written labor contract shall be concluded within one month from the date of employment. At this point, the procedures for signing the labor contract have basically come to an end. Will enter the stage of employment procedures. 4. Handling the employment formalities: generally, the employment formalities include filling in the Employment Registration Form, submitting the employment materials, handling the registration formalities, and establishing a roster of employees. At the same time, within the specified time, go to the employment agency in the district and county to register the employment and transfer the relevant social insurance.

third, how to compensate for the failure to sign a contract for catering? Even if you don't have a labor contract, you can't be dismissed at will, and it is not protected by law not to sign a labor contract. The employer should sign a labor contract with the employee within one month from the date of employment. If the employee doesn't sign a written labor contract with the employer, the employer should notify the employee in writing to terminate the labor relationship, without paying economic compensation to the employee, but should pay the employee the labor remuneration for the actual working hours according to law. If the laborer refuses to sign a written labor contract, and the employer thinks that the laborer is needed, then the employer must bear the corresponding risks at the same time, for example, the laborer claims twice the salary without a written labor contract in the later stage. Even if the employee waives the rights and interests guaranteed by the labor contract, it will be invalid because it violates the mandatory provisions. The above is the relevant content of compensation for the injured catering staff. We can understand that the compensation standard can constitute disability compensation after identification, and the specific amount can be negotiated. If negotiation fails, you can bring a lawsuit in court. This knowledge is more important. If you have any other questions, please consult a lawyer.