Labor Dispatch Co., Ltd. is an independent legal person approved by the labor department of Yantai City, specializing in labor dispatch, labor import and export and labor contracting, and has established long-term and stable cooperative relations with many domestic labor-related institutions. The company organized the laid-off and unemployed workers to organize collective labor dispatch through the forms of "long-term labor dispatch, short-term labor service, fixed labor cooperation and temporary labor recommendation", and won the trust and praise of employers and workers by virtue of its strict management and service style.

We sign a labor contract with every dispatched worker, making them a full-time employee of Toray, and then we send them to the appropriate post. In our daily work, on the one hand, we communicate with employers regularly and timely to understand the situation of workers; On the other hand, listening to workers' suggestions and opinions on new posts has played a role of communication and bridge, alleviating the relative opposition between labor and capital in traditional employment methods. Supervise the lawful employment of employers and workers. Protecting the legitimate rights and interests of both employers and employees is another focus of Dongli Company. Timely supervise and guide both employers and employees to act in accordance with the labor law to avoid labor disputes.

In short, after the implementation of labor dispatch, the management function of employment has been purified to the maximum extent. It reduces the workload of enterprises and enables them to concentrate on participating in market competition. Straighten out labor relations, standardize employment behavior, and establish harmonious and stable labor relations with employers and workers. Therefore, for individual workers, their legitimate rights and interests are more secure after changing their employment methods!

First, the role of labor dispatch companies:

1, after the implementation of labor dispatch, the management function of enterprise employment has been purified to the maximum extent. Reduce the workload of enterprises due to labor and personnel problems, so that enterprises can concentrate on participating in market competition.

2. Labor dispatch companies implement unified file management by signing labor contracts with laborers. It not only standardizes the behavior of employing people, but also bears certain risks and responsibilities for employing units. It also solves the problem of the output of employees of the employer (that is, it avoids the labor dispute between the employer and the employee, and when the employee cancels or terminates the later work in the labor relationship due to violation of regulations, it will be handled by the labor dispatch agency). In this way, we can use employers and workers to build harmonious and stable labor relations.

3. According to the national regulations, the base for employers to pay social insurance for employees should be "the average salary of employees in the previous year". After the implementation of labor dispatch, due to the characteristics of the dispatching enterprise, the base for paying social insurance can be agreed. In this way, the user unit has reduced certain social security expenses.

4. Because the staff of the dispatching agency are professionals who have been engaged in labor and personnel-related work for many years. Therefore, after signing the dispatch agreement, we can assist the human resources department to improve management and solve some violations of the employer reasonably and legally according to the specific situation of the employer. Through the link of labor dispatch, the economic losses caused by employing people can be reduced as much as possible.

Second, what employers need to do:

1. In order to ensure normal operation, it is still necessary to standardize and improve various management systems. Therefore, it is necessary to be responsible for the skills training and safety training for workers that are suitable for their posts.

2. After the implementation of labor dispatch, the employer should focus on how to mobilize the enthusiasm of workers and adopt a reasonable reward and punishment mechanism to create greater economic benefits for the company. Therefore, it is also very necessary to establish reward and punishment standards, assess workers and reward and punish them in accordance with relevant regulations.

3. Although the employment mode of labor dispatch can bear some responsibilities and risks for the employer, in some cases, some reasonable and legal measures can be taken to reduce the economic losses of the employer. However, it does not mean that employers can dismiss employees at will without any reason, and should also standardize employment without any responsibility.

Iii. Relevant government regulations and penalties:

1. According to the Regulations of Henan Province on Labor Market, enterprises must sign labor contracts with employees. Those who fail to go through the recruitment procedures and sign the labor contract according to the regulations shall be fined more than 2000 yuan 10000 yuan.

2. The Regulations on Labor Contracts in Henan Province stipulates that if the laborer has provided labor and the employer has not concluded a labor contract with the laborer, the administrative department of labor security shall order the employer to compensate the laborer according to three times the minimum wage standard stipulated by the local people's government, and conclude a labor contract within a time limit.

3. The Regulations on Labor Contracts in Henan Province stipulates that when concluding a labor contract, if the employer collects subsistence allowances, collateral or other property from the employee and detains the employee's valid certificate, the administrative department of labor security or other relevant departments shall order the employee to return it within a time limit and may impose a fine of not less than 3,000 yuan but not more than 30,000 yuan; If losses are caused to laborers, they shall be liable for compensation according to law.

4. The Interim Regulations on the Collection and Payment of Social Insurance Fees stipulates that if an employer fails to register social insurance or fails to declare the social insurance premiums that should be paid in accordance with the regulations, the directly responsible person in charge and other directly responsible personnel may be fined from 65,438 yuan to 0,000 yuan; If the circumstances are particularly serious, the directly responsible person in charge and other directly responsible personnel may be fined not less than 5000 yuan but not more than 65438 yuan but not more than 0,000 yuan.

Labor dispatch flow program

I. Business consultation:

Understand the intentions of both parties, confirm legal qualifications, exchange basic company information and explain.

Second, the customer requirements:

The customer puts forward the problems to be solved and the goals and requirements he hopes to achieve according to his own situation.

Third, analysis and investigation:

According to the requirements put forward by customers, inspect the actual working environment and post; Understand the basic situation of the existing personnel; Initially determine the direction and composition of the dispatched personnel.

Fourth, put forward the scheduling plan:

According to the requirements of different enterprises and the existing situation, formulate labor dispatch plans.

Verb (short for verb) Negotiate plan:

The two sides study and negotiate the contents of the labor dispatch plan, and modify and improve the dispatch plan on the premise of legal employment.

An intransitive verb signs a labor dispatch agreement:

Clarify the rights and obligations of both parties; Distinguish legal responsibilities; Sign a labor dispatch agreement according to law.

Seven. Implement:

Strictly implement the provisions of the labor dispatch agreement and implement the dispatch work step by step.

A case of sending workers to service providers

I. Personnel recruitment:

The purpose of this work is to provide your company with personnel service solutions, including personnel recruitment, screening and other management. This will enable the decision-makers or leaders of your company to focus more on the development of core business and the realization of customer relationship goals.

1. According to the needs of customers, analyze the conditions, qualities, personality characteristics, behavior style, professional skills and resume requirements that the position should meet.

2. Publish recruitment information through various media advertisements and recruitment advertisements.

3. Toray will negotiate with customers to recruit labor resources that need to be introduced to other places.

According to the situation of your company, you can hold campus job fairs in vocational high schools and colleges.

5. Evaluate the professional ability of the recruiter according to the needs, so as to meet the quality evaluation of the personnel by the employer.

6. When your company needs it, we will provide candidates who have been interviewed and evaluated. It will be provided by your company before each cooperation.

Second, the employer interview, employment:

Our company will conduct a preliminary interview with the personnel, and then organize an interview with the personnel, which will be hired by the employer. Thereby reducing your company's time and energy in recruiting and managing non-long-term employees.

Three. Sign labor contracts and labor service agreements:

1. According to the labor law and the labor dispatch agreement signed with customers, we signed labor contracts with all laborers, indicating the name and post of the dispatched enterprise. Make it a full-time employee of Toray, and then we will send it to work in your company. Clarify labor relations.

2. As an employer, your company signs a labor agreement with each employee to clarify the labor relationship.

Four, the unified management of personnel files:

In order to timely and truly grasp the personnel situation and standardize management, the personnel files of workers should be managed in a unified way if possible.

1, handle the personnel file transfer formalities for the transferred personnel in time.

2. Timely handle recruitment filing procedures for new recruiters.

3, according to the provisions of the agency materials recorded in the relevant file certification procedures (marriage certificate, political examination abroad, etc.). ), calculate the length of service during the reporting period.

4. Handle the file transfer and resignation procedures of the transferred personnel.

5. Upon the expiration of the dispatch agreement, the agency files shall be kept or handed over according to the requirements of the employing unit.

Verb (abbreviation for verb) social insurance:

According to the requirements of the labor and social security department that "the employing unit shall pay social insurance for employees". We will pay social insurance according to the specific conditions of workers and go through relevant procedures:

1, 5- 10 At the beginning of each month, your company will pay the social insurance premium for that month.

2. Pay social insurance fees for employees according to the agreement.

3, according to the monthly changes of enterprise personnel, timely handle the transfer procedures of social insurance personnel.

4, in line with the pension, medical care, unemployment, work-related injuries should enjoy the treatment, responsible for handling various expenses reimbursement procedures.

5. Pay the housing accumulation fund at the request of the unit.

6. Provide your company with policy suggestions on social insurance and publicize the new social insurance policy.

Six, on behalf of wages:

According to your company's monthly assessment, pay workers' wages, withhold and remit social insurance and personal income tax.

Seven, irregular training:

We will train the dispatched personnel according to the nature and requirements of the dispatched units. Such as: gfd, service etiquette, customer psychology, sales skills and so on.

For the shortcomings in actual work, we not only require the dispatched personnel to actively cooperate with your company's various business trainings, but also invite authoritative people in the industry to conduct business promotion, comparison with the same industry, industry knowledge and other related trainings from time to time.

Eight, the cooperation between the employer and the dispatched personnel to conduct regular follow-up visits:

After the dispatched personnel take up their posts, your company will regularly accept the survey of the dispatched personnel's work performance and Toray's service level, usually by telephone and written questionnaire, and our dispatched personnel will also be asked to give feedback on their job satisfaction, work suggestions and customer opinions. These feedbacks will be summarized every quarter, and the corresponding treatment methods, suggestions or opinions will be listed, so as to continuously improve our and your company's service level to customers.

Nine, labor affairs consulting services:

We will provide perennial labor affairs consulting services for all enterprises that cooperate with us. Using our professional knowledge and many years' experience, we will assist employers to establish and improve various management systems and conduct labor policy consultation. Because we have professionals who have been engaged in labor and personnel management for a long time, and we have hired many on-the-job or retired experts from the competent labor and personnel department of the government as consultants. They are proficient in labor and personnel policies, have rich experience and appropriate countermeasures, and can provide good labor affairs consulting services for enterprises.

X. Service Commissioner:

We will appoint one or more consultants for your company to undertake the above or other tasks according to actual needs. Implement the service Commissioner system to facilitate communication and solve problems in time.

Eleven, the implementation of labor dispatch personnel categories:

1, service industry (catering service, room hotel service, insurance, etc. );

2. Commercial enterprises (shopping guides, salesmen, retailers, etc.). );

3, property management (cleaning staff, security, gardening, various technical jobs, etc.). );

4, decoration, construction industry (all kinds of workers);

5. National institutions (employees without indicators of institutions, such as bank depositors, etc.). );

6. Contract employees used after the restructuring of state-owned enterprises.