1. Comprehensive management of urban and rural employment, floating employment and foreign-related employment within the jurisdiction, comprehensive management of vocational skills training and vocational skills assessment and appraisal within the jurisdiction.
2. Implement the labor preparation system and the vocational qualification certificate system, comprehensively manage the coordination of labor relations of various enterprises within the jurisdiction, and be responsible for the labor contract verification, labor dispute handling and labor dispute arbitration of enterprises within the jurisdiction.
3. Exercise the power of labor administrative supervision and inspection according to law, supervise and inspect the implementation of labor laws and regulations by enterprises within the jurisdiction, organize the investigation and punishment of labor violation cases, and deal with mass emergencies in labor relations.
4. Responsible for the comprehensive management of labor letters and visits, labor law popularization, and labor employment service centers, as well as other matters assigned by the Labor Bureau.
Legal basis: Notice on Determining Relevant Matters of Labor Relations
Article 1 A labor relationship is established when an employer recruits a worker without signing a written labor contract, but under any of the following circumstances: (1) The employer and the worker meet the subject qualifications stipulated by laws and regulations; (2) Laborers accept the labor management of the employing unit and engage in paid labor arranged by the employing unit, and the labor rules and regulations formulated by the employing unit according to law shall apply; (3) The labor provided by laborers is an integral part of the employer's business.
Article 2 If the employing unit has not signed a labor contract with the employee, it may refer to the following documents when determining that there is a labor relationship between the two parties: (1) a wage payment voucher or a record of paying various social insurance premiums (employee wage roster); (2) Work Permit, Service Certificate and other documents that can prove the identity issued by the employer to the employee; (3) Employment records such as Registration Form and Application Form filled out by employees; (4) attendance records; (5) Testimonies of other workers, etc. Among them, the relevant documents in items (1), (3) and (4) shall be borne by the employer.