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法律风险预控警示快讯之八:
《劳动合同法》(修正案)中劳务派遣的解读分析
 
发布时间: 2013-11-18 [特大 ]

  2012年12月28日,第十一届全国人民代表大会常务委员会第三十次会议通过了《全国人民代表大会常务委员会关于修改“中华人民共和国劳动合同法”的决定》,该决定自2013年7月1日起施行。

  为了预防劳务派遣的法律风险,经集团证券法务部、集团人力资源部、北京市明诚律师事务所、北京市中伦文德律师事务所等四个部门的相关人员(共7人)共同商讨,针对《劳动合同法》(修正案)中劳务派遣相关条款进行解读分析,一致认为预控建议如下:

  December 28th , 2012, the thirtieth meeting of the Standing Committee of the Eleventh National People's Congress approved the decision on amending “the Labor Contract Law of the People's Republic of China” by the Standing Committee of National People's Congress. The decision goes into effect since July 1st 2013.

  In order to prevent the labor dispatch legal risk, the related 7 staff from the Group Security and Legal department, the Group Human Resources department, Beijing Ming Cheng Law Firm and Beijing Zhonglun W & D Law Firm had a discussion and made interpretation & analysis of the labor dispatch in "Labor Contract Law" (amendment). They agreed the following pre-control recommendations:

一、劳务派遣单位的资格核查  The qualification verification of labor dispatch units

  1、提供 “企业法人营业执照”(经营范围含“劳务派遣”,注册资本不得少于200万元人民币)复印件(如右图示例);

  2、提供 “职业介绍(劳务派遣机构)许可证”复印件(如左图示例);

  3、提供“与开展业务相适应的固定经营场所和设施”的证明(房屋租赁合同或房屋产权证书)复印件;

  4、提供“符合法律、行政法规规定的劳务派遣管理制度”(如民主协商程序、加班、社会保险、劳动关系建立与终止/解除等)。

  注:上述文件均需加盖劳务派遣单位公章

  1.provide the copy of "Business License" (containing the business scope of labor dispatch, and the registered capital is not less than 2 million yuan) ;

  2.provide the copy of “employment introduction (labor dispatch agency) license”;

  3.provide the copy of “fixed location and facilities adapt to the business" proof (housing rental contract or housing ownership certificate);

  4.provide the " Labor dispatch management system compliance with the law and administrative regulations " (such as democratic consultation procedures, overtime, social insurance, labor relations establishment and termination / release etc.).

  Notice: The above documents should be stamped with the official seal of labor dispatch unit

二、劳务派遣用工的范围  The scope of labor dispatch staff

  1、劳务派遣岗位的限制(临时性、辅助性、替代性):

  1)临时性工作岗位:存续时间不超过六个月的岗位;

  2) 辅助性工作岗位:为主营业务岗位提供服务的非主营业务岗位;

  3)替代性工作岗位:用工单位的劳动者因脱产学习、休假等原因无法工作的一定期间内,可以由其他劳动者替代工作的岗位。

  2、劳务派遣人数的比例限制:

  国家尚未出台正式的具体的劳务派遣的用工比例,江苏等地酝酿的地方法规中限制劳务派遣的用工比例为不超过正式员工总数(不包括劳务派遣用工)的30%,有关专家估计国务院出台的劳务派遣的用工比例不会高于此比例。

  1.the labor dispatch positions restrictions (temporary, auxiliary, alternative):

  1)temporary positions: survival time is not more than six months;

  2)auxiliary positions: positions of non-core business to provide services to the main business positions;

  3)alternative positions: in a certain period of the time when formal laborers in the unit are unable to work because of full-time study, vacations and other reasons, alternative positions could replace.

  2.Limit ratio of the number of labor dispatch:

  The state has not yet issued specific dispatched labor ratio till now. The limit ratio of the dispatched labor in the local regulations of Jiangsu and other province is considered not more than 30% of formal employees (excluding labor dispatch staff). The experts estimate the limit ratio of the dispatched labor promulgated by the State Council will not be higher than this ratio.

三、劳务派遣人员的同工同酬  Equal pay for equal work for the dispatched labor

  1、所有劳务派遣用工单位应对劳务派遣人员实行同工同酬;

  2、同工同酬:用人单位对于从事相同工作,付出等量劳动且取得相同劳动业绩的劳动者,应付同等的劳动报酬,含货币工资(工资、奖金、津贴、补贴),实物报酬和社会保险等;

  3、同等岗位的劳务派遣人员与劳务派遣单位签订的劳动合同中约定的工资标准,应和用工单位与同等岗位的正式员工约定的工资标准相一致。

  1.all the labor dispatch units shall pay equally for equal work for dispatch labor;

  2.equal pay for equal work: employers should pay equally to the workers engage in the same work, pay the equivalent amount of labor and achieve the same performance. The equal pay includes money wages ( wages, bonuses, allowances, subsidies ), real compensation and social insurance;

  3.the wage standard in the contract signed between the dispatched labor and the labor dispatch unit, should be consistent with the formal employee on the same position.

四、过渡期的劳务派遣协议处理  The transition of the labor dispatch agreement processing

  1、《劳动合同法》(修正案)颁布日期为2012年12月28日,实施日期为2013年7月1日;

  2、2012年12月28日之前用工单位和劳务派遣单位签订的劳务派遣协议继续履行至期限届满;

  3、2012年12月28日至2013年7月1日之间用工单位和劳务派遣单位签订的劳务派遣协议,劳务派遣单位在2014年7月1日之前必须取得劳务派遣行政许可并办理公司变更登记;

  4、2013年7月1日之后用工单位和劳务派遣单位签订的劳务派遣协议,劳务派遣单位必须具有劳务派遣的资质许可,且符合临时性、辅助性、替代性的岗位要求;

  5、2013年7月1日起,劳务派遣用工与正式员工必须执行同工同酬。

  1.the issued date of "Labor Contract Law" ( amendment ) was December 28th , 2012, and the implementation date is July 1st, 2013;

  2.Labor dispatch agreement between labor units and labor dispatched units signed before December 28th, 2012 continue to the expiration of the term;

  3.Labor dispatch agreement between labor units and labor dispatched units signed between December 28th , 2012 to July 1st , 2013, the labor dispatch units must obtain the administrative license and go through the registration modification of the company prior to July 1st , 2014;

  4.Labor dispatch agreement between labor units and labor dispatched units signed after July 1st , 2013, the labor dispatch units shall have the qualification license of labor dispatch, and in accordance with the temporary, auxiliary and alternative position requirements;

  5.dispatched labor and formal employee must perform equal pay for equal work from July 1st, 2013.

五、具体措施  Specific measures

  1、选择符合条件、有实力、有声誉的劳务派遣单位;

  2、对临时性、辅助性、替代性工作岗位进行细化,特别是辅助性工作岗位,区分主营业务和非主营业务岗位,通过职工代表大会(或全体职工)讨论,提出方案,与工会(或依法选举的职工代表)平等协商确定后形成正式文件,并进行公示;

  3、尽快对已经签订的劳务派遣协议进行自查,对违反同工同酬原则的,应根据《劳动合同法》(修正案)及时进行调整,其他按照相关要求进行处理。

  1.choose the labor dispatch unit which are qualified, strong and with good reputation;

  2.refine the temporary, auxiliary and alternative positions, especially the auxiliary work, to distinguish the main business and non-core business position. The refining work need assembly of employee representatives ( or all staff ) discuss, put forward a proposal, equal consultation with the trade unions ( or legally elected staff representatives ) , form official documents, and publicity;

  3.self-examine the signed labor dispatch agreement as soon as possible, to those in violation of the principle of equal pay for equal work, should adjust be based on the "Labor Contract Law " ( amendment ) , and deal with the other things in accordance with the relevant requirements.

 
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