The short-termization of labor contracts is not conducive to the country, it is also detrimental to enterprises, and it is not conducive to laborers. The "Labor Contract Law" does bring about some new changes, and it is indeed more restrictive to the enterprises. If companies do not pay attention to what kind of risk? The first one concerns the establishment of labor relations. Just now I said that the "Labor Contract Law" corrects the "Labor Law," that is, there is a labor relationship first, followed by a labor contract. Whether or not there is a contract, it is established as long as it is employed, and there is no concept of temporary labor or employment. These terms have no meaning. You only need to use your employees and there is a labor relationship with you.
It used to be said that some employees sign labor contracts and it is also wrong to clarify that this is bound by contract law and not subject to labor laws. This is the biggest highlight of the "Labor Contract Law" legislation and the most fundamental change. It is the biggest amendment to the original "Labor Law." This is the first point to ask everyone to note that when we are hiring, we must pay attention to the signing of a written labor contract when we are recruiting workers. If you do not sign any harm, there is no benefit.
Our home furnishing industry must innovate, our products are more individualized, and knowledge-based talents are very important. According to Article 38 of the Labor Contract Law, laborers can leave at any time according to their personal wishes without prior notice. Our response to the "Labor Contract Law" is not to talk about what to avoid, but to keep employees. Home companies have the following 4 characteristics:
First, the fierce market competition, the increasingly demanding product individuation, and the increasing reliance on knowledge-based employees, do not happen. One day he took the "Labor Contract Law" to resign with you, and you use any means to stay. Can't live.
Second, I went to the supermarket with my wife to buy things. The waiter was pulling his face every time. My wife was very angry and said why? I said you don’t get angry. Her monthly salary is only seven or eight hundred. How can she be happy? If our home industry depends on low costs, how can our employees be satisfied? Prevention is more important than coping.
Third, production methods and order production are the main factors. Under such circumstances, if too many employees are recruited, our pressure will be greater in the off-season. This time, we will reasonably use the "Labor Contract Law." The species is a labor dispatcher, who needs people to come when needed, and returns people when they are not needed.
Fourth, the process of products often changes, which brings challenges to enterprises. The Labor Contract Law stipulates that changes to the labor contract, including changes to the content, must be written and must be agreed upon. Our written plan must be changed. The work content will change. We must make a record. If we do not do a good job, we will fall into a passive position when it comes to labor disputes. I suggest that if you do not carry out quality certification, you must go through quality certification as soon as possible. Say and do it. To write what you said and to say that you did, it is necessary to form a record and let each employee of the company form a good habit of recording.
I hope everyone realizes that dealing with the "Labor Contract Law" is not so terrible. Our management success is transformed and destroyed. If we accurately grasp the requirements and spirit of the "Labor Contract Law," I think this law is for companies, especially The normative corporate influence is not significant, and I hope that each company can achieve high-speed development on the premise of adhering to this law and implementing the law. Our boss can sit at a leisurely time and drink coffee.
Renovation company home owners
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