If you know about personnel issues, please come in and do me a favor

Off topic: If you see only one deduction, it can only mean that your financial software is junk or your accountant is lazy.

1. You don't need to take any proof, the salary slip must be clear at a glance, if it is not clear, you will not sign! Do you want to know if he insures you or not, the simplest thing is whether you have a social security number.

If you deduct things from the salary scale, there are generally a few things: the three basic insurances, personal income tax, provident fund, and absenteeism. According to the normal words, 8% of social security deduction, 2% of medical insurance, 1% of unemployment, provident fund, your company's miscellaneous finance, these data are based on your salary.

After you get the strip, estimate it yourself and deduct it for you!

2. It is not to give you a medical card, but to give you a social security card, as long as you go to the designated hospital of social security, you can use it, and you can also use the card to buy medicine in some pharmacies.

If the individual is not sure that the unit has helped pay the insurance, he can go to the social security center with his ID card to check the insurance payment.

1. How many insurances are there? There will be at least one pension insurance booklet, and if you are participating in medical treatment, you should also have a medical handbook with a medical card or passbook. The pension insurance handbook is generally required to be deposited in the unit, recorded by the unit, and will be obtained after the employee leaves the company.

2. When will you get the medical card, first of all, you should see if you have this insurance, and second, if you have, you should get the manual within a month. When you see a doctor, you will issue a medical insurance handbook, and the hospital will issue a corresponding bill that can be reimbursed by medical insurance. Whether the money in the card can be withdrawn depends entirely on the relevant regulations of the local health insurance bureau.

When recruiting, HR often asks the part-time worker, "Are you married?" Do you have any children?

How far do you live from the company? Are you willing to work overtime? And so on, it seems to be sparse and ordinary, and I don't feel that there is anything wrong, just simple small talk.

In fact, this is the part of the formal interview, and the personnel will see if the part-time worker is suitable for the job through simple small talk. Does it bring greater benefits to the company? Part-time workers must be aware that the more they talk, the more difficult it may be to get hired.

Q: Are you married? In fact, it depends on whether you have time to make money desperately in order to get married, and whether you have that momentum, being single is still more willing to work overtime all night for married people. Q: Do you have any children?

In fact, I want to see if you will come late and leave early because of picking up and dropping off your children, and you will also ask how old the children are, to test whether the migrant workers need more time to accompany the children of the Sen Hao clan. How far do you live from the company? In fact, I want to see if you can adapt to the life of going out early and returning late under the normal rhythm of overtime in the company, if you are more than 1 and a half hours away from the company, most people can't last long!

If you were asked if you would like to work overtime? Riding the bull and watching the bear believes that this kind of company has to work overtime frequently, and the worker must ask what time the overtime is at the latest, which will determine whether to go home and sleep in the company.

Work is nothing more than a balance between the worker and the company, the company expects the worker to work hard and sit there all night even if it is time to clock in after work. Riding a bull and watching a bear once went to a company, and after the interview was finally entered, the first day of work found that it was 5:30 off work, and none of the colleagues around were willing to go, so I sat at 6 o'clock, and I got up and was the first to go. The next day, at lunchtime, I asked my colleague:

How many days did you leave yesterday? The colleague said, "I walked at the earliest 8 o'clock!"

I left at 5:30 a.m. after work that day, and then sent a resignation message to the HR manager: "I don't want my salary for these two days." "Sometimes work is also to be seen in combination with one's own life, free long-term overtime, will not be a little good for oneself.

Since it is a well-known foreign company (let's just think so), I believe that people will not act decisively without considering its reputation; Besides, there will be a set of conventional processes to implement on the personnel side, so that there will be no arbitrary escape of any step; In addition, since the company has taken the initiative to withdraw from you, it means that your behavior or homework in the company has been disapproved to a certain extent, and you can directly ask the personnel for advice, or let the other party explain openly and honestly.

Now that "the east doesn't do it, the west family does it" has become a two-way choice model, there is no need to hang on a tree and hang to death, right?

Calm down and give yourself a little time to sort out where you're hitting a bottleneck. Then deal with it in the way you choose best, so that you will have less regret.

Here's a suggestion for you, if you leave your job, you can ask for a letter of recommendation from the company's personnel, which can provide you with some help in your future job search.

Of course, the resignation report is attached, and the contract is not renewed, which basically has no impact on the background investigation; Since it is a very well-known headhunter, it is not necessary to take measures to terminate the contract directly for employees who do not renew their contracts. Give the person who walks out of the unit a good way out, give him enough face, and the dismissed employees will also be grateful to them, and they should be able to understand your feelings.

Choose one, it's good for yourself and the company, choose two, it's not good for both, it's good for you, I suggest you choose the first contract.

Labor Contract Law

Article 19 If the term of the labor contract is more than three months but less than one year, the probationary period shall not exceed one month; If the term of the labor contract is more than one year but less than three years, the probationary period shall not exceed two months; For fixed-term and indefinite-term labor contracts of more than three years, the probationary period shall not exceed six months.

It is recommended that you spend an hour reading the Labor Contract Law and the Regulations for the Implementation of the Labor Contract Law, which will benefit you for the rest of your life. You should comprehensively identify all aspects of the company's infringement of your rights and interests, so as to better protect your legitimate rights and interests.

Pay attention to gathering evidence to prove your years of employment, overtime, etc. This is important if there is arbitration or litigation in the future.

If you still don't understand, you can come and ask me.

1. There is no unified guidance standard for internship subsidies, and the internship subsidy standards can be negotiated between the school or individual and the internship unit. It is generally stipulated in the single absence of the unit to prevent collapse.

2. If you plan to stay as an intern, you may wish to sign a tripartite agreement with them directly; The tripartite agreement is a letter of intent signed between the graduate and the employer as a witness by the school, which has legal effect, but it cannot replace the employment contract. The legal effect of the tripartite agreement shall be terminated after the graduates report to the employer, and the tripartite agreement may stipulate the breach of contract to dismantle the oak gold.

The above suggestions are for your reference!

The approach of the personnel department of your unit is wrong.

1. Female employees referred to in the laws and regulations shall enjoy paid maternity leave regardless of whether they are pregnant or miscarriage or not;

2. You can file a complaint with the local labor inspection department.

Notice of the Ministry of Labor on Several Issues Concerning the Maternity Treatment of Female Employees (Lao Bao Zi 1988 No. 2).

1. When a female employee has a miscarriage less than four months of pregnancy, she shall be granted 15 to 30 days of maternity leave in accordance with the opinion of the medical department; Forty-two days of maternity leave shall be granted in the event of miscarriage after more than four months of pregnancy. During maternity leave, wages are paid.

Provisions on the Labor Protection of Female Employees (Order No. 9 of ***, effective as of September 1, 1988).

Article 8 ......If a female employee has a miscarriage during pregnancy, her employer shall, on the basis of a certificate from the medical department, grant a certain period of maternity leave.

Measures for the Labor Protection of Female Employees in Shanghai (promulgated by Order No. 36 of the Shanghai Municipal People's ** on September 21, 1990).

Article 23: The responsible person of the unit and the person directly responsible for violating the "Provisions on the Labor Protection of Female Employees" and these Measures that infringe on the labor protection rights and interests of female employees shall be given administrative sanctions such as warnings, demerits, and major demerits according to the severity of the circumstances, and the unit shall be ordered to give reasonable economic compensation to the violated female employees; where a crime is constituted, the judicial organs shall pursue criminal responsibility in accordance with law.

Labor departments at all levels shall carry out state supervision of the implementation of these measures by all units. Violators shall be punished in accordance with the relevant provisions of the State and the relevant provisions of the Interim Regulations of Shanghai Municipality on Labor Protection Supervision.

Look at your company's internal rules and regulations, what information is needed for sick leave or miscarriage leave to ask for sick leave, if the company does not have this regulation, fully prepare all the information for your medical treatment!