Why are there many dispatched workers in SOEs while the number of regular workers is decreasing?

Because state-owned enterprises are limiting the number of regular workers, and may have been laying off employees, the number of regular workers will become smaller and smaller.

Mainly because there are many state-owned enterprises, and they can't afford the wages of these employees. And it is also to seek greater benefits for the company, so the use of labor dispatch workers.

Because dispatch workers have lower wages and lower salaries, they are cheap laborers.

I don't think there is any need to insist, because labor dispatch employees are not regular employees in state-owned enterprises at all, that is to say, they have nothing to do with state-owned enterprises, and there is no opportunity for appreciation and salary increase, because state-owned enterprises do not need to invest too much labor costs, so they recruited some labor dispatch, and when the efficiency of state-owned enterprises declines, these dispatched employees are also the first to be dismissed, and there is no subsidy, and more importantly, the wages of labor dispatch are low, and it is best to leave as soon as possible.

Labor dispatch is very delaying a person's time, rather than messing around in it, it is better to come out to find other jobs, even if you work in a small private company, there is still an opportunity for appreciation and salary increase, but there is no way for labor dispatch to rise at all, and the treatment is much worse than that of regular workers, always doing the hardest work, taking the least money, and the cost performance is extremely low, but you can learn some experience first, and then look for a job outside, so that there are more ways to rise in the future.

Labor dispatch workers are not regular workers of state-owned enterprises at all, not even contracts signed with state-owned enterprises, but contracts signed with third parties, the turnover rate of dispatched employees is very high, many people do not find a job will choose to be a dispatch worker, can have the opportunity to go out as soon as possible, can slowly find other jobs, after all, there are many jobs now, find a new job and then choose to leave, the future life will have better development, and labor dispatch is not a chance to turn into a regular.

I think persistence is futile, especially some large central enterprises and state-owned enterprises will recruit some labor dispatch, and the wages of these employees are relatively low, there is no opportunity for appreciation and salary increase, and the welfare treatment is very different from the regular employees, and will be fired by the company at any time, I think it is better to deliver food and express delivery outside than a labor dispatch worker, at least the salary is a little higher, time to be flexible, the choice of the wrong road, has been insisting, but will delay their own time.

I don't think so, I don't think labor dispatch is always a serious job, and there is no long-term future, so I don't think I should stick to it.

You should not insist, the labor dispatch earns less money, the status in the unit is not particularly high, and the work pressure is particularly high, if you have a better choice, you should choose to give it a go.

This should be supported, which is very good for the development of the company, and it can also give everyone a very good opportunity.

At least 20% of the people in a state-owned enterprise are dispatched workers, which is not considered a regular worker. This is due to the fact that the conditions of many state-owned enterprises are very good, and it is impossible for them to make everyone a regular worker, and this kind of work is also a kind of pressure within the state-owned enterprises.

About 30% of the people do not belong to the regular work; Mainly due to the influence of academic factors and the fact that many people have changed jobs, but this job is not easy to come by, so they will stick to it.

That's the case for tens of thousands of people. Because they are not qualified enough to become regular workers.

Most of the employees in state-owned enterprises are dispatched from labor dispatch, and because the establishment is relatively small, they can only sign labor contracts or labor contracts with employees. The reason why there are many dispatched employees is because the work is relatively cumbersome, and the staffed staff cannot be completed at all, so they can only be recruited.

I believe that many people have seen the recruitment of their hometown** issued such a notice, saying that a public institution or state-owned enterprise recruits employees, but can only go to this company for a written test and interview, and only after passing can they go to work in a regular company through labor dispatch. This is what we understand as labor dispatch, which is not the same as the treatment of regular employees, but it is more decent to work in a large company, so many people rush to compete with it. Therefore, the relationship between you and the state-owned enterprise is not an employment relationship, but an employee dispatched by another company, and the state-owned enterprise is not responsible for the employee-related matters.

When you pay your salary, it is not the state-owned enterprise that pays you, but the labor dispatch company. If some accidents happen while at work, it may be difficult to find someone to compensate, which is also a major pain point.

It is very difficult to change from a dispatched employee to a full-time employee, and generally speaking, it is not possible at all. Because the employees in the establishment are all a radish and a pit, if you want to recruit, you will only face the society, let excellent people conduct interviews and written tests, and then give this person a quota. Those who have become labor dispatch can only do some dirty work or miscellaneous work, and have no ability to get in touch with the core business.

However, there are many advantages to staying in a state-owned enterprise, such as parents are very satisfied, and it is more decent to go out and tell others about their work. Coupled with the benefits, although it is not as good as that of regular employees, it is still good overall, and the overtime is not so nervous, which is much better than staying in the internship. Finally, state-owned enterprises are closer to their homes, so they can take care of their parents and do not need to work outside.

If you enjoy the benefits of being a dispatched employee, you need to give up some things accordingly so that you can live a happier life.

There are about 60 or 70 percent of the people, and many state-owned enterprises use labor dispatch, and they don't have a lot of employees, and the dispatched employees can not only help them work, but also save their costs.

At least about 20% of the people in state-owned enterprises are not regular workers, but labor dispatch.

260 people Only 20 are unit contracts, the others are dispatched.

It should be 60%. Nowadays, many state-owned enterprises will choose this method, which can reduce the cost of labor and sometimes reduce the risk.

There is still a certain difference between the two, otherwise it would not be called a labor dispatch system.

Finish. The main difference is the employment contract.

For example, if you are an employee of a state-owned enterprise, then you will directly sign a labor contract with your own work unit, then we can also be called a regular employee in this case, in fact, it is more called a contract employment.

Article **1 Then there is another situation, that is, the labor dispatch system, the labor dispatch system, is not directly signed with your own work unit, but through a third-party labor dispatch company to sign a labor contract, that is to say, your labor contract relationship is signed through the labor dispatch company, and your five insurances and one housing fund.

The payment, including the payment of your salary, is paid to you through the labor dispatch company. So there's a clear difference at this point.

Of course, there is still a certain deviation between labor dispatch employees and our regular employees in some comprehensive income, which is basically the comprehensive income of regular employees, or it is still greater than that of labor dispatch employees, which may not be reflected in the salary, because the position and project engaged in by each person may be exactly the same, so the basic salary enjoyed.

Performance-based pay is included.

Maybe it's the same standard, because it's all about the same pay system.

Therefore, there may not be any deviation in the salary.

Article **2 then the deviation lies in some benefits, such as holiday benefits, including some bonus benefits, including some year-end bonuses.

There is still a certain difference between labor dispatch employees and regular employees in these aspects, either some units do not pay to labor dispatch employees, or some units symbolically issue labor dispatch employees, in short, basically labor dispatch employees may be much lower than regular employees, and their income in this regard is still much lower.

1. What is the difference between labor dispatch and regular employees?

1. The units that sign the labor contract are different. A regular employee is a labor contract signed between the worker and the employer, and the employer pays social insurance, and the labor dispute is handled by both the worker and the employer. A dispatched worker is a worker who signs a contract with a labor dispatch company and is dispatched by the labor dispatch company to work in the employing unit, and a labor dispute arises that is handled by both the worker and the labor dispatch company.

2. The units that establish labor relations are different. Regular employees, workers and the employer of work to establish a labor relationship. Dispatch workers, workers who have established labor relations with labor dispatch companies, and have no labor relations with the employing unit.

2. Four principles of labor dispatch.

1. Employee leasing.

The essence of labor dispatch is employee lease, and the term "dispatch" is not applicable to explain the legal relationship and business characteristics of labor dispatch business activities. However, the term "lease" can summarize all the business characteristics of labor dispatch and reasonably interpret the complex tripartite legal relationship of labor dispatch.

Leases, like employment, are more applicable to explaining the legal relationship between labor and the workplace.

Labor outsourcing cooperation, which is characterized by production line contracting, is not labor dispatch because there is no lease relationship, and it is not suitable to sign a labor dispatch contract.

2. Equal pay for equal work.

The current law stipulates that labor dispatch employers shall implement the system of equal pay for equal work, but the heads of relevant departments and bureaus of the Ministry of Human Resources and Social Security said that although labor dispatch employees have the right to equal pay for equal work with the employees of the employer, equal pay for equal work does not include welfare and social insurance.

Equal pay for equal work can be simply understood as the same salary standard for employees in the same position and at the same level. However, this can easily be alienated as a countermeasure for employers to deal with equal pay for equal work.

3. Refuse to pay in advance.

The current law clarifies that in the tripartite legal relationship of labor dispatch, the employer shall actually bear the wages and social security expenses of the dispatched employees. This is the legal basis for the principle of non-payment by the labor dispatch company, which means that the dispatch company does not pay the wages and social security expenses of the dispatched employees in advance for the employer.

Once the dispatching company fails to adhere to the principle and pay the above-mentioned expenses for the employer, it means that it will greatly increase its own business risks.

4. Benefit attribution.

If a dispatched employee causes damage to others due to the performance of work tasks, the employing unit accepting the labor dispatch shall bear tort liability; If the labor dispatch unit is at fault, it shall bear the corresponding supplementary liability. ”

"Who employs, who benefits" is a common sense, and "who benefits, who is responsible" is the basic principle of reciprocity of interests and obligations.

In the event of a work-related accident of a dispatched employee, the employer shall be responsible for the shortfall of work-related injury insurance benefits.

There is a big difference between labor dispatch and regular workers, first of all, labor dispatch is a temporary worker, and the labor agreement signed with the state-owned enterprise is not a labor contract.

The work unit is different, and the labor dispatch work unit is a state-owned enterprise and a third-party agreement company. The payroll subject is different, the wages and benefits are provided by the third-party agreement company, ** to the state-owned enterprise, and then by the state-owned enterprise to pay the individual, once the state-owned enterprise and the third-party agreement company cancel the agreement contract, the labor dispatch worker will be unemployed.

Regular workers in state-owned enterprises have long-term labor contracts, and the nature of their work is relatively stable, as long as the state-owned enterprises do not fail, the regular workers will not be unemployed, and their salaries and benefits are also directly paid by the state-owned enterprises.

Labor dispatch and regular workers are equivalent to one on the staff and one on the non-staff. There is no doubt that labor dispatch is work outside the staffing system, and the work unit is not in a state-owned enterprise, but a third-party company that has signed a labor service agreement with a state-owned enterprise.

1. The units that sign the labor contract are different.

The regular employee directly signs a labor contract with the employer, while the dispatch worker does not have an employment relationship with the employer, but has a labor contract with the dispatch company.

2. The term of the signed contract is different.

Generally speaking, there are two types of contracts signed between a regular employee and an employer: fixed-term employment contract and indefinite-term employment contract, and the type of contract can be decided according to needs.

The Labor Contract Law stipulates that a labor dispatch company shall enter into a fixed-term labor contract with the dispatched worker for a period of more than two years and pay labor remuneration on a monthly basis. During the period when the dispatched worker is not working, the labor dispatch unit shall pay him monthly remuneration in accordance with the minimum wage standard stipulated by the local people.

3. Different places of work.

According to Shanshi, the vast majority of regular employees only work in companies with labor contracts, but labor dispatch workers are different, and the specific office in ** is decided by the labor dispatch company. For example, if a dispatched worker works for Company A for a period of time, and Company A does not need anyone after the project is completed, the dispatched worker may be assigned to work in Company B, which is in demand.

4. The subject of wage payment is different.

The Labor Contract Law clarifies that dispatched workers have the right to equal pay for equal work with employees of the employing entity: "The employing entity shall, in accordance with the principle of equal pay for equal work, implement the same labor remuneration distribution method for dispatched workers and workers in the same position in the same unit." If the employing unit does not have workers in the same position, it shall be determined with reference to the labor remuneration of the workers in the same or similar position in the place where the employing unit is located.

In terms of payroll, the wages of regular employees are paid by the employer, while the wages of dispatched workers are paid by the labor dispatch company.

To sum up, Shanshi believes that the difference between labor dispatch employees and regular employees mainly lies in the difference between the unit that signs the labor contract, the term of the contract signed, the place of work and the subject of wage payment.