Some trivial questions about job hunting and signing contracts

1.Of course you can, and even if you haven't been on it for a few days, it's okay to flash people first and then hit a **.

2.Of course. The basis for the conclusion of an employment contract is the voluntary nature of both parties.

3.If you sign an employment contract, it's nothing. The key is to see whether the file is kept in the unit, and whether the employer pays you social security, if so, it is best to submit a written resignation report 30 days in advance in accordance with the new labor law.

Before leaving the job, take the resignation certificate or withdrawal order issued by the unit. If you want to use it in the future, there will be no trouble.

4.The file bag and the employment registration card are absolutely useful, don't lose it, take good care of it yourself before finding the job you like, and wait until you have a satisfactory unit, and then go to the school to reassign the registration card, which is valid for 2 years. Hehe.

I also graduated this year and worked in a state-owned enterprise, and I am about to quit. As far as I know you, mine is not comprehensive and professional, I hope it will be helpful to you. If you want to know more, I hope you will figure out a new labor law for yourself.

1: According to the provisions of the new labor law, the labor relationship shall be established from the first day of employment, and a written labor contract shall be concluded within one month from the date of employment. If the employer does not conclude a written labor contract with the employee within one year from the date of employment, it shall be deemed that the employer and the employee have entered into an indefinite labor contract.

You don't have a contract, you can leave at any time. The salary is negotiated with the boss and paid immediately.

Article 28 of the Labor Law stipulates that if an employer fails to conclude a written labor contract with an employee for more than one month but less than one year from the date of employment, it shall pay the employee twice the monthly wage. So the employer will ask you to sign a contract.

3: Resignation is divided into probationary period and non-probationary period, the probationary period is three days in advance, and the salary is settled immediately or negotiated with other employees in the same month. If it is not a probationary period, it is enough to submit the resignation report in the month in which it is filed, and there is no compensation except for the agreed compensation for the training fee.

4: My employment registration card is that I must report in March, and I signed an employment agreement at that time. But I don't know much about the portfolio, it seems that individuals don't have the right to keep the archives, you can call ** to consult your school's archives teacher.

It's better to sign a contract, some factories have no contract, there is a contract and no contract, resignation is according to the factory regulations, except for special positions, and there is a self-departure, since leaving the factory can not do anything, self-departure can go directly without any formalities. As for the student files, it will also be helpful to see what they graduated from and whether they are useful to their factory! It's better to keep it!

The factories that signed the contract were probably better than the ones that didn't: because I hadn't been to a few factories.

Yes, but with 30 days' written notice.

It is possible to resign.

Article 36 The employer and the worker may terminate the labor contract if they reach a consensus through consultation.

Article 37 A worker may terminate a labor contract by notifying the employer in writing 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probationary period.

Article 38 An employee may terminate a labor contract under any of the following circumstances:

1) Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract;

2) Failure to pay labor remuneration in full and in a timely manner;

3) Failure to pay social insurance premiums for workers in accordance with the law;

4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers;

5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

6) Other circumstances under which the labor contract may be terminated by laws and administrative regulations.

If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or if the employer directs or forces the employee to perform risky work in violation of rules and regulations and endangers the employee's personal safety, the employee may immediately terminate the labor contract without prior notice to the employer.

1. The salary should be calculated when you actually start working, not when you sign the contract.

2. The labor contract is a constraint and guarantee for both parties, and the employer is illegal if you do not sign the labor contract, and you can apply for 2 times the salary compensation.

3. According to the labor law, the time of the labor contract you signed should be calculated when you start working, and it is wrong for him to sign late, and you usually need to collect relevant evidence, and then you can go to the labor department to sue him.

This is labor dispatch, you sign a labor contract with an intermediary, and the intermediary sends you to work in other companies, and the salary and social security are paid by the intermediary company, but the actual money is paid by the working company.

The purpose of this dispatch contract is to simplify the employment procedures of the employer.

You only need to look at the employment contract for wages, benefits, etc., working hours, etc.

There is no big harm in that.

Suppose that the employer doesn't want you, then it will return you to the intermediary company, and the intermediary company will not arrange a job for you, then you need to pay you the local minimum wage, and you will have to pay if you don't work.

If the intermediary company terminates the labor contract with you, then you need to pay compensation according to the number of years of service, and you will be compensated for 1 month's salary after 1 year of work, 1 month for half a year and less than 1 year, and half a month for less than half a year.

In fact, the contract is protected the same, but the form of employment is different, the contract stipulates the salary, etc., there is nothing to worry about, the social security must be paid, and the violation of the labor contract law can also claim compensation.

1. It is the responsibility of the employer not to sign the labor contract, you can ignore it, and you don't have to worry about it, the legal risk of employment lies with the employer.

2. Social insurance is prescribed by the state and shall be established from the date of employment, regardless of whether the labor contract is signed or not, it is illegal for the employer not to handle it. It is also illegal not to pay labor remuneration on a monthly basis.

3. When you don't want to work in this unit anymore, you can request the employer to pay double wages one month after the date of employment in accordance with Article 82 of the Labor Contract Law. At the same time, it is required to supplement all social insurance.

4. If the unit does not pay, apply for labor arbitration, and win the lawsuit 100%, so there is no need to worry now. However, it is necessary to pay attention to the collection of evidence that can prove the employment relationship.

5. The illegal behavior of the unit can also be used as a reason for your legal resignation, not only is it not subject to the restriction of 30 days in advance, but it does not need to be approved, and you can leave immediately, and you can also claim one month's salary for each year of work in accordance with the provisions of Articles 46 and 47 of the Labor Contract Law.

A contract is a document with legal effect, and the application is not a contract and has no legal effect! However, in the event of a labor dispute, you can issue documents to prove the fact of labor! And no matter what industry you're in, you're covered by these protections.

But it is really difficult to implement. We hope that you will sign a formal employment contract with the employer.

A formal labor contract should be one for you and the company, and an application form is obviously not a formal labor contract, so you are not considered a regular employee, and of course there is no social security or other protection.