Non unit personnel undertake a single task of the unit, how can the unit avoid risks?

The unit can carry out its work smoothly in accordance with the provisions of the measures. At the same time, it is necessary to clarify the tasks, task completion time limit, completion standards, due diligence and knowledge and skill requirements of dispatched employees during their on-the-job work, and conduct objective assessment and evaluation of the work of dispatched employees. For positions with professional skills certificates, it is necessary to ensure that they can only take up their posts after passing the assessment and obtaining relevant certificates.

In business management, in order to avoid risks, it is necessary to establish and improve the early warning mechanism, formulate corresponding regulations, clarify job specifications, strengthen measures and monitoring, timely discover the risks and hidden dangers in business operations, and transfer the risk control threshold from the back to the front; When necessary, according to the completion of job objectives and other assessments, in accordance with the relevant provisions of the Labor Law and the Labor Contract Law, establish a mechanism for the use and exit of dispatched employees, so as to maintain the vitality of the workforce and gradually improve the quality of the workforce.

If a non-unit personnel undertakes the task of the unit, then if the unit wants to avoid risks, it must sign a good agreement with this person, especially the risk agreement must be written in special detail and clearly.

A contract can be signed with the contractor, which stipulates a detailed description of the tasks and clear responsibilities and obligations. According to the contract, you can avoid risks.

It cannot be circumvented, and this is also an act of duty.

Always out of the unit, how does she want me to be attacked in the future, how to avoid it, he can't avoid it in his current form, right?

If a non-unit personnel undertakes a single task of the unit, they shall sign a contracting agreement or a contract for the work task with the person, clarifying the work tasks and obligations that the person should undertake, and stipulating the relevant responsibilities for breach of contract. This is a good way to avoid risks.

Hello. It is possible to enter into a business outsourcing agreement.

It could be better.

At least there are no concerns about labor and employment.

For a single task contracted by non-unit personnel, if you want to avoid risks, you can pay a risk collateral.

Non-unit personnel who undertake a single task of the unit may apply for temporary insurance for him.

Non-unit personnel undertake a single task of the unit, and the unit avoids risks, and the rules and regulations should be formulated and revised, and the written evidence of discussion and consultation by the employee congress or all employees shall be retained, and the publicity procedures shall be performed.

Non-unit personnel undertake a single task of the unit, and it is best to avoid risks by signing a contract.

Non-unit personnel undertake the main tasks of the unit, and only by strengthening management and supervision can they avoid risks.

First of all, the employer needs to choose a formal organization, cooperate with the employee, and sign a formal contract to ensure the quality of the work. For short-term or temporary employment, it is necessary to carry out the work in the form of a formal contract with a qualified formal labor agency, and at the same time ensure the safety of employment through the method of third-party risk transfer, and ensure the progress and quality of the project. Although the cost will increase, it does save costs and reduce risks compared to "work".

Second, strengthen the standardization of employment selection to avoid the emergence of "work-troubled" groups. At this stage, many labor agencies have a blacklist of labor troubles, and enterprises will also exclude regional groups that often have "work troubles" in the employment process according to the list, although the practice is biased, but to a certain extent, the occurrence of this incident is avoided. Finally, the employment norms are carried out from the perspective of the overall environmental policy to restrain the occurrence of "work troubles".

In the contemporary era of lack of moral constraints, laws and regulations are used to clearly stipulate some behaviors and situations, determine specific norms, and restrict the normative nature of behaviors, so as to provide legal guidance from the overall policy environment. Of course, a witness identification system can also be introduced to prevent this risk. The identification system first verifies the identity information of personnel, distinguishes the authenticity of identity documents, then identifies the age of applicants' ID cards to avoid misuse of child labor, and finally connects with the public security network to identify high-risk groups and prevent dangerous elements from entering the work.

This can be carefully studied in the labor law. Take a look at the provisions of the new labor law.

Inability to work due to illness In the case of an employee who is sick or injured not due to work, and is unable to perform his or her original job after the expiration of the prescribed medical treatment period, the Draft Employment Contract Law stipulates that if the employee is proved to be incompetent for the job, and is still incompetent for the job after training or job adjustment, the employer shall notify the employee in advance or pay the employee an additional one month's salary.

Economic layoffs Under the conditions of a market economy, layoffs in enterprises occur frequently. The draft Labor Contract Law stipulates that in such cases, priority should be given to "employees who have worked or are going to work for a longer period of time in the employer", and stipulates the specific circumstances in which employees may not be laid off: those who suffer from occupational diseases, those who have lost their ability to work due to work-related injuries, those who are serving as equal negotiation representatives, employees who are still in the medical treatment period, and female employees who are pregnant, giving birth or breastfeeding.

Strict medical examination before formal employment to avoid saying that occupational diseases are caused by this work in the future.

Strictly inspect the ID card We have a unit in this area to hire for a long time before we know that it is **.

1. All require the employee to terminate the labor contract with other units, transfer the social insurance to your unit to pay, or your unit directly terminate the labor relationship with him!

It can be handled normally. To apply for five insurances and one housing fund, you need to pay all the fees for the individual. There is no risk to you as an employee.

There is also not much risk associated with the unit. The problem is that the payment is that your boss's friend needs to pay your company first. Otherwise, your company's money will be swept away, and it is likely that you will not receive each other's money.

The labor contract has the necessary contents, including the term of the labor contract, the content of the work, labor protection and working conditions; Labor remuneration, social insurance and benefits, labor discipline, conditions for termination of labor contracts; Liability for breach of employment contract.

1. After signing a written contract, and ask to keep a contract.

2. Pay attention to the contract during the probation period.

3. When signing labor contracts, listen more, think more, watch more, and avoid signing "oral contracts", "incomplete contracts", "vague contracts", "unilateral contracts" and life and death contracts signed between employers and employees in some dangerous industries that "are not responsible for work-related injuries".

There are two methods, one is to make records manually and check the relevant risks every day, which is more time-consuming and laborious; The other is to automatically generate reminders of employment risks through personnel management software, such as the software of the No. 2 Personnel Department, the system will remind HR to standardize the operation of HR to avoid risks, such as the probation period, contract, emergency contact information, etc., so that you don't have to write various sticky notes every day, worrying about missing any important matters.

1.Refusal to pay fees in various names. It is illegal for any recruiter to collect collateral, clothing fees, product deposits, risk funds, registration fees, training fees, etc. from job seekers in any name.

The recruiting unit is not allowed to charge training fees for the training of its own employees. Job seekers should insist on refusing to submit such situations and report to the area where the recruiting unit is located to ensure that their legitimate rights and interests are not infringed.

2.Do not be gullible and promise to work in other places. No matter how good the treatment is, job seekers must keep a clear mind and a high degree of vigilance, and do not believe his verbal promises.

3.Grasp labor regulations and related policies. Before or during the job search, job seekers should take the initiative to learn some labor laws and related policies to improve their job search quality and independent thinking ability.

4.There are many ways to understand the background of the company. Before the job seeker officially enters the unit, try to strengthen the understanding of the company to avoid falling into the trap set by **.

For example, pay attention to the business license and other relevant documents of the recruiting unit, and the recruitment location of the regular unit recruitment will generally be set up in the office and conference room of the unit.

5.Be cautious in signing employment contracts. When signing a contract with an employer, job seekers should look three times to see whether the enterprise has been registered with the industrial and commercial department and the validity period of the enterprise registration, otherwise the signed contract is invalid.

Second, see whether the words of the contract are accurate, clear and complete, and cannot be abbreviated, substituted or ambiguously expressed.

Third, look at whether the labor contract has some necessary contents, including the term of the labor contract, the content of the work, labor protection and working conditions, labor remuneration, social insurance and benefits, labor discipline, the conditions for the termination of the labor contract, and the liability for violating the labor contract. A written contract must be signed, and a contract must be signed during the probationary period.

6.If you find out that you have been deceived, report the case in time. Once a job seeker discovers that he has been deceived, he or she should promptly report to the Personnel Bureau, the Supervision Brigade of the Labor Bureau or the police station of the Public Security Bureau where the recruiting unit is located to seek legal protection.

However, since labor fraud often involves public security, industry and commerce, labor, personnel and other departments, job seekers should choose the most effective complaint department according to the situation, and if the target of the complaint is a legitimate organization, the job seeker can go to the labor department. If the fraud is particularly serious and the amount of fraud is large, you can report to the public security department.

Before leaving the company, it is still an employee, but if an individual travels abroad and is a personal act, the unit and social security do not need to be liable, and the labor contract can also be terminated if the work is affected for a long time.

If the party concerned is unable to work for a period of time other than due to work-related injury or illness, or is proved to be ineligible for employment during the probationary period, or if the employee is incompetent for the job, and is still incompetent for the job after training or job adjustment, or violates laws and regulations, the employer may terminate the labor contract in accordance with the law.

However, if the employer dismisses an employee on the grounds of violating the rules and regulations, it should be fair, reasonable, reasonable, and reasonable, and if the party concerned feels that it is unreasonable, he should be given the opportunity to appeal.

As for whether there is compensation for the termination of the labor contract, it is necessary to determine the branch calendar according to the actual situation of the parties. Generally speaking, compensation should be given except for violations of law and discipline.

In accordance with the provisions of the Labor Contract Law of the People's Republic of China.

Article 39 The employer may terminate the labor contract if the worker falls under any of the following circumstances:

1) During the probationary period, it is proved that they do not meet the employment requirements;

2) Seriously violating the rules and regulations of the employer;

3) Serious dereliction of duty, malpractice for personal gain, causing major damage to the employer;

4) The worker establishes labor relations with other employers at the same time, causing a serious impact on the completion of the work tasks of the employer, or refuses to make corrections upon the employer's request;

5) The labor contract is invalid due to the circumstances specified in Item 1, Paragraph 1 of Article 26 of this Law;

6) Those who have been pursued for criminal responsibility in accordance with law.

Article 40 Under any of the following circumstances, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an additional month's salary:

1) The worker is sick or injured not due to work, and is unable to perform his original job or work arranged by the employer after the prescribed medical treatment period has expired;

2) The worker is incompetent for the job, and is still incompetent for the job after training or job adjustment;

3) There is a major change in the objective circumstances on which the labor contract was concluded, making it impossible to perform the labor contract, and the employer and the employee fail to reach a coordinated discussion on changing the content of the labor contract after consultation.