What are the insurance requirements for the dispatcher in the labor dispatch contract?

The Labor Contract Law stipulates that only social insurance, and other provident funds and commercial supplementary insurance are purchased by the employer according to the actual needs of the position, and are not compulsory.

It depends on what you say in the contract.

Generally speaking, the minimum is to have old-age medical care and work-related injuries. If it is better, it may buy unemployment and childbirth. Generally, many private companies do not buy CPF.

Pension insurance, medical insurance, work-related injury insurance, unemployment insurance and maternity insurance.

Legal basis: Article 58 of the Labor Contract Law of the People's Republic of China A labor dispatch unit is an employer for the purposes of this Law and shall fulfill its obligations to its employees. In addition to the matters specified in Article 17 of this Law, the labor contract concluded between the labor dispatch unit and the dispatched worker shall also specify the employing unit of the dispatched worker, the dispatch period, the position and other circumstances.

The labor dispatch unit shall conclude a fixed-term labor contract with the dispatched worker for a period of more than two years, and pay the 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.

Article 59 A labor dispatch entity shall enter into a labor dispatch agreement with the unit that accepts the employment in the form of labor dispatch (hereinafter referred to as the "employing entity"). The labor dispatch agreement shall stipulate the number of dispatched positions and personnel, the duration of the dispatch, the amount and payment method of labor remuneration and social insurance premiums, and the liability for violating the agreement. The labor dispatch unit shall not deduct the labor remuneration paid by the employing unit to the dispatched worker in accordance with the labor dispatch agreement.

Labor dispatch units and employing units shall not collect fees from dispatched workers.

Extended information: 1. The labor dispatch personnel are sick or injured not due to work, and cannot engage in the original job after the expiration of the prescribed medical treatment period, nor can they engage in the work arranged by the company.

2. The labor dispatch personnel are not competent for the job, and are still incompetent after the training of the dispatch company or the adjustment of the position by the company.

3. There is a major change in the objective circumstances on which the dispatch agreement is based, resulting in the inability to perform the original dispatch agreement, and the parties (three parties) cannot reach an agreement on changing the content of the dispatch agreement and the labor contract through negotiation.

4. The company lays off personnel in accordance with the law due to changes in production and operation organizations or business process reengineering.

5. Those who fail to perform their work duties three times in daily work inspections or fail the annual assessment, and are absent from work for more than three consecutive days (inclusive) without reason.

6. The labor dispatch period of the labor dispatch personnel has expired.

7. Other circumstances stipulated by relevant laws and regulations.

Hello! Social security. According to Article 58 of the Labor Contract Law:

If a dispatched employee establishes a labor relationship with a labor dispatch enterprise, the labor dispatch enterprise shall establish a social insurance relationship for the dispatched employee, open a social insurance account, and pay the social insurance premiums to be borne by the enterprise in accordance with the law. In other words, the labor dispatch unit must handle social insurance for employees, i.e., endowment insurance, medical insurance, work-related injury insurance, unemployment insurance and maternity insurance.

In order to save costs, many employers will recruit employees through labor dispatch, but there is a clear difference in the benefits between dispatched employees and regular employees of the employer, and the employer will not buy social security for the employee, because the employer can save a lot of costs. However, in order to save money, some labor dispatch companies also push the responsibility of purchasing social insurance to the employer, and in the end, neither the employer nor the labor dispatch company buys social insurance for the employee, which is illegal.

What kind of insurance should a labor dispatch company provide to its employees? What should I pay attention to when signing a contract? Labor dispatch companies have become more and more important, and many employers will use labor dispatch employees in order to save trouble and worry, but also to save costs, but when signing a contract with a labor dispatch company, there are also many things that need to be paid attention to, first of all, it is necessary to clarify what the position is and how many personnel are needed.

In addition, how long is the duration of labor dispatch, how much is the monthly salary, and what is the method of payment? Finally, clarify the responsibilities of both parties, as well as the consequences of the breach of responsibilities and obligations.

In order to avoid disputes or objections in the later stage, when signing the contract, the responsibilities and obligations must be clarified according to the actual situation of both parties, otherwise once there is a problem in the later stage, then both parties will shirk their responsibilities.

Accident insurance is required, because it can ensure the safety of the company's employees, and secondly, it is also a guarantee for employees. When signing the contract, we must be optimistic about whether we pay it ourselves or the company will be responsible for us.

First of all, medical insurance, then also includes life insurance, and there are some commercial insurance, you must pay attention to the content when signing the contract, and then you must also pay attention to the working ability of these employees, as well as their work attitude, you must choose a particularly good insurance company.

You should take out accident insurance, and when signing the contract, you must pay attention to every regulation in the contract, and it should also comply with the law, and you should also figure out the scope of the claim and the amount of the claim.

Dispatched workers can pay insurance at the local social security office. According to the Social Insurance Law and other laws and regulations, employers shall pay various social insurance premiums for their employees. In layman's terms, under normal circumstances, an employer should pay social security premiums for its employees with whom it has an employment relationship.

Extended reading: [Insurance] How to buy, which one is better, teach you to avoid these insurance"pits"

The labor dispatch unit is responsible for the insurance of labor dispatch personnel, and the dispatching unit can withhold and pay from their rotation rentals such as wages. The employer of the dispatched worker is a dispatch company, and the social insurance is generally paid by the employer, so the dispatch unit should pay the social insurance.

1. What does labor dispatch mean?

Labor dispatch personnel refer to workers who are dispatched by labor service companies to the corresponding work units. Article 66 of the Labor Contract Law of the People's Republic of China stipulates that labor contract employment is the basic form of employment in China's enterprises.

Labor dispatch employment is a supplementary form and can only be implemented in temporary, auxiliary or substitute jobs. The temporary jobs provided for in the preceding paragraph refer to positions that last for no more than six months; Ancillary jobs refer to non-main business positions that provide services to main business positions; Substitute jobs refer to positions in which employees of the employer are unable to work due to full-time study, vacation, etc., and can be replaced by other workers. The employing unit shall strictly control the number of labor dispatch workers, and shall not exceed a certain proportion of its total number of employees, and the specific proportion shall be prescribed by the labor administrative department.

2. Can I resign at any time from labor dispatch?

If the employee wants to resign, he or she should negotiate with the employer first, or notify the employer in writing 30 days before the resignation, but if the two parties have not signed a labor contract, they can resign at any time, and the indefinite labor relationship can be terminated at any time.

1. The meaning of labor dispatch.

Labor dispatch, also known as manpower dispatch, talent leasing, labor dispatch, labor leasing, and employee leasing, refers to a form of labor in which a labor dispatch agency signs a labor contract with a dispatched worker, dispatches the worker to another employing unit, and then the employing unit pays a service fee to the dispatching agency.

2. Whether the dispatched workers are paid equally for equal work.

In practice, some units use dispatched employees as long-term employees, but dispatched employees and regular employees of the enterprise are not paid for the same work, and the social security payment base is very different, and the labor dispatch has "changed its taste", which damages the legitimate rights and interests of the dispatched employees. This phenomenon has aroused social concern, and the phenomenon of "distribution according to status" under the dual employment system has also been bombarded for many years, but it has not changed so far.

In response to this unreasonable phenomenon, the newly revised Labor Contract Law clarifies that dispatched workers have the right to equal pay for equal work with employees of the employing entity.

The new law stipulates that: "The employer shall, in accordance with the principle of equal pay for equal work, implement the same method of distribution of labor remuneration for dispatched workers as workers in the same position in the same position." 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.

3. Provisions on social insurance for labor dispatch.

1. The Labor Contract Law stipulates that the labor dispatch agreement shall stipulate the amount and payment method of the social insurance premiums of the dispatched personnel, as well as the liability for violating the agreement.

2. It can be seen that the party to pay the social insurance for the labor dispatch personnel is determined through negotiation between the labor dispatch company and the actual employing unit. However, no matter how it is agreed, the labor dispatch unit or the employing unit must pay various social insurance premiums for the labor dispatch personnel, and cannot shirk each other and infringe on the rights and interests of the labor dispatch personnel.

3. Social security is mandatory for employers to purchase for employees. Among them, endowment insurance, medical insurance and unemployment insurance, these three types of insurance are jointly paid by enterprises and individuals, and work-related injury insurance and maternity insurance are completely composed of the "five insurances" of enterprises: according to the wages of employees, the proportion of units and individuals is generally

The endowment insurance unit bears 20, and the individual bears 8; Medical insurance units bear 8, individuals 2; Unemployment insurance units bear 2, individuals.

1％；Maternity insurance0 7 is fully borne by the unit; Work-related injury insurance 0 5 1 6 is also fully borne by the unit, and individual employees do not bear maternity and work-related injury insurance. The proportion of the burden varies from province to province and region.

4. The provisions on social security are also applicable to employees under the labor dispatch system. However, in terms of specific implementation, some enterprises may have a higher standard for purchasing regular employees, but no matter how low the labor dispatch system is, it cannot be lower than the minimum standard stipulated by the state.