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编者按转瞬之间,已到2009年的最后一个月,随着各企业人力资源部年度总结和考核工作的开始,企业存在的管理问题也逐渐显现,劳资矛盾也在一系列考核、结算、续订劳动合同、终止或解除劳动关系的管理工作中不断升温,在《劳动合同法》施行两周年之际,劳动争议案件也如同“甲流”一样,在年底步入高发期。比如,企业将会面临因与员工连续订立二次劳动合同而需签订无固定期合同的问题,也会面临年底前离职员工的年终奖问题,还会面临年休假、加班补休等若无法休完是否可以清零的问题等等。这对企业和人力资源管理工作者来说,无疑是岁末年初的一大挑战。
Editor's note by instantaneous, has been the last month of 2009, with the annual human resources department of enterprises and the assessment of the beginning of the year, the management of the business problems have gradually emerged, the labor-management conflicts are also a series of assessment, settlement, continued Labor contracts, termination or dissolution of the relationship between the management of the work continues to heat up, “Labor Contract Law” on the occasion of the second anniversary of the labor dispute case as “ A stream ”, the end of the year into the high incidence period. For example, an enterprise will face the problem of having to sign a non-fixed-term contract due to the continuous establishment of a second labor contract with its employees. It will also face the year-end bonus of departing workers before the end of the year, face annual leave, overtime and overtime, End whether the problem can be cleared and so on. This is undoubtedly a big challenge for enterprises and human resource managers at the beginning of the year and the beginning of the year.