众所周知,国有企业的改革难点之一是人员的分流。而签订一份企业和下岗职工均接受的具有法律效力的“变更劳动合同书”,是今后依法处理好企业与下岗职工的劳动关系的关键。针对下岗职工的管理问题,有关部门提出要以原有的劳动合同为前提,再签订两个协议:一是企业与下岗职工签订变更劳动合同协议;二是企业再就业服务中心与下岗职工签订基本生活保障和再就业协议。也就是说,三方——企业、企业再就业服务中心和下岗职工在职工下岗期间要同时受三个劳动合同(协议)的约束。这样一来,就给企业和有关部门在下岗职工的管理、执法和司法上带来 As we all know, one of the difficulties in the reform of state-owned enterprises is the diversion of personnel. However, signing a legally binding “change of labor contract” accepted by both the enterprise and the laid-off workers is the key to properly handle the labor relations between the enterprise and the laid-off workers according to law in the future. For the management of laid-off workers, the relevant departments proposed to the original labor contract as the premise, and then signed two agreements: First, enterprises and laid-off workers signed a contract to change the labor contract; second is the re-employment service center and laid-off workers signed a basic Livelihood security and re-employment agreement. In other words, the three parties - enterprises, reemployment service centers and laid-off workers are bound by three labor contracts (agreements) during the lay-off period. In this way, enterprises and relevant departments will be brought about in the administration, law enforcement and administration of laid-off workers