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《劳动合同法》修正案自2013年7月1日起正式施行。《劳务派遣暂行规定》于2013年12月20日审议通过,自2014年3月1日起施行。《劳动合同法》修正案和《劳务派遣暂行规定》对劳务派遣的临时性、辅助性和替代性岗位作出了明确、细化、具备操作性的界定,缩小了劳务派遣的使用范围,加大了劳务派遣用工违法的处罚力度,增加了劳务派遣用工的法律风险,对企业(以下简称用工单位)实行劳务派遣提出了新的挑战,用工单位只有依据《劳动合同法》修正案、《劳务派遣暂行规定》及相关法规的规定,规范劳务派遣用工,才能减少用工法律风险,避免劳动争议的产生。本文根据《劳动合同法》、《社会保险法》和《劳务派遣暂行规定》的相关规定,结合目前用工单位劳务派遣用工现状和存在问题进行几点思考。
The Labor Contract Law amendment came into effect on July 1, 2013. Interim Provisions on Labor Dispatch were reviewed and approved on December 20, 2013 and will come into force on March 1, 2014. The amendment to the Labor Contract Law and the Interim Provisions on Labor Dispatch make a clear, detailed and operative definition of the temporary, auxiliary and alternative jobs for labor dispatch, narrowing the scope of use of labor dispatch, Labor dispatch illegal employment penalties, increasing the legal risk of labor dispatching employment, the enterprise (hereinafter referred to as labor units) to implement the dispatch of labor posed new challenges, labor units only based on “Labor Contract Law” amendment, “labor dispatch Interim Provisions ”and the provisions of relevant laws and regulations, regulate labor dispatching labor, in order to reduce legal risks of employment, to avoid labor disputes. Based on the relevant provisions of “Labor Contract Law”, “Social Insurance Law” and “Interim Provisions on Labor Dispatch”, this article combined with the present situation and existing problems of labor dispatch and employment in current employment units.