Technical Article Shared - The concerns of using dispatched workers in enterprises.
In recent years, an increase of questions in accordance with employment practices such as hiring dispatched workers as full-time workers, unfair wages and the legitimate rights of dispatched workers are being violated.
With the implementation of the new Labor Contract Law in 2013, the requirements of using dispatched workers have become stricter in general under the “New Labor Law”. Enterprises need to check the background of the contracting units thoroughly. Also, enterprises should only use dispatched workers only if they are for temporary, supportive and back-up posts but not full-time posts. It is stipulated in the “New Labor Law” that full-time employees and dispatched workers shall receive equal pay for equal work. Therefore, enterprises should establish a general wage adjustment system to ensure dispatched worker share the same terms and conditions and labor protection measures, such as wage, allowance, social insurance, working hours, training and other fringe benefits.
In addition, the “New Labor Law” also requires strict control on number of dispatched workers that are used and it must be within a certain percentage of using dispatched workers. It defines the roles of supportive posts in detail, including the percentage of dispatched workers should not exceed 10% of the total workers. We will pay close attention to it.
After all, the relationship between enterprises and employees are mutual. Enterprises should use dispatched workers in accordance with the law as well as providing a friendly and healthy working environment for all workers so as to sustain the development in long run.
Ms Alexis Shu
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SGS is the world’s leading inspection, verification, testing and certification company. SGS is recognized as the global benchmark for quality and integrity. With more than 85,000 employees, SGS operates a network of over 1,800 offices and laboratories around the world.