Question 2: Under what circumstances can the company force the operating conditions of the formal employee training department to be affected (but it is still operating normally at present), the property management company has withdrawn a residential area, and the company has recently arranged dozens of employees and managers to wait for their posts (80% of the minimum wage, no fixed period and no written notice, and they have to sign in to the company every day). If you don't want to wait for the post, arrange them to do chores (pull weeds and sweep the floor). Wages are paid according to the minimum wage standard, and they will be ignored if they don't want to, or the company has arranged to put on record in the labor department for waiting for jobs, and the company has the support of * * * *. Some employees hope that the company will directly dismiss them and give them the compensation they deserve, but the company does not agree, saying that the company has not dismissed anyone, but just arranged for waiting for posts, and will not care if they are unwilling. Someone went to the labor department to complain, and the answer was that there were too many complaints now, and it would be too late to deal with them when the others were handled. Basically, these people who are arranged to wait for work will resign automatically. Is this arrangement legal for the company? What should these people do?
One more thing: the company signed a labor contract with employees before, but signed a new contract before it expired at the end of last year, and all the wages above 1.300 yuan were rewritten as 1.300 yuan. Everyone knows it's illegal, but the actual salary has not changed, and there is no other way but to sign it.
Question 3: Is there a regulation on the training period for employees? Where can I find the relevant laws? 10 score: 663 people were clicked to discuss, and 0 people participated in the discussion.
Regulations on the administration of waiting training centers
First, in order to reform the personnel management system, further improve the incentive mechanism, and promote workers to improve their work attitude and improve their work skills, these regulations are formulated.
Two, the establishment of staff in any of the following circumstances, after examination and approval can enter the waiting training center (hereinafter referred to as the center).
(1) Being late for no reason, leaving early for more than 5 times or being absent from work within one month 1 day or more;
(2) Having been complained by different clients for three times or more within one year, and verified by the medical administrative department or the discipline inspection and supervision department to be at fault;
(three) do not obey the work arrangement, refused to perform their duties, confirmed by the investigation of the task force authorized by the hospital;
(four) for two consecutive years, the assessment is incompetent;
(five) subject to administrative demerit or above;
(six) asking for or accepting "red envelopes" or kickbacks from patients or customers, which are verified by the discipline inspection and supervision departments;
(seven) the main responsibility for serious mistakes or accidents shall be confirmed by the task force authorized by the hospital;
(eight) other acts confirmed by the task force authorized by the hospital that cause serious damage to the image or economic interests of the hospital;
(nine) due to the cancellation of the original work, do not obey the organization to reschedule the work, resulting in waiting for work.
Third, the approval procedures for entering the center
(a) the department submits a written application, and the party and government leaders of the department sign opinions and report them to the personnel department;
(two) investigation and verification by the department or working group designated by the hospital;
(three) discussed and approved by the Council, and approved by the Council, the approved person shall enter the center from the date of approval;
(four) the establishment of mass supervision mechanism, the masses can report to the personnel department to meet the training conditions of personnel;
(5) The hospital has the right and responsibility to meet one of the waiting conditions (including middle-level and above cadres) if the department conceals it. (6) After investigation and verification by the task force and discussion and approval by the Council, you can directly enter the center.
IV. Training Content and Management
(1) The center arranges courses such as professional ethics education, ideological education, hospital history and training education, relevant laws, regulations and system education for employees waiting for posts. After the course, they enter the internship base or relevant departments for internship. The practice base is located in the medical transfer center. Technical training will be conducted in the internship stage, and the content will be arranged by relevant departments.
(2) Employees who enter the center must obey the work and study arrangements of the center, otherwise they will be treated as violating labor discipline. Those who make trouble without reason or intimidate management personnel shall be dismissed according to relevant regulations, and those who violate the law shall be sent to the public security organs for handling.
(3) The relevant departments must give priority to employees who are waiting for job training and conduct serious and responsible training. Attention should be paid to coordinating the relationship between the staff of this department and the employees waiting for posts, and the employees waiting for posts should not be discriminated against or embarrassed.
(4) The on-the-job training personnel shall implement the hospitalization attendance system.
Verb (abbreviation for verb) Examination and reemployment procedures
The center conducts an assessment on the employees waiting for posts every three months, and the person in charge of the center and the departments participating in the training is responsible for the assessment. After passing the examination and being approved by the board of directors, employees who have passed the training can participate in the competition for posts. With the consent of the employing department, employees who have passed the training will be given priority to work in the original department. Departments that are short of staff and use temporary workers in hospitals must obey the arrangement of the personnel department and the center, and give priority to employees who have passed the examination and are waiting for training.
Six, staff training period and treatment during the training.
(1) On-the-job training lasts for three months, and the cumulative training period shall not exceed one year. If you still can't find a suitable position for more than one year, you will be dismissed.
(2) Within six months from the date of entering the center, bonuses, post living allowance (referred to as "post supplement" in the payroll) and post and performance allowance (referred to as "on-campus allowance" in the payroll) will be stopped, and 50% of the holiday gratuity will be paid.
(3) Those who have worked in the center for more than six months will only be paid the minimum wage in Guangzhou.
(4) During the on-the-job training, you are not allowed to get a promotion or salary increase or participate in the evaluation of professional title promotion, and you are not allowed to enjoy teaching leave, but you can enjoy annual leave according to relevant regulations.
(5) Calculate the length of service during on-the-job training.
(six) employees to be trained can continue to enjoy other benefits not mentioned in these Provisions.
Seven. Treatment after reappointment
(a) after re employment, restore the original basic salary (including "post salary" and "allowance"), and pay the remaining allowances, subsidies and bonuses according to the new position, and enjoy the teaching leave according to the actual working months.
(2) The first three months after re-employment is the probation period. Those who fail to pass the probation period will return to the center for processing again during the training period, and their waiting time will be calculated together. If you re-enter the post for probation and pass the examination, you will wait for the post again ... >>
Question 4: Is there any law stipulating the waiting time for on-the-job training? But not lower than the minimum wage payment standard.
Question 5: Who has a summary of on-the-job training? Dear leader: I have many feelings during on-the-job training. I summarized and reviewed my past work, found my own shortcomings, and gradually realized that I still need to improve. What did I learn in the training?
Question 6: The company asked me to wait for the second training, which actually made me resign in disguise. What should I do? Why not ask a law student to see if contract law can help you? If you don't want to stay, change your job. It's only a matter of time before you get frustrated and jump ship.
Question 7: What do you mean by pre-job trainers? Generally, it is to train the employees of the company what rules they should abide by and what kind of training you are engaged in.
Question 8: Ask the great gods, is it legal to wait for job training? Is it legal for the company to do so? What can we do? Can we apply for labor arbitration successfully? The outcome of this matter is unpredictable. If it is as you say, then the unit intends to lay off employees in disguise in this way, which is to evade responsibility and unreasonable. But:
If the unit has an assessment system, and the system is produced through legal channels, and it has been informed to the workers through one of the ways of publicity, conference exchange, organizational learning, employee handbook, etc. And the unit has produced a series of unqualified evidence, so it is reasonable for the unit to ask you to participate in on-the-job training.
If the company has a rule that how many days of absenteeism counts as resignation, then you are likely to be considered absenteeism and leave automatically.
Therefore, it is very important to see how the unit gives evidence and how the arbitrator understands it.
Question 9: Is it legal for the company to let employees from different places wait for training and not arrange accommodation? There is no provision in this law. Training provided by the company, regardless of residence, can be regarded as the company's regulations. You can choose not to go. You are forced to go. Although this is unreasonable, it is legal.
Question 10: Under what circumstances can the company force the operating conditions of the formal employee training department to be affected to some extent (but it is still operating normally at present)? The property management company demolished a residential area, and the company recently arranged dozens of employees and managers to wait for their posts (80% of the minimum wage, no fixed term, no written notice, and they have to sign in to the company every day). If you don't want to wait for the post, arrange them to do chores (pull weeds and sweep the floor). Wages are paid according to the minimum wage standard, and they will be ignored if they don't want to, or the company has arranged to put on record in the labor department for waiting for jobs, and the company has the support of * * * *. Some employees hope that the company will directly dismiss them and give them the compensation they deserve, but the company does not agree, saying that the company has not dismissed anyone, but just arranged for waiting for posts, and will not care if they are unwilling. Someone went to the labor department to complain, and the answer was that there were too many complaints now, and it would be too late to deal with them when the others were handled. Basically, these people who are arranged to wait for work will resign automatically. Is this arrangement legal for the company? What should these people do?
One more thing: the company signed a labor contract with employees before, but signed a new contract before it expired at the end of last year, and all the wages above 1.300 yuan were rewritten as 1.300 yuan. Everyone knows it's illegal, but the actual salary has not changed, and there is no other way but to sign it.