If an enterprise conducts pre-job training before taking up its post, it is equivalent to exploiting the labor rights and interests of workers in disguise, which is illegal and not allowed by the state.
The induction process of new employees is mainly divided into six steps: 1. Induction preparation; Second, report; Third, entry procedures; Fourth, induction training; Fifth, the evaluation of becoming a full member; Sixth, the entry is over. This is a complete entry process, and all enterprises should refer to this process when handling the entry procedures.
Extended data:
Regarding the probation period, the following points need to be emphasized:
(1) The probation period is the agreed period. Without prior agreement between the two parties, the employer cannot terminate the labor contract on the grounds of probation.
The two parties to the labor contract, namely the employer and the employee, must fully negotiate and reach an agreement on the terms of the probation period before the probation period can be established. The contract is the result of consensus reached by both parties, and it is an agreement reached after both parties fully express their opinions and reach an agreement on the terms of the contract on the basis of mutual benefit.
Therefore, neither party shall be superior to the other party, shall not impose its will on the other party, and shall not sign the probation clause of the labor contract by coercion or coercion.
(2) At the same time, the Labor Contract Law clarifies the agreed conditions of the probation period, and the laborer enjoys all labor rights during the probation period.
These rights include the right to remuneration, the right to rest and vacation, the right to protection of labor safety and health, the right to receive vocational skills training, the right to enjoy social insurance and welfare, the right to submit labor disputes for settlement and other labor rights stipulated by law.
It also includes the right to participate in democratic management or hold equal consultations with employers on protecting the legitimate rights and interests of workers through workers' congresses, workers' congresses or other forms according to law. Can not be restricted because of the status of probation, and other workers are treated differently.
(3) The probation period is included in the term of the labor contract.
That is to say, whether the parties to a labor contract conclude a one-year labor contract or a three-year or five-year labor contract, if the probation period is agreed, the previous period of the labor contract period (for example, it may be three days, five days, one week, or one month or two months) is the probation period, which is included in the whole labor contract period.
No matter whether to continue to conclude a labor contract after the probation period, it is not allowed to separately agree on the probation period.
(D) The provisions on probation in the Labor Contract Law reflect the general equality of rights and obligations of both parties to a labor contract.
If it is agreed in the termination of the labor contract, the employee may notify the employer to terminate the labor contract during the probation period; If the employee is proved not to meet the employment conditions during the probation period, the employer may also terminate the labor contract.
(5) It is forbidden to set a probation period in disguise.
In order to circumvent the law, some employers have agreed on probation, adaptation and internship. These are probation periods in disguise, the purpose of which is nothing more than to reduce the treatment of workers and facilitate the termination of labor contracts. In order to protect the legitimate rights and interests of workers, it should be made clear that these cases are handled according to the probation period.
Baidu encyclopedia-probation period
Baidu Encyclopedia-New Employee Induction Process