Questions and answers on personnel relations of college graduates' archives 2 1. What are the differences and connections between "student status files" and "personnel files" of graduates? The archives of graduates' school status refer to the archives of college students who passed the national unified examination and were admitted. It records the results of college entrance examination, academic performance at school, family status, performance during school and rewards and punishments in the form of written materials. Graduates' personnel files are converted from student status files, which means that after graduation, graduates' transcripts are put into their student status files, and then the files are transferred by the school to the personnel department of the graduate employment unit or the entrusted talent exchange institution. At this time, the student status file officially becomes a personnel file, which can only be realized after the graduates sign an employment agreement with the employer or the entrusted talent exchange institution, perform the relevant graduation procedures and obtain the registration card. 3 2. How should graduates treat their own files? At present, there is a common phenomenon among graduates that they don't understand and care about archives. Some even graduated for several years, and the files are still at school; Others leave their papers at home. What's more, they don't know where to throw it. It seems that "the file is useless". Actually, it's not. Here is just a brief explanation. At present, enterprises and institutions should review files when recruiting employees and selecting national civil servants, and take the recorded relevant information as an important basis for selecting talents. In addition, you also need your personnel file to apply for social insurance, evaluate professional titles and issue various relevant certificates. In short, in real life, personnel files still play an irreplaceable role, and we should pay enough attention to them to avoid unnecessary troubles and losses in future study and life. At the same time, it is emphasized that because of the relevant national policies, graduates who can't find an employment unit temporarily after graduation can keep their files for two years free of charge, which is the difference between "student status files" and "personnel files". Therefore, some students mistakenly think that since the school keeps it for free, there is no need to go to the talent exchange institution for custody. What the school keeps is your "student status file", and what really works is your personnel file. For example, your graduation and professional title evaluation can only be carried out after the student status file is converted into a personnel file. According to the national policy, college graduates can graduate one year after graduation (subject to the date signed by the personnel department of the registration card) with the approval of the personnel department of the unit or the entrusted talent exchange institution; Undergraduate graduates who have graduated for one year (subject to the registration date) and college graduates who have graduated for three years can declare their junior titles, which shall be handled by the personnel department of the unit or the entrusted talent exchange institution. It can be seen that the student status files kept by the school are just "storage" and have no effect. In a sense, this is not worth the loss. 4 3. Which institutions can keep personnel files? According to the national policy, the personnel exchange institutions at all levels under the organization and personnel department are qualified to keep the personnel files of college graduates after employment. All kinds of private enterprises, township enterprises, Sino-foreign joint ventures and wholly-owned enterprises have no right to manage employee personnel files, and generally entrust personnel exchange institutions at all levels to manage them. Graduates can also entrust talent exchange institutions to handle personnel relations in their own names. In addition, talent exchange institutions at all levels, such as provincial talents, municipal talents and talents from all districts, are only different in their respective departments, and there is no difference in others. 5 4. Which graduate files are suitable for hosting in talent exchange institutions? Graduates who don't want to return to the local area but want to leave their hukou in Shijiazhuang, graduates who are preparing for postgraduate entrance examination, and graduates who are not sure whether they can work in their current units for a long time can also choose to entrust their personal files to talent exchange institutions. 6 5. Matters needing attention when graduates sign employment agreements. In addition to local enterprises, graduates should pay attention to the following matters when signing employment agreements with enterprises in other provinces and cities: before signing the agreements, they should have a comprehensive understanding of the enterprises, including working environment, wages, working hours, labor intensity and so on. At the same time, we should comprehensively consider their actual situation and wishes before signing an employment agreement. Thoughtfulness is the best policy (there is a time limit for reassignment according to regulations). At the same time, I also remind you that graduates who work in big cities such as Beijing, Tianjin, Shanghai and Guangzhou have no meaning to you except that the unit gives you insurance. If you can't move your hukou to this city, simple file transfer doesn't mean anything to you. You can leave your personnel files in the talent exchange institution in Shijiazhuang and then go to work in the above cities, which can reduce unnecessary troubles and even cause losses. 7 6. What services do the graduates enjoy after entrusting the personnel agency of the talent exchange agency? (a) responsible for the acceptance and transfer of personnel files; (2) Grading after graduation; (3) file salary promotion; (4) declaration of professional title promotion; (5) Handling settlement procedures; (six) the certificate issued by the province, the household registration certificate, the certificate of purchasing service, the certificate of family planning, and the certificate of going abroad for political examination. ; (seven) for old-age insurance, unemployment insurance, medical insurance collection procedures. 8 The problems that college graduates should pay attention to when entering the society are as follows: 1. Employment agreement is an agreement signed through consultation to clarify the rights and obligations of graduates, employers and schools in graduate employment. For a long time, the employment agreement in the employment plan is very serious, and the employment of students is handled in accordance with the employment agreement. With the rapid development of market economy and the change of employment concept, a large number of new problems have emerged, such as signing employment agreements, but people do not report, or signing employment letters. When I graduated, the company was gone. Some students signed an employment agreement, but as soon as they reported for duty, they found that the company was not what he expected, proposed to cancel the contract, and left without agreeing to cancel the contract, and so on. The binding force of the employment agreement is weakening, but the Ministry of Education still uses it. Therefore, we should pay attention to the correct use of employment agreement in the actual process. The school is sent by employment agreement. According to the contents of the employment agreement, the school issues the graduates' employment registration certificate and household registration certificate, and transfers the students' files at the same time. Generally, the school will require students to submit an employment agreement on a specified date (for example, at the end of June each year), and the school will dispatch them according to the employment agreement. If this time limit is exceeded, the school will send the students' relationships and files back to their places of origin. Students who don't want to go back to their hometown must know very well whether the place they want to go meets the conditions for settlement. For example, in Hangzhou, graduates with bachelor degree or above, junior college degree or other special conditions can settle in Hangzhou. Some students have found good jobs in Hangzhou, but they don't meet the conditions for settling down in Hangzhou. As a result, their hukou can't be settled and becomes a pocket hukou. If you don't meet the requirements for entering this city and want to work in this city, you can first return your relationship to your place of origin, settle down in your place of origin, and then come out to work, and then apply for talent introduction when the conditions are ripe, so that you won't encounter some unnecessary troubles, such as going abroad for political examination, postgraduate entrance examination certificate, marriage certificate and so on. 10 second, what is the use of the registration card: 1, the certificate for reporting to the receiving unit; 2 to prove that the certified graduates are students included in the national unified enrollment plan; 3. Identification certificate of cadres; 4. Relocation formalities in registered permanent residence with registration cards and other related materials. Now, the first three points are not important, and the fourth point is important. Don't lose your registration card. 1 1 Third, the household registration card comes to school, and the household registration is moved from the place of origin to the school, but it is temporarily in the school and will be moved out after graduation. The hukou transfer certificate is the proof that the student's hukou moved out of the police station where the school is located when he graduated. I won't lose it. No matter where you go, you should leave your account within the specified time, not in your pocket all the time. 12 fourth, it is your file that can really prove your learning experience. The file contains your school card, transcripts, comments from all sides, award-winning certificates, and materials of your party group. These are original materials and cannot be copied. We must pay attention to our own documents. According to experience, it is best to transfer files to talent exchange institutions at all levels, because they are specialized institutions that manage files. It is safe and convenient to store files in the talent exchange center. Here, I would like to remind you to pay attention to the following points when transferring files: 1. Before it is clear whether the employer has the right of personnel management, do not transfer files to the employer, but to the talent exchange center where the employer is located. We often encounter some units that do not have the right to manage files to receive files, and individual units will lose or withhold student files. 2. Ask about the nature of the employer. If it is a state organ, state-owned institution or state-owned enterprise, they or their competent units have the power of personnel management and can receive files. Other non-public enterprises and institutions and private institutions have no right to manage personnel. Students should be admitted through the talent exchange center, and student files should be placed in the talent center. 3. There are prescribed procedures for the transfer of archives. Before you leave school, you'd better find out when and where your documents were transferred. Because the units responsible for student distribution at this stage are not unified, there are personnel bureau, talent exchange center, education bureau, special distribution office and so on. , quite confusing. Moreover, it is troublesome to transfer files in and out, so it is best to do it in one step. 13 V. Labor Contract Generally speaking, graduates can sign labor contracts with employers after going through the registration formalities. A labor contract is a written contract that establishes labor relations between workers and employers, clarifies the rights and obligations of both parties, and is also a legal guarantee for safeguarding the legitimate rights and interests of workers and employers. The current labor contract is generally a format contract printed by the labor department, in which the necessary clauses are: ① the term of the labor contract; ② Work content; ③ Labor protection and working conditions; 4. Labor remuneration; ⑤ Labor discipline; ⑥ Conditions for termination of the labor contract; ⑦ Responsibility for violating the labor contract; ⑧ Both parties can also negotiate supplementary terms of the labor contract. Among them, the liability clause for violating the labor contract is more important, because the Labor Law stipulates that both parties can agree on the determination of liability, the scope of compensation, the calculation method and the way to bear it through consultation, which is often agreed in the supplementary terms of the contract provided by the employer. You should be aware of this. Some units, including some institutions (such as hospitals, schools, etc. In order to ensure that graduates work in this unit for a long time, many compensation clauses for early termination have been agreed. You must take them seriously. The compensation liability of graduates who resign early should not be too high, generally not exceeding the annual salary of graduates. Graduates who have just joined the work generally sign a short-term contract (one year), and it is better to sign a medium-term or long-term contract after graduation. By this time, the employer and you have understood each other. But now the contradiction between labor supply and demand is prominent, and the employment pressure is great. When recruiting new employees, many units claim that they will not sign labor contracts with employees, and if they disagree, they will find another job. In order to solve these problems, students should remember two points: 1. The probation period stipulated in the labor contract is included in the contract term, and the longest period shall not exceed 6 months. In other words, you can't refuse to sign a labor contract on the grounds of probation, and there are special clauses about probation in the labor contract. For those units that don't sign labor contracts with workers for their own benefit, you can still take up legal weapons when your interests are damaged. The general office of the Ministry of Labor pointed out in the "Reply on the Issue of Employees Requiring Economic Compensation for Not Signing a Labor Contract by the Employer" (1996) 18 1) that after the employer and the employee formed a de facto labor relationship, the employer deliberately delayed the conclusion of the labor contract with the employee and terminated the de facto labor relationship with the employee. If the laborer has a dispute with the employer because of asking for economic compensation, in other words, as long as there is a factual labor relationship, people should be treated equally when receiving compensation. 14 six. Social Insurance Social insurance is a social security system in which the state raises funds through various channels through legislation, and gives economic compensation to workers when their income decreases due to old age, unemployment, illness, work-related injury and maternity, so that they can enjoy basic living security, mainly including endowment insurance, unemployment insurance, medical insurance, work-related injury insurance and maternity insurance. This is mandatory. If you work in state organs, state-owned enterprises and institutions, you don't have to think too much about this problem; If you are employed in private enterprises, private institutions or institutions that do not occupy their administrative establishment, you should ask this question, and at least participate in basic old-age insurance and serious illness medical insurance. Many units do not provide basic old-age insurance for employees, which is against the labor law. Some units have high wages, so you should take the initiative to participate in the insurance in your own name. 15 others will encounter other problems besides those listed above. After working in non-public enterprises and institutions for many years, some graduates suddenly find that personnel relations are still uncertain; Although some signed labor contracts with their work units, they did not go through the relevant formalities in the talent exchange institutions, which affected their length of service, files, insurance, etc. Their titles cannot be declared in time. Proof of postgraduate entrance examination, political examination abroad and other certificates have no place to send. Most of these graduates think that as long as they have jobs, they don't care about seniority, identity, files and insurance; Some graduates think that it doesn't matter whether it is allocated or not, and one day it will cause great losses if some materials are needed.