Three. In accordance with the basic idea of "actively revitalizing, encouraging retirement, moderately diverting and properly resettling", the resettlement channels are used to properly resettle the resigned personnel through six channels: internal competition for posts, external employment, early retirement, internal retirement, termination and termination of labor contracts, and paid suspension. (1) Internal competition for posts. 1. If there is a vacancy in the company, eligible resigned employees can be organized to participate in the competition for posts, and the salary and welfare benefits after the preferred posts will be implemented according to the relevant regulations of the company. 2. The unit has a position suitable for the off-duty personnel, and if the relevant positions use other types of employment, it is necessary to increase the intensity of excluding other types of employment according to law, so as to make room for the off-duty personnel to compete for posts. (2) External employment. 1. When there is post demand outside the unit (including inside and outside the system of China Petrochemical Company), targeted training can be organized to help those who are willing and capable to leave their posts to achieve external posts. 2. When there is a demand for employment in the system, the unit should actively organize forces to implement the overall allocation of human resources through business contracting, human resource export, and personnel transfer in the system (including phased transfer). People who leave their posts can participate in the competition for the overall distribution of posts and perform corresponding salary and welfare benefits after taking up their posts. The unit shall, according to the overall configuration of the post, the region where the post is located, etc., and in accordance with the different ways of overall allocation of human resources, make clear the salary and welfare benefits of the overall allocation of personnel after consultation with the post demand unit. By perfecting policies, building information platforms and strengthening organization and coordination, the headquarters guides and helps all units to make overall allocation of human resources in the system. If the company has made remarkable achievements in undertaking the business within the system, the headquarters can consider relevant factors to give some encouragement to the contractor on the premise of effectively reducing the overall cost of China Petrochemical. 3. When there is an out-of-system business or batch job demand that is suitable for the company to contract, the company can organize its strength to contract out-of-system business as a contractor, or organize the batch output of human resources. Those who leave their posts can participate in post-related competition and perform corresponding salary and welfare benefits after taking up their posts. Units should make clear the wages and benefits of employees outside the system according to the positions outside the system and the areas where the positions are located. If the unit carries out business contracting outside the system or bulk human resources export and has achieved remarkable results, the headquarters may consider relevant factors to give some encouragement on the premise of ensuring the unit to increase benefits. (3) Early retirement. 1. In accordance with the principle of "taking into account history, being active and prudent", eligible people who have left their posts are encouraged to apply for early retirement (including resignation, the same below), which will be included in the management of enterprise retirees and the relevant treatment of retirees will be implemented. 2. The unit should actively communicate with the local social security department and reasonably determine the scope of special jobs for early retirement; Units that have made great efforts to adjust the industrial structure and have a heavy task of diverting laid-off workers can communicate with the local social security department and explore early retirement for laid-off workers who do not belong to the scope of special jobs. 3 units can be based on their own situation and affordability, to give certain subsidies to early retirees; After communicating with the local social security department and obtaining support, you can pay a certain period of old-age insurance premium for those who leave their posts and retire early. (4) Internal retirement. 1. If the person who has left his post is less than 5 years away from the statutory retirement age, both parties can implement internal retirement according to the relevant regulations of China Petrochemical Company upon his own application and the approval of the unit.
According to the management of retirees, the actual basic living expenses are not higher than the normal retirement benefits. 2 units can be based on their own situation and affordability, taking into account the historical situation, to meet certain conditions of internal retirees to give certain subsidies. (5) Dissolution and termination of the labor contract. 1. If the unit and the off-duty personnel reach a consensus through consultation and the off-duty personnel are willing to dissolve or terminate the labor contract according to law, both parties shall sign an agreement to handle the procedures for dissolving or terminating the labor contract. 2. If the employee who leaves the post cancels or terminates the labor contract, in addition to giving economic compensation according to law, the unit can also set reasonable payment conditions to give a one-time subsidy. 3. After the termination or rescission of the labor contract, the unit shall promptly help it to handle the social insurance relationship, housing accumulation fund transfer, personnel file transfer, party-mass relationship transfer and other procedures, and handle enterprise annuity matters according to the regulations. 4. The personnel who terminate or terminate the labor contract according to the economic compensation and subsidy policies stipulated in this opinion shall not implement the life security policy of China Petrochemical (the life security policy of China Petrochemical is only applicable to the personnel who terminate the labor contract according to the agreement before the end of the restructuring and diversion work and meet the prescribed conditions. (6) paid shutdown. 1. For those who leave their posts without placement through the above channels, their posts will be suspended and their wages will be paid. Workers who stop work and take paid vacations can take vacations in stages, but they should report to the unit regularly to participate in study, training and related activities. 2. At the initial stage of leaving without pay, the unit shall appropriately reduce the treatment of those who leave without pay according to the reasons for leaving, and gradually reduce it with the extension of leaving time. Long-term unpaid leave, according to the principle that the longer the legal retirement age, the shorter the working years in the unit and the lower the treatment, can reduce the internal retirement treatment to determine the treatment, and can be connected with other diversion channels. On the premise of meeting local regulations, the minimum wage can be controlled according to a certain proportion of the local minimum wage. 3. Those who have stopped paid work before reaching retirement age can be further resettled through relevant channels when they meet or meet relevant conditions. When the term of the labor contract expires, the labor contract shall be terminated. If the unit stops paid work for a short time, it shall reasonably set the time limit for stopping paid work. If they have been arranged to work within the time limit, but have not been employed at the expiration of the time limit, the labor contract shall be terminated. 4. Encourage units to further actively innovate measures for the diversion and resettlement of employees who leave without pay, and encourage and support employees who leave without pay to start their own businesses. (1) The unit can organize targeted training to help those who are willing to start a business improve their entrepreneurial ability. (2) If you are willing to try to start your own business or find a job by yourself, you can sign an agreement with the unit to maintain a certain period of labor relations and related matters during the period. After the expiration of the term, the labor contract can be dissolved through consultation, or you can continue to leave your job without pay. (3) For those who are willing to start a business but lack start-up funds, the unit can explore the introduction of social funds to set up an "independent venture fund" and give some support and help. (4) On the premise of complying with the relevant regulations, the unit may give priority to the employees who have stopped work with pay, use the idle assets of non-core business to engage in joint ventures with social units with standardized management, or lease the idle assets to qualified social units for operation. (five) the unit can be guided by the policy, to encourage people to leave without pay to work in the restructuring enterprises or business (service) outsourcing contractors. Responsibilities 1) The relevant departments of the headquarters are responsible for organizing and guiding all units to carry out industrial structure adjustment and strict "three decisions", studying and formulating relevant policies, examining and approving the shutdown and parallel transfer scheme and the implementation scheme of major shutdown and parallel transfer projects, guiding all units to do a good job in business adjustment, development and transformation, asset disposal, personnel diversion and resettlement, and helping all units coordinate and strive for local policies. Major shutdown and relocation projects: 1. The Development Planning Department, the Enterprise Reform Management Department, the Capital Operation Department and the competent business departments focus on the direction of business adjustment and development transformation, guide and review the plans for shutdown, relocation and property right adjustment and change prepared by the unit, guide and help the unit to contact and negotiate with the local authorities and strive for policy support. 2. The financial department and the competent business department shall focus on guiding and reviewing the asset disposal and land compensation scheme, and guide and help the unit to win the policy support of the local government in land compensation and fund raising. 3. The personnel department and the competent business department shall focus on guiding the audit personnel's diversion and resettlement plan, guiding and helping units to win local policy support in early retirement, re-employment and enjoying stable post subsidies, and organizing and coordinating the overall allocation of human resources within the system. 4 other departments of the headquarters shall guide the relevant work of the unit according to their respective responsibilities. (II) This unit is the responsible subject and implementer of industrial structure adjustment and strict "Three Definitions" work, and is responsible for preparing the overall plan of industrial structure adjustment and strict "Three Definitions" work plan according to the requirements of the headquarters, actively and steadily organizing the implementation, and maintaining the smooth operation of production and operation and the stability of the team. Personnel distribution and resettlement: 1. In accordance with the channels and policies stipulated in this opinion, combined with the actual situation of the unit, rationally select and comprehensively utilize all kinds of diversion resettlement channels, study and formulate measures for the implementation of diversion resettlement for laid-off workers, clarify the policy of diversion resettlement, report it to the competent business department and personnel department, and organize the implementation after fulfilling democratic procedures in accordance with regulations; For major shut-down and parallel-transfer projects, formulate a special plan for personnel diversion and resettlement, and report it to the competent division and personnel department as required. 2. It is necessary to clarify job responsibilities and implement job responsibilities. Units with a large number of laid-off workers should set up leading institutions for the placement of laid-off workers, set up offices and build collaborative work platforms. 3. According to the method or scheme approved by the headquarters, on the basis of optimizing the allocation of human resources, carefully and orderly organize the placement of laid-off workers, and actively and steadily implement all links. 4. To communicate with local governments, actively strive for early retirement, re-employment and other personnel resettlement support policies, as well as relevant preferential policies, to help people who have stopped working with pay to start their own businesses. Resettlement of the units with more employees leaving their posts through internal retirement, suspension without pay, etc., should be in accordance with the provisions of the Notice on Issues Related to Supporting Enterprises by Unemployment Insurance (Ministry of Human Resources and Social Security Fa [2065438+04] No.76), as an enterprise with no layoffs, few layoffs and stable jobs, actively apply to the local authorities for the policy of enjoying unemployment insurance fund subsidies to stabilize jobs. Conditional units can negotiate with local authorities to explore the implementation of entrusted management for off-duty personnel. V. Diversion resettlement measures (1) Those who leave their posts due to industrial restructuring shall be resettled in the following ways: 1. If the business is shut down for a short period or in stages, it will involve personnel. 2. If the business is shut down and transferred for a long time or permanently, the unit shall comprehensively utilize the relevant.
Arrange special plans and report them to the competent department and personnel department as required. 2. It is necessary to clarify job responsibilities and implement job responsibilities. Units with a large number of laid-off workers should set up leading institutions for the placement of laid-off workers, set up offices and build collaborative work platforms. 3. According to the method or scheme approved by the headquarters, on the basis of optimizing the allocation of human resources, carefully and orderly organize the placement of laid-off workers, and actively and steadily implement all links. 4. To communicate with local governments, actively strive for early retirement, re-employment and other personnel resettlement support policies, as well as relevant preferential policies, to help people who have stopped working with pay to start their own businesses. Resettlement of the units with more employees leaving their posts through internal retirement, suspension without pay, etc., should be in accordance with the provisions of the Notice on Issues Related to Supporting Enterprises by Unemployment Insurance (Ministry of Human Resources and Social Security Fa [2065438+04] No.76), as an enterprise with no layoffs, few layoffs and stable jobs, actively apply to the local authorities for the policy of enjoying unemployment insurance fund subsidies to stabilize jobs. Conditional units can negotiate with local authorities to explore the implementation of entrusted management for off-duty personnel. V. Diversion resettlement measures (1) Those who leave their posts due to industrial restructuring shall be resettled in the following ways: 1. If the business is shut down for a short period or in stages, it will involve personnel. 2 enterprises belong to long-term or permanent shutdown and transfer, the unit should comprehensively use related and subsidy funds. Among them, if the labor contract is terminated by working outside the system according to the organization transfer method, a one-time subsidy may be given appropriately, but no economic compensation will be paid. 4. The rest leave without pay, according to the relevant provisions. (3) Those who leave their posts due to injury, disability, etc. shall be resettled mainly in the following ways: 1. For older people who meet the conditions of early retirement and internal retirement, they are mainly resettled through early retirement or internal retirement. 2. For those who have left their posts for more than 5 years from the statutory retirement age, the age conditions for internal retirement can be appropriately relaxed, and the treatment can also be determined with reference to the management and treatment of internal retirees. 3. If the resigned person is a work-related injury, the relevant treatment shall conform to the provisions of the industrial injury insurance of the country and the place where the unit is located. (4) When the limited liability joint venture company funded by the directly affiliated unit is liquidated, closed, revoked or dissolved due to the adjustment of industrial structure, it shall arrange other personnel according to national laws and regulations and the articles of association of the joint venture company. The personnel appointed and organized by us to enter the joint venture company shall be implemented in accordance with relevant agreements or agreements. Other matters of intransitive verbs (1) If the subordinate units of the directly affiliated units are liquidated, closed, revoked or dissolved, the directly affiliated units shall be responsible for the management of their internal retired and resigned personnel and maintain the continuity of policies. (two) the unit should pay attention to retain the backbone of the business in the work of diverting laid-off workers to prevent brain drain. For full-time undergraduate degree or above, with advanced and above professional technical qualifications, technicians and above professional skill level, and the shortage of talents and key personnel in the unit, in addition to taking the lead in organizing employees to start their own businesses or taking the lead in starting their own businesses.
Outside the contractor's business, the outsourcer generally does not terminate and terminate the labor contract and give economic compensation and subsidies according to the relevant provisions of this opinion, nor does it stop work for a long time. Each unit should determine the specific scope of personnel according to the actual situation. (3) The headquarters should study and formulate incentive and restraint measures in combination with strengthening the management of total employment and labor costs, and reward units that have made great efforts and achieved good results in controlling total employment, optimizing employment, improving the input-output efficiency of labor costs, and properly diverting laid-off workers. For units that have caused stability problems due to poor placement of laid-off workers, the headquarters should be accountable and punished in accordance with relevant regulations. At the same time, in order to urge the unit to effectively reduce labor costs, the headquarters appropriately reduced the total wages and corresponding labor cost indicators according to the adjustment of the industrial structure of the unit. (4) The payment of economic compensation and subsidies in the resettlement of resigned employees, which involves the payment of personal income tax, shall be implemented in accordance with the relevant provisions of the state and the place where it is located. (five) for the resettlement of some special groups involved in historical issues, the unit may refer to the relevant policies of this opinion, but it must be approved by the competent business department and the personnel department. (six) the provisions of this opinion are inconsistent with the previous relevant provisions, according to this opinion. If the measures for the implementation of the resettlement of laid-off workers formulated by the unit according to this opinion are inconsistent with the relevant provisions of the previous unit, the policies involved shall not be retroactive in principle. Seven. Job Requirements: It is highly policy-oriented and difficult to resettle former employees, which involves the vital interests of former employees and is related to the overall situation of deepening reform and transformation and development of China Petrochemical. All units should attach great importance to it, and the party and government leaders should be responsible and strengthen leadership; It is necessary to organize relevant departments to seriously study policies, take into account regional and plate balance, carefully formulate plans, and carefully organize their implementation; It is necessary to carefully analyze and evaluate the stability risk, formulate a stability plan, implement the responsibility of maintaining stability, do a good job in policy propaganda and explanation, and effectively prevent and resolve contradictions; It is necessary to strengthen communication with relevant local departments, actively strive for policy support and business assistance, and jointly safeguard the stability of enterprises. China Petrochemical Corporation 20 15 February 18 General Office of China Petrochemical Corporation 2015 February 27th.