Workers sign labor contracts with outsourcing units, which are managed by contracting units. How to confirm labor relations?

The laborer signs a labor contract with the outsourcing unit, and the contracting unit manages the labor. The relationship between the employee and the employer belongs to the labor contract, and the labor contract signed by both parties can determine the relationship between them.

The employer and the employee have not signed a labor contract, and there is evidence to prove that there is a labor contract relationship between the employee and the employer. Usually required evidence materials include the following contents:

1, evidence of workers' work contents, such as electronic texts, materials and other company-related materials;

2. Relevant signs of workers' work, such as work letters, employee badges and employees' clothes, and any certificates related to the company;

3. It is best to stamp or print complete sets and volumes of information, such as employee handbook, financial system and employee roster. , as the institutional basis for the company to give workers;

4. Information exchanged between formal employees or leaders of the company and laborers, such as work arrangement, written notice, e-mail notice, etc.;

5. Laborers can try to talk to the company's competent leader, and then record it, and reflect the leader's name in the recorded materials. Otherwise, it is difficult for the labor dispute arbitration commission to confirm the authenticity of the recorded materials.

6. Laborers can prove that they work in this company through the witness and testimony of other employees who have left their jobs.

7. Other materials related to the company (work signature documents) can be used as evidence.

Law on mediation and arbitration of labor disputes

Article 2 This Law shall apply to the following labor disputes between employers and employees in People's Republic of China (PRC):

(1) Disputes arising from the confirmation of labor relations;

(2) Disputes arising from the conclusion, performance, alteration, dissolution and termination of labor contracts;

(3) Disputes arising from delisting, dismissal, resignation or resignation;

(4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training and labor protection;

(five) disputes arising from labor remuneration, medical expenses for work-related injuries, economic compensation or compensation;

(six) other labor disputes as prescribed by laws and regulations.