What's the difference between a labor service company and a labor dispatch company?

In practice, labor dispatch units should pay attention to the following issues: 1. Sign a labor dispatch agreement with the employer in time. There is a civil legal relationship between the labor dispatch unit and the employer. A complete dispatch agreement shall stipulate the dispatch post, number of personnel, dispatch period, labor remuneration, amount and payment method of social insurance premium, compensation for work-related injuries, staff management, service quality, time and method of expense settlement, compensation or compensation method, termination and dissolution of dispatch relationship, and dispute settlement method. , and clarify the rights and obligations of both parties within the scope permitted by law. 2. Sign a written labor contract with the dispatched workers and inform them accordingly. The labor dispatch unit shall conclude a fixed-term labor contract with the laborer for more than two years; The labor contract shall be made in at least two copies, one for the employer and one for the employee; The labor dispatch unit is also obliged to inform the workers of the relevant contents of the dispatch agreement. In addition to the routine matters, the labor contract should also clearly stipulate the employer, dispatch period and job position of the dispatched workers. 3. Pay labor remuneration to the dispatched workers. The labor dispatch unit shall pay the labor remuneration of the dispatched workers on a monthly basis, and shall not deduct the labor remuneration paid by the employer to the dispatched workers in accordance with the labor dispatch agreement. During the period when the dispatched workers are unemployed, the labor dispatch unit shall pay the labor remuneration monthly according to the minimum wage standard stipulated by the local people's government. 4. The dispatched workers shall get economic compensation for the dissolution and termination of the labor contract according to law. After the labor dispatch unit cancels or terminates the labor contract with the dispatched workers according to law, it shall pay economic compensation in accordance with the provisions of Articles 46 and 47 of the Labor Contract Law. In addition, if the labor dispatch unit cancels or terminates the labor contract of the dispatched worker illegally, it also needs to pay compensation to the dispatched worker.