1. Labor dispatch contract refers to a contract in which the actual employing unit and the labor dispatch company sign a labor dispatch agreement first, and then the labor dispatch company recruits employees to dispatch on behalf of the employing unit.
2. Labor dispatch employees refer to workers who are entrusted by the employing unit to sign labor contracts with labor service companies or human resources centers. Formal employees who do not belong to the service unit are, to put it bluntly, temporary workers. Don't go unless you have to, mainly for some low-level jobs, such as telephone operators! For example, you work in A, but A and B have an agreement. You sign a contract with B, and B sends you to work in A. You have a contractual relationship with A, and you are an employee of B.
3, the labor contract system refers to the employee and the employer signed a formal labor contract; The labor contract system is a form of employment relative to other forms of employment such as the labor dispatch system. The labor contract system means that we sign a labor contract with the work unit. Belong to the formal staff of the service unit and can work for a long time. There are opportunities for promotion in the unit, and the development space is large and relatively guaranteed. For example, if you work in A, you sign a contract with A directly.
4. The difference between labor dispatch contract and labor contract.
1), the difference in term, the term of labor dispatch contract is fixed for more than two years; The term of a labor contract can be divided into fixed term and non-fixed term, and the length of the fixed term can be freely agreed by the employer and the employee.
2) Differences in the dissolution of labor contracts Regarding the statutory dissolution of labor contracts by employers,
The Labor Contract Law has made corresponding provisions, including the following special provisions on the dissolution of labor contracts in the case of labor dispatch:
(1) Due to the fault, illness, non-work-related injury or incompetence of the employee, the employer may return the employee to the labor dispatch unit, and the labor dispatch unit shall terminate the labor contract with the employee according to law;
(2) The employing unit shall not terminate the labor contract according to Article 40, Item 3 of the Labor Contract Law, "The objective conditions on which the labor contract was concluded have changed greatly, so that the labor contract cannot be performed, and the employing unit and the employee cannot reach an agreement on changing the contents of the labor contract through consultation" and Article 4 1 on economic layoffs. Although labor dispatch is still in the primary stage of development, it has shown an important role in promoting employment in China. In the future, as an important form of employment, labor dispatch will continue to play its special role. Understanding relevant laws and regulations is the basis for dispatching employees to protect their rights.
5. The labor dispatch contract can be drawn up by the labor dispatch company itself.