How To Deal With Workers Who Do Not Work For A Long Time?

Our company recently acquired a small food and beverage company.

The small business is not large and the system is not complete. When we sort out the staff relationship, we find that a woman worker has been away from work, but the basic salary and social security have been enjoying it.

Since the labor contract of the female worker expired in May this year, the working life of the enterprise has been 12 years.

We hope that the employee can return to work. She seems reluctant and threatens to make trouble.

However, it is not consistent with our management idea that we still enjoy the basic salary of social security and nearly 1000 yuan without going to work.

How do we deal with such unreasonable employees?

For your problems, combined with HR practice, talk about operation suggestions for reference.

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Expiration expires.

However, this possibility is not large, because the labor contract law stipulates that when a worker has worked for ten consecutive years in an employing unit and the worker proposes to conclude an unfixed term labor contract, the employing unit shall sign it.

Since this worker's labor relationship has been hanging here for a long time, there is no intention of pferring. Generally, he will not give up the protective clause of the law.

But you can try to terminate the negotiation, because workers may not work for a long time, and there may not be any suitable jobs. After the expiration of the contract, the unit terminates the contract, but the compensation is made according to the cancellation. If the economy is properly compromised, the matter can be settled earlier.

If the worker does not want to be close to retirement age, he can also try to "retire", that is, continue to maintain the labor relations to retire, so that a smooth pition can be achieved.

The two is to sign, release or change.

If the above is not consistent with the staff, the unit will renew the contract without prior approval, and if the original position can be arranged, it will continue to arrange for the performance. If the original position can not be arranged or does not exist, the post will be changed, including the change of the salary. If the employee disagrees, he will be relieved according to the "objective situation" change, so long as it is not lower than the lowest in the city.

Compensation can be made.

The three is to quit by absenteeism.

Most of these problems occur in public owned enterprises. There are some historical reasons for their formation, including some employees who "bother", and the unit must be "peaceful" and "long stocked".

After you take over, it is absolutely necessary and correct to sort out the employment situation. But in addition to the three points mentioned above, you should also make three examination: first, check whether the original labor contract has separate clauses; second, check whether the worker and the original unit have signed an agreement beyond the labor contract; third, check whether the rules and regulations of the original unit have specific provisions for such behavior.

After these three checks, you can determine whether the employee's long-term absence from work is legitimate or valid. If there is no basis, which is caused by lax management, you should set up the system in time. After the system comes into effect, it will be issued to each worker to let everyone know compliance.

Finally, if the

If they do not come to negotiate or do not come to work, they will be dismissed if they reach the prescribed number of absenteeism days prescribed by the system, without any compensation.

Staff management is very meticulous, can not be impatient, rough, otherwise lose a lawsuit more passive.

You are so courteous and courteous, and you will be more secure if you take the advantage of the law.

For more information, please pay attention to the world clothing shoes and hats and Internet cafes.