Employment compliance is the "bottom line" of the steady operation of enterprises. The employment risks of most enterprises do not break out suddenly, but are caused by long-term accumulation and lack of timely investigation. In practice, a large number of labor dispute cases show that the core reason for enterprise defeat is not intentional violations, but at the critical turning point of business development, the failure to systematically sort out employment risks in a timely manner, resulting in small loopholes turning into major disputes - at best, paying economic compensation, fa

Personnel work is the first gateway to enterprise employment compliance, which is directly related to the standardization of employment management. However, in practice, many enterprises have fallen into the misunderstanding of "empiricism", especially in small, medium and micro enterprises, where personnel are mostly responsible for veteran employees or experienced personnel.

According to the current law, social security payment must be carried out by entities with legal qualifications. If the entrusted institution does not hold the "Human Resources Service License" or "Labor Dispatch Business License", the social security payment behavior of its agency may be deemed invalid.

At a time when the labor legal system is becoming more and more perfect and workers' awareness of rights protection is constantly improving, employment management has entered the refined stage of "compliance first". Many business operators are confused: obviously attaching importance to employment management, but still frequently falling into labor arbitration and administrative penalties - an unrenewed contract and a non-compliant transfer may become a "small straw" that crushes the enterprise .

Recently, the author has received inquiries from many friends about what to do as a worker if the employer forces employees to resign in disguise by suspending social security, suspending work and production, and reducing wages in order not to pay compensation. How to protect your rights? Is it arbitration or litigation?

In practice, we have encountered many enterprises in their rules and regulations that stipulate that when employees violate certain internal systems or disciplinary rules, the enterprise has the right to directly fine them and deduct the amount of the fine from their wages.

After the Spring Festival, it has reached the peak period of enterprise recruitment and worker career choice, and Lu Heng hopes to use this article to remind employers how to choose their favorite business partners in recruitment in compliance and legally.

The development of modern enterprises cannot be separated from the investment and efforts of employees. Therefore, in order to retain talents and motivate employees, modern enterprises usually adopt equity incentives to increase employee motivation and seek common development between the company and employees.