Strictly protect their own interests. Important Important

1. graduated, turn up your files?

recent years, college graduates no longer cared for their own files, is not an isolated phenomenon. It is understood that the institutions, departments at all levels of graduate employment and talent exchange centers around the personnel department, by college graduates, have abandoned many of the files. More than careers of graduates of the file will be returned to the school of origin.
graduated from Zhengzhou University, Du Yufeng two years after graduation was removed two or three units, not the file seriously. Who knows this year's professional title, he did not think the file in the unit. He is also due to incomplete procedures, professional title was delayed for a year.
talent exchange centers provincial head of the Department of Personnel Agency, told reporters file to record a person's experience, qualifications, titles and so on, that the administrative relationship of a person. Positive rating after employment, position reporting, endowment insurance, and issued overseas, PubMed and other relevant certificates to be used in the file.
He said that some work in the private college graduates, job for after the expiration of the school report card is not, nor transfer the file, the file is played back to the origin, so that lost eligibility report, employment procedures require the re-registration, only in accordance with the recruitment procedures, the identity of contract workers, and their struggle for a dozen years as the official cadres gone.
graduates and employers contract, you should ask clearly the nature of the employer, if the state organs, state institutions, state enterprises, or the head unit itself is the right of personnel management, can receive the file. Other types of non-public enterprises and institutions, various private institutions generally is no right of personnel management, through personnel exchange center to receive the students, the students file into the talent exchange centers to.
accordance with the regulations, the school student records should be transferred to a records management control over the units and state-owned enterprises, the competent authorities at all levels of graduate employment, and government personnel departments above the county level talent exchange centers affiliated.
owned government personnel departments above the county level talent exchange centers can be managed for the graduates to receive the file, and based on the file to provide positive rating for graduates, job classification, to go abroad meet the political, PubMed prove a series of content services.

unit files that do have employment

graduates will Graduates need to migrate accounts, but also hold employment report cards, graduation certificates and other materials to the country of origin certificates for account migration. For the personnel agency, unified by their transfer to the school talent exchange centers, the inventory, verify, meet the conditions for filing procedures. Need to apply for accounts, holding archive procedures, graduate certificate, account transfer card, ID card and ID card photos at work or home procedures for personnel exchange center. Candidates without a collective unit of account, can be directly moved to the province or city and county personnel exchange center collective account.
how to do

careers careers during the period, the graduates of the file can be stored in schools. But if the career maturity, to advance for personnel agency procedures.
to the transmitting to the talent exchange center for archiving procedures; hold employment report card, account transfer card, ID card and other materials for archiving and home procedures.
careers of graduates over how to handle files over career

unit of work yet to be graduates of the college, holding a valid state policies and regulations related instruments (documents) to the talents of residence before admission transfer letter issued by commercial exchange center, with the transfer letter from the original records management business units will be transferred to the personnel files of service center personnel; personnel files kept in the hands of individuals or units without the right to save the file management, and by the employment report card first local government personnel departments respective human service agencies make up the relevant procedures, improve the archival material (without permission or without file management opened the unit opened, and should be returned by the university to re-examine, sealed), and then, and then the transfer of files to the talent exchange centers. At this point, students are no longer eligible for registration with the employment needs of employment need to re-apply for recruitment, employment and other employment procedures for dry, or the employment in accordance with national Bubaofenpei way, a letter of recommendation for graduate employment.
this part of the account if the school graduates have already moved to the school, now only moved back to graduate school residence before, in other places can not handle the home.
Finally, remind college graduates, in July 2007 to file before the implementation of provincial personnel agency personnel exchange center, university graduates (in terms of report card date), student need to apply positive rating after the expiry of procedures. Then, can hold the file cards to the provincial talent exchange centers to receive Among them, the need to employ professional and technical positions for initial qualification, could hold the file cards to get the early appointment of the center table, the relevant procedures.

2. fresh graduates to teach you the recipe for an interview trick



Stop in your resume will be listening to lectures, take a written examination and interview, and so offer Ed Hardy Shorts pour hommes. as has been in business since graduation working in human resources and organize and participate in campus recruiting activities for several years Zhejiang University, I would like to talk about personal experience with the campus the topic of recruitment.

did not think of this article quickly became the most hits, most of the post feedback. Praised all the students read: It was a good article, learn later, benefited.
answer to clarify ideas interview
that year I was looking for work, received HR After the telephone interview, immediately rushed to the school library reading room, spent a night in the enterprise to quickly browse all the books again. In proclaiming the Council, but also carefully listened to related presentations, and recruitment brochures remember a lot of information on almost the same. Interview, when the interviewer asked me why I think the business work, I combined with business history, cultural characteristics, development opportunities and individual career planning talks, won the recognition of the interviewer.

to get into the business after work one day and then eat my leadership interview, I learned that day I talk about some of the information is not even particularly clear before him, left a deep impression, but also did not start re-examination, he basically hired me to finally settle down. The problem is when many of the same, are mandatory questions. For example: self-introduction, the biggest advantages / disadvantages, the most successful / failed to do, career planning, and why to join our company and so on. for common problems, many articles or pattern book gives some answers or suggestions, you can make some reference, but do not rigidly adhere to this, or it may be counterproductive.
answer will not be too dry, to flesh and blood, reasonable, some analysts have concluded. General , the description of one thing you should understand its causes and consequences, said succinctly, at least shows a complete STAR, that is, in what circumstances (Situation), what to do / accomplish what the task (Task), you are taken to Action (Action), the final result (Result).

stories do not try to answer

The key issue is to remember that honesty, not trying to stories.

If the interviewer asks you a question first, you start a story. an experienced interviewer can usually be seen through , he will be asking one question after another comic details. really experience very few want to do a project or as evidence, then at least before the interview must first make a full preparation, will be ready to sort out completely fabricated story, and I guarantee that will not self-slapping. In short, be honest give you extra points, deception end of trouble.

feel better why not hire many students


interview feel good, but not being hired, will be issued a challenge.

fact, there are two possibilities:
First, you did a good interview performance, but may be ranked in n +1, limited to the recruitment quota of n, merit and can only say sorry. If you receive a rejection letter business, said: , temporarily unable to hire. We will save your material in the company pool, suitable vacancies will give priority to contact you, thank you to participate in our campus recruitment, I hope you continue to support and focus our development! agree with your performance. In fact, the interview with the hiring or not feeling good or bad, and not necessarily linked. . Later, after the company learned that I chat with the leader, I did the general performance of second interview, but first test a few bright spots when coupled with the excellent performance of his decision to hire me. Therefore, I want to tell you, this is not necessary to be too concerned about the performance of the interview, you should not bother to speculate on the interviewer's question whether what you want to test, one could not guess, the second is not necessary. But I find the person candidate list incomplete, and there are several and not consistent when answering the interview, there are some minor errors. The complexity of the job work, requiring very patient, careful and conscientious, so I recommend not hiring, and ultimately be eliminated. Students do not care about, making for some jokes, such as a suit buttons, trademarks, labels and so on. We know a lot of attention to suit, and therefore pay more attention, it is recommended students look to find some information to understand the details, so a fool not know how the case.
In addition, the interview must show good mental state. I found a job interview on campus some students sat listless, his head down, keep little tricks, speak loud enough , seems very confident. You said, and replaced with the interviewer will feel about you? recommend students before the interview to ensure adequate sleep, do not stay up all night, the interview should sit up straight, head high, mental focus, sound clear, full of confidence.
3. on the new contract law

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2007 end of readjustment, the new law has aroused unprecedented attention. The implementation of the new law, is a long labor enormous injustice of social inequality in a strong correction. In the short term, Even some companies do not feel so painful; but in the long run, This vigorous, Mart, LG, etc. have heard the news of layoffs, which were laid off are mostly temporary and long years of service such groups.
492,000 related content. In addition to the introduction of new laws and a variety of interpretation of the content, but also Internet users have suffered along with the employer dismissed the tragic end of unfair treatment and the various complaints. If the new law compared to a balance, when the formal implementation of the new law, Anxiety is not just some of the bosses, but also an urgent need to enhance understanding of the new law, to defend their own rights and interests of migrant workers.
years ago, the new law is being laid off most want to protect that class of people. In the >
a labor market of the survey around: 60% of the employers and employees to sign a labor contract is short-term contracts, mostly in the 1 year term of the contract within the obvious tendency of short-term labor contracts.
have Experts believe a major highlight of the new law is hard to resolve the issue short-term labor contracts. This is reflected in: emphasizing the importance of a written employment contract, provided the employer from the date of employment more than 1 month but less than 1 year and the employee has not entered into written employment contract, it shall pay to the employee twice the wages per month. also provides more than 1 year not to sign a written contract, signed on as a labor contract without a fixed term; provisions entered into two consecutive renewal of fixed term employment contract contract or contracts shall be entered into a labor contract without a fixed period; provided the employer to terminate the contract shall be in accordance with the general standards of 1 month each year to pay economic compensation, financial compensation not exceeding 12 months; requirements in some special cases (under the unit for 10 years and renew the labor contract), the employer and the employee shall enter into a labor contract without a fixed term.
cutting edge 2: No contract will be costly

enter into a written employment contract does not expressly written into the consequences of legislation, reflects the legislators to implement a eighty-second paragraph one, the employer from the date of employment more than 1 month and less than 1 year did not conclude a written employment contract shall be 2 times the monthly payment to the employee's wages. third paragraph of Article XIV provides that the employer since the date of employment at least for 1 year and conclude a written employment contract, as the employer and the employee has entered into a labor contract without a fixed term.
more specific and detailed to be the consequences of illegal clear, greatly enhanced the rights of workers suability relief, but also because
In many cases, the probation period the employer has been too long unpaid labor of workers occupied their criticism, workers and employers to sign labor contracts which the most controversial. and this phenomenon will be in the more than two months; 3 years fixed term and no fixed term labor contract, the probation period shall not exceed six months. In addition, the same worker with the same employer can only stipulate one probation period.
leader in the probationary period Less than wages or salary in proportion to the unfair treatment received, the new law the minimum wage proposed probationary period to correct its reference standard: the wages of workers in the probation period shall not be less than the same post of the lowest wage or labor contracts 80% of the wage agreed upon, and shall not be less than the location of the employer's minimum wage. Therefore, the trial period, the To compensate

usual law, only employers or offered to lift the unilateral lifting of the labor contract does not expire, no-fault workers will receive compensation; expiration of the contract terminated if it is in general cases, workers will not receive any compensation. and in the new law, this is the implementation of the provisions of 12 years will be undermined. units have to pay financial compensation to lift its standard long-term labor contract with the same standards, which in the fourth fourteen and forty-six is embodied.
this provision of the new law is international practice, is the fulfillment of good faith Labor Contract employees an incentive, but also reflects the life of the employees to be safeguarded after leaving a humanistic concern. As for the compensation was too high, some experts believe that this depends on the internal system and the management level it is also simultaneously improved. as long as the law-abiding businesses, the cost should not be greatly increased.
cutting edge 5: Difficult to avoid responsibility for dispatching

dispatch is sent by the sending agencies and labor labor contracts, dispatched workers from the company to send payments to labor, the labor contract relationship exists between the sending agencies and dispatch workers, but the fact of payment of labor occurred in the dispatch of workers and enterprises to send. in essence, to dispatch a Job and employing the labor of separating business model: one employed workers but the workers do not use the other party does not recruit workers but the actual use of workers, both through the that irreparable dispatch innate defects, workers stability and job security is difficult jobs are protected, the rights of workers are also vulnerable to abuse echarpe burberry.
dispatch services since the last century in China after 90 years increasingly popular. According to incomplete statistics, China's current labor dispatch company has more than twenty thousand. some employers are keen to use the labor dispatch workers, largely hoping to avoid responsibility.
for the new law will increase business costs, affecting employment stability and quality of employment anxiety of many entrepreneurs, some experts believe that: balanced thinking victory. For businesses, to create harmony within the enterprise, with the development of competitive labor relations, is to consolidate and protect their fundamental interests.

new labor law will be January 1, 2008 shall come into force, it can be said is our gospel. At present, many employers still continue to use the old terms of employment of labor law, many students of the new labor law is not clear. In order to avoid unnecessary labor disputes, safeguard their legitimate rights and interests, we should seriously study the new labor law, labor contracts carefully. (Please note the new provisions the trial period) 【like to share, so that more students are aware】
employment concept of the new labor law was enacted to be a change



, employment can no longer sign a written labor contract
There are still a false perception that labor contracts that locked itself, there is no contract, no labor relationship with the staff, you can circumvent the law and the free disposal of dismissal of employees hired, but also can not pay, pay less tax and social insurance, even if the employee to sue, will let the matter rest for lack of evidence. In actual fact, the Ministry of Labour and Social Security published in 2005, dedicated and the worker sign a labor contract, labor relations found that the two sides can refer evidence to include (1) wage payment certificates or records (employee payroll Huaming Ce), pay various social insurance record; (2) the employer to paid workers ; (5) the testimony of other workers and so on. where (1), (3), (4) of the relevant evidence in the employer the burden of proof. and this The also need to pay economic compensation. Thus, China's labor laws and regulations and policies to prevent the workers for failing to clear the labor contract in the event of a labor dispute helpless situation, the enterprise is more narrow space to avoid responsibility. more important is that the date more than 1 month but less than 1 year and not conclude a written employment contract shall be 2 times the monthly payment to the employee's wages.
2, the employer self-employment for 1 year from the date of a written labor contract with workers, and as the employer and the employee has entered into a labor contract without a fixed term. Once entered into a labor contract without a fixed term, there is no law to terminate the labor contract situation, the employer can not dismiss workers, or else to pay 2 times the illegal dismissal of the economic compensation.
Thus, after the implementation of the new law the employer does not sign written labor contracts, will face the wind large legal risks. Therefore, the employer must change the previous concept, firmly establish Second, a one-year labor contract signed
can no longer practice in the past, employers often prefer a one-year employment signed labor contracts. The main reason is that the previous Labor law termination of the contract expiration, the enterprise does not need to pay economic compensation, therefore, a one-year labor contract signed, you can avoid the dissolution of the labor contract the risk of economic compensation. However, this practice will no longer be so that the new law.
First, the The first provision for the termination of fixed term labor contract, the employer shall pay economic compensation. This means that the labor contract expires, the employer and the employee does not renew the labor contract or labor contract, and renew the labor contract provides better conditions than the original result in lower labor contract workers do not want to renew the labor contract, the employer need to pay the economic compensation. This provision is due to terminate labor contracts with the labor contract is terminated the payment of the difference on the economic compensation tends to fade. Therefore, a one-year labor contract signed is not obvious advantages.
Secondly, the contract, if the employee proposes no fixed term labor contract signed, the employer must agree. This means that if companies choose to sign a one-year labor contract, then two years later, there are only two choices, either choose not to renew the contract , after the payment of economic compensation polo homme burberry, and workers split; either choose to renew the labor contract; choose parted ways, may cause the loss of their own staff training, equal to the others to do the wedding dress; options to renew, no sign may face the risk of a fixed term labor contract .
Thus, choose a one-year labor contract signed, the enterprise is very bad. the new law, enterprises should pay attention to the labor contract with a reasonable period.
Third, the penalty can not be arbitrarily set
Can employee labor contracts set of liquidated damages clause is a more controversial topic. provisions of this problem is not very clear. around the provisions of local legislation which is very different, and some may agree to liquidated damages, liquidated some restrictions. Law , its professional and technical training, it may enter into an agreement with the employee, contract of service. employee violates the service agreement, shall be in accordance with the contract to the employer to pay liquidated damages. liquidated damages shall not exceed the amount of training provided by the employer costs. the employer requires the employee to pay the liquidated damages shall not exceed the service had not fulfilled their part of the training costs to be assessed.
Second, in the competition restriction provisions in the contract penalty. the employer and the employee may conservative in the labor contract that the employer's trade secrets and confidential matters related to intellectual property. on the duty of confidentiality of workers, the employer can be in the labor contract or confidentiality agreement with the employee in terms of non-competition agreement, and agreement In the dissolution or termination of the labor contract, the monthly non-competition period to provide laborers with economic compensations. employee breaches the competition restriction provisions, he shall pay as agreed liquidated damages to the employer. Jingyexianzhi staff limited to the Employer's senior management, senior technical staff and other personnel confidentiality obligation. The scope, territory and term of contract by the employer and the employee, non-competition agreement must not violate laws and regulations. in the discharge or termination of labor contract, these provisions of the personnel to operate with the unit production or similar products, engage in business competing with other employers, or their own business operations or management of similar products, in the same type of business, shall not exceed years.
Thus, after the implementation of the new law, in addition to the above two cases, the employer may not agree with the employee by the employee to bear the penalty, or damages for breach of contract compensation, liability for breach of contract on behalf of gold and other liability for breach by the employee to bear.

IV trial period is no longer a cheap trial of

employer and the worker could have been in the labor contract agreed upon in negotiations on the other side of the study period. However, the abuse of the trial period the employer quite serious. within; probation period shall not exceed six months. At the same time, the practice of some employers for abuse of trial issues, such as the trial period is too long, too much down the wages of workers during the probation period, termination of employment in the free trial period contracts, months or more less than one year, the probation period shall not exceed one month; labor contract more than one year less than three years, the probation period shall not exceed two months; three years fixed term and no fixed term labor contract, the probation period may not exceed six months. to complete the task as the term of the contract or labor contract less than three months probation period may be stipulated.
2, the same employer and one employee only to stipulate one probation period. renew the labor contract, whether or not to change jobs are not allowed to stipulate a probation period.
3 chaussures gucci, the trial period should be included within the term of the labor contract. separate trial the contract does not hold, the probationary period the contract is the labor contract, the employer as to abandon the trial period.
4, a new wage standard probationary period. the new law: the wages of workers in probation not be less than the unit with the lowest wage jobs or the labor contract for 80% of wages, and the location of the employer shall not be less than the minimum wage.
5, trial law to pay compensation. the new law: the employer and the employee violates this Law probation period, the labor administrative department shall order rectification; illegally stipulated probation has been fulfilled by the employer to workers monthly wage as the standard trial period, according to the trial has been performed beyond the statutory During the period of payment of compensation to the employee. that the trial of the addition of extended trial period to pay wages, but also turned positive after an additional payment of wages as compensation.
Therefore, the new law after the implementation of probationary period of no longer cheap, the employer's conduct during the probation period will be more constrained.

; five dismissed employees are no longer easy

, the employer to bear the burden of proof, that employee during the probation period does not meet the employment conditions or serious violation or serious dereliction of duty, malpractice cause significant damage to the unit or the labor contract is invalid or employees working part-time to complete a serious impact on the unit or investigated for criminal responsibility; notice to notify the dissolution of the labor contract, the need to comply with the statutory conditions basket paul smith, compliance with statutory procedures; economic layoffs also follow the conditions laid off and to fulfill the statutory procedures.
law provides the employer can dismiss the case workers, but also provides the employer shall not terminate the labor contract, the six cases. 第四十一条 provisions of labor contracts: (1) is engaged in occupational disease hazards to workers not undergo examination before the occupational health, or suspected occupational disease diagnosis or medical observation; (2) in the occupational disease or work related injury and was confirmed to have totally or partially lost the ability to work; (3) non-work related injury or illness, the prescribed period of medical treatment; (4) Women employees during pregnancy, birth, breast-feeding; ( 5) In this unit for over fifteen years, and less than five years away from his legal retirement age; (6) legal and administrative regulations of the other cases.
In addition, there are trade unions , the employer unilaterally terminate the labor contract, a prior notice of the reasons unions. the employing unit violates laws, administrative regulations or the labor contract, the union has the right to require the employer to correct. The employer shall views of trade unions, and the results written notice to the union.
Finally, the law provides employers the legal consequences of the illegal dismissal of employees Polo ralph lauren pas cher. continue to fulfill the labor contract, the employer shall continue to perform; workers are not required to continue to fulfill the labor contract or labor contract can no longer continue to perform, the employer pursuant to this Law stipulates that the eighty-seventh to pay compensation. 87 provides that the employer violates this law is dissolved or terminated contract shall be in accordance with the provisions in Article seventeen times the economic standard of compensation paid to workers compensation.
; In summary, the new law, the employer dismissed workers more stringent conditions, more complex procedures, illegal dismissal should be double the cost. Therefore, dismissal of employees is no longer a VI is no longer the safe haven of dispatching labor dispatch sub

produced in China, with its flexible mechanisms, labor efficient, easy to spread the legal risks, etc. access to business favor the labor market has become an important part of a 1, the law defined the employer shall fulfill its obligations. the job requirements and labor remuneration; pay overtime, performance bonuses and provide job-related benefits; of the dispatched workers to the training necessary for work; continuous placement, implement a normal wage adjustment mechanism; should be in accordance placement agreement with the dispatched workers, dispatched workers shall not be re-deployed to other employers.
2, set to send labor units and services assume responsibility. To prevent the employer shall avoid the labor and social security law regulations, to promote employment units only in truly meet the social division of labor when required by the form of labor dispatching, and dispatch and standard units, to urge the dispatch entity to perform its obligations, legitimate rights and interests are infringed upon, employers and staffing firms liable for compensation. This joint and several liability provisions, will allow businesses to use the legal risks of dispatching labor significantly increased, labor dispatching the role of legal risk decentralized way gone .

seven, rules and regulations can no longer unilaterally decide

managers in the enterprise of view, the enterprise business rules and regulations should be discretionary, unilateral decisions are matters of business. In actual fact, this concept has been in conflict with the law. modify or decide on the labor remuneration, working hours, rest and vacation, labor safety and hygiene, insurance, benefits, employee training, work discipline or work quota management, etc. directly related to the interests of workers, rules and regulations or material matter, shall be subject to the employee representatives or all employees discussion, put forward a proposal and comments, with the trade union or employee representative equal consultation. Here, After the implementation of the new law, companies develop rules and regulations of the act will be a democratic vote and the parties conduct collective bargaining.

eight, payment of labor compensation is no longer desirable < br> ; labor remuneration below the local minimum wage standards, it shall pay the shortfall; fails to pay, and ordered the amount payable by the employer more than 50% below the standard of 100% additional compensation to the employee: (1) fails to comply with labor contract or fails to comply with the provisions of this Act to pay laborers wages; (2) lower than when the minimum wage to pay wages to laborers; (3) arranges overtime work without paying overtime pay; (4) dissolution, termination of labor contracts , not in accordance with the provisions of this Law to pay economic compensation. The introduction of this provision would greatly increase the cost of the employer payment of wages. because the former Ministry of Labor, or paying wages to laborers without reason, except in full within the stipulated time to pay laborers wages, the need for extra wages equivalent to 25% of the economic compensation. This legislation has increased the employment contract without cause of wage arrears act of punishment, to pay 25% of the original plus the standard increased to 50% - 100%.
addition, the green channel, and its article 30, paragraph 2: the employer or not full payment of arrears of remuneration, the employee may apply for payment to the local people's court order, people's court shall issue a payment order.
; Therefore, the new law provides not only enterprise in arrears to pay remuneration twice to add the following compensation, workers also pay talks opened a green channel. to a substantial increase in the cost of wages, wages will be worth the candle.

nine, recruitment can no longer charge a deposit, seizing documents

in practice, some business to prevent theft, anti-run, anti-foul, and so on the grounds signed labor contracts with workers, the charge This practice is against the law, once the workers complained to the labor sector, business is not worth the candle. to charge property, may not retain the employee's resident ID card or other documents. but the new law also provides penalties for illegal employers, and its Article 84, paragraph 1: the employer violates this law, detention of workers identity card and other documents, shall be ordered by the labor administrative department returned to the Employee, and shall be punished according to relevant laws. Article 84, paragraph 2: the employer violates this law by the name of security or other property charged to the employee, shall be ordered by the labor administrative department returned to the Employee, and more than 500 yuan per person standard 2,000 yuan fine; damage to the employee shall be liable for damages. Therefore, the new law, the company collected when the recruitment

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