Every enterprise has its own standards and processes for new employees' entry procedures. The process is not complicated, but there are many risks. Therefore, it has become a compulsory course for HR to handle the entry procedures for new employees.
So what are the common employment risks in the process of entry procedures? Let's follow the headhunters.
1. Lack of health status review
In reality, it is often the employers who find that there are potential diseases or even occupational diseases before the employees are employed.
Harm: workers can not terminate the labor contract without violating the law and discipline. The employer can't dismiss the laborer on the ground of physical condition, but must wait until the expiration of medical treatment. After the expiration of the medical treatment period, those who can not engage in the original work or other work arranged by the employing unit can terminate the contract and pay economic compensation. If it is found that employees are suffering from occupational diseases, the responsibility of the enterprise is even greater.
Correct method: it is very necessary for employees to have a health examination before they are employed. In practice, enterprises can require employees to provide formal physical examination reports or to participate in physical examination in designated hospitals.
2. Labor relations status review is not clear
Harm: the labor contract law clearly stipulates that if an employer recruits workers whose labor relations have not been terminated and causes economic losses to the original employer, the employer shall bear joint and several liability for compensation in accordance with the law.
Correct method: when recruiting employees, employers need to check whether they still have valid labor contracts, whether they belong to the employees who have not reached the legal retirement age, those who are laid-off, and those who have stopped production for business and have long holidays. The usual way is to require the employee to issue the resignation certificate of the previous employer.
3. Lack of review on confidentiality obligation and non competition obligation
Find out whether the job seeker has signed a confidentiality agreement with the original company and a non competition agreement.
Harm: if the employee recruited by the enterprise has the obligation of non competition to the original unit, the original unit may claim that the employee has leaked his business secrets and caused losses to him, it may sue the employee and the new unit to the court together, and the new unit will be involved.
Correct method: the human resource department should inquire the staff, contact the original unit for confirmation if necessary, and make a written confirmation document. Especially the workers who are knowledgeable, technical or engaged in important positions. If an employee has signed a "non competition agreement" with the original company and the company is within the scope of limited competition, the employee shall not be employed.
4. There are loopholes in the qualification examination
Before employment, job seekers should be required to provide academic certificates and various qualification certificates related to the applied position.
Harm: if the employer ignores the above review and makes the workers cheat to get employment, the labor contract will be invalid and the enterprise will pay a large recruitment cost.
Correct method: send relevant qualification certificate to professional organization for verification, or log in relevant website for inquiry, etc.
Although the entry procedures are simple, they are not well done. Minor ones will give new employees the feeling that the company is not standardized, and serious ones will cause legal risks to the company. At the same time, it will bring trouble to HR career. Therefore, a perfect entry process is essential.