In the graduation season, the students brighten their eyes and be alert to these job hunting employment scams

In the graduation job seasons, the students who had just stepped out of the ivory tower hoped to "turn around" to become the workplace, but the various "traps" in the job search process were indispensable. Recruitment, interviews, employment, trial period, and signing of labor contracts ... Which links may be pits and how should they deal with?

Recruitment:

Be wary of "high salary" and "pay" trap

With the development of the information society, especially the changes brought about by the epidemic period, online recruitment has become mainstream and is also favored by job seekers. However, while enjoying the convenience and speed of online recruitment, there are also recruitment scammers using information Asymmetric, workers are eager to get high salary psychology, deceive free labor, and cheat money.

Trap 1: "Swipe orders" part -time job

A small number of criminals published part -time recruitment advertisements such as "making money by moving fingers", "high returns", "fast returns", and other gimmicks. After the job seekers are hooked, they will be deceived by "admission assessment" and "performance assessment". Then perform fraud. For example, a lady adds a scammer of a fake community staff on a social platform as a friend. Soon, he was pulled into the group chat and asked to like the short video, and downloaded a certain app to start the order according to the other party's request. Later, she found out that she could not withdraw it, and she realized that she was deceived and lost nearly 200,000 yuan.

Job seekers remember that "brushing order" and "credit" itself is a business violation and has been banned. It is not a legitimate part -time job.

Trap 2: "High Salary" recruitment

Some intermediaries posted "high salary" recruitment information on the Internet, which attracted attention. Many recruitment information writes smallpox, salary levels and welfare benefits are higher than their peers, but work requirements are simpler than their peers, making people feel excited.

In fact, the more high salary positions, the more job requirements, the request is directly proportional to the salary. During the application process, job seekers should pay attention to whether the recruitment location and the environment are fixed or formal; carefully sign the employment contract to examine the real situation of the recruitment unit as much as possible, and do not be lucky because they are eager to find a job.

Trap 3: Payment fee

Some criminals will open the company for self -packaging, such as the laborer agency company to cheat the work of the work. These companies issue qualifications such as business licenses through the Internet. After the interviews of job seekers, they can collect money, medical examination fees, training fees, etc. After receiving money, or promise to pay the deposit, they can go to work. After the job seeker pays the fee, he either makes excuses not to arrange his job, or he is going to go to the building, and there is no news.

It is illegal to collect deposit, deposit, and registration fees to job seekers in any name. In the case of this situation, job seekers must resolutely refuse to pay, let alone send ID cards, temporary residence permits and other documents to recruits.

Trap 4: Interview location

The interview location of the regular company is the internal conference room or office of the company. If the other party knows you through the Internet, let you go to the cafe, bar and other leisure venues, or the place provided by the other party is very remote, and you must be vigilant to prevent being prevented to be prevented. Scams were even threatened. No matter where you go, you must tell your relatives and friends to make a timely contact with your friends and friends.

For job seekers, we must also be alert to low -thresholds and high -paying positions. We must understand the company's situation as much as possible, such as using authoritative platforms such as the National Enterprise Credit Information Publicity System to verify the company's credit information and field inspections of the company.

Labor Contract:

You have to keep your eyes on signing and not signing

The labor contract is the most important amulet for workers to protect their rights and interests, and it is also the "labor ID card" of workers. However, in real life, regardless of the signing or not signing labor contracts, some employers will play various mentalities and tricks.

Mind 1: Do not sign a contract

Because of various reasons, the situation of not signing a labor contract in reality occurs from time to time. It is unknown. If you do not sign a written labor contract, you have risks to workers and employers.

For the company, in accordance with Article 10 of the Labor Contract Law, the establishment of labor relations shall be established, and a written labor contract shall be concluded. Those who have established a labor relationship but have not entered into a written labor contract at the same time, shall establish a written labor contract within one month from the date of employment. Those who have not entered into a written labor contract with workers for less than one year from the date of self -employment of employers for their own work, shall pay twice the monthly salary to the workers.

For workers, in accordance with Article 5 of the Implementation Regulations of the Labor Contract Law, if a worker does not conclude a written labor contract with the employer, the employer shall notify the workers in writing to terminate the labor relationship. Moreover, if the workers do not sign a labor contract, once a dispute occurs in the future, the workers will be empty and can be checked. Therefore, it is recommended that workers actively sign a written labor contract with the employer.

Mind 2: blank contract

The labor contracts provided by some employers, including specific terms (such as contract period, job post, labor remuneration, working hours system, etc.), and require workers to sign directly. If the workers signed on the blank contract, the wages, working hours, and work positions of the workers may be filled in at will. In order to protect your rights and interests, when signing a labor contract, you must carefully check whether the content of the contract text has blank information and stay away from the blank contract.

According to Article 17 of the Labor Contract Law, the labor contract shall have nine clauses such as contract period, work content, and labor remuneration.

Mind 3: The terms are unknown

When signing a labor contract, the workers should pay attention to whether to write the working hours and place of work in the contract. They cannot sign the labor contract that is not confusing or listed in the work location to prevent the unit from arbitrarily adjusting the work area and even forced to force it to force it The workers actively resigned and evaded the obligation to pay for economic compensation. Similarly, the contract should be clearly stated in the contract to prevent the unit arbitrarily adjust the job. Labor remuneration is an indispensable part of the contract. Remember to avoid verbal agreement, such as the amount of salary, the standard for bonus issuance, etc., must be reflected in the contract. At the same time, the payment method and payment time of labor remuneration must be clarified. If the employer and the worker agreed that the labor remuneration is unclear, the labor compensation of the newly recruited workers shall be implemented in accordance with the standards stipulated by the collective contract; if there is no collective contract or the collective contract is not stipulated, equal pay for equal work.

Mind four: detain contract

In order to avoid responsibilities, some employers do not take the initiative to submit the workers to workers after signing the labor contract, or only submit a copy of the labor contract to the workers, not the original. Once a labor dispute occurs, there is no original labor contract in the hands of the workers, and it may bring rights protection problems when the equity is infringed.

The labor contract shall be negotiated by the employer and the workers, and the employer and the workers will sign or stamp the labor contract text to take effect. The labor contract text is one of the employers and workers. Therefore, after signing a labor contract, the workers should ask the employer to ask for the original labor contract and preserve them properly.

Probation:

Prevent the abuse of "free labor" tricks

After recruitment and interviews, employees have signed labor contracts, entering employers, they will also encounter a series of fraud industries. Among them, the trial period is for pseudo, so that the trial period of the workers will become a "white period" or "cheap period". Enterprise's usual tricks.

Trick: Try first and then sign the contract

Many employers use the psychology of job seekers' job search, and propose the practice of trying for a period of time, signing the labor contract, or signing the "probation period" first, after the probation period expires and the assessment requirement will be signed and then signed the labor contract.

But these practices are illegal, and the probation period should be included within the time limit of the labor contract. If the labor contract is only agreed, the probation period is not established. The same employer and the same worker can only agree on the probation period, that is, the probation period is unique. Therefore, whether the trial period is separated from the term of the labor contract, or only the trial period and the term of the labor contract are not agreed, it is a violation of the law.

For workers, if the employer only agreed with the trial contract or signing the labor contract before the trial period, these two practices are wrong, and workers can report and complain to the labor administrative department.

Trick Two: Extend the probation period at will

Under normal circumstances, the salary of the probation period is lower than the official employee. In order to reduce operating costs, some companies often end at the end of the first probation period. The trial period or extension of the original probation period, and finally finding a reason for insufficient ability to dismiss, such behavior seriously violates the legitimate rights and interests of the workers.

According to Article 19, paragraph 1 of the Labor Contract Law, if the term of the labor contract is less than one year or more, the probation period does not exceed one month; if the labor contract period is more than one year or less than 3 years, the probation period shall not exceed 2 A month; labor contracts with a fixed period and non -fixed period of 3 years, and the probation period must not exceed 6 months. If the worker encounters any employer that extends the probation period, he can report or complain to the relevant departments.

Trick three: lower the trial period salary

In order to attract job seekers, some companies will label high salary, such as 8,000 yuan/month. However, the job seeker will be told during the interview that in order to examine the ability of job seekers, the probation period can only be paid 3,000 yuan/month. If you can pass the probation period smoothly, you can enjoy the treatment after the transfer. As a result, the workers will find that they can't pass the trial period anyway. The employer uses this method to repeat recruiting people, using high salary as a bait, and actually low salary employment work.

Article 20 of the Labor Contract Law stipulates that the salary period shall not be lower than the 80%of the salary of the post -righteous wages agreed in the labor contract, and shall not be lower than the minimum wage standard where the employer is located. Therefore, in the above situation, workers can refuse on the spot, or they can work before they get the labor contract with a clearly marked "high salary".

Trick 4: Farewell or not to resign at will

Some companies often use the pretext of "trial failure" to dismiss employees at will, and do not issue labor remuneration. The trial period has become a magic weapon for employed units to use "cheap labor". The Labor Contract Law stipulates that during the probation period, the employer shall not terminate the labor contract at will; if the employer will terminate the labor contract during the probation period, it shall explain the reasons to the workers.

Some companies stipulate that the leaving during the probation period must be notified one month in advance, or employees will not leave the employee on the grounds that the labor contract does not expire. However, according to the Labor Contract Law, employees only need to inform the enterprise 3 days in advance during the probation period. At the same time, the enterprise is obliged to provide employees with a certificate of resignation or lift the labor contract agreement to assist employees in handling social security and provident fund transfer.

Social insurance:

Through the "escape payment" various tricks

Employers and workers must participate in social insurance according to law. Paying social insurance for workers is the legal obligation of employers and is mandatory. In order to avoid obligations, a few employers are also full of tricks and traps for new workers. Flower 1: No payment

Some employees do not pay social security for new employees on the grounds of the probation period. In fact, in accordance with the "Social Insurance Law" and "Regulations on the Management of Housing Provident Fund", enterprises must pay employees with "five insurances and one fund", namely pension insurance, medical insurance, unemployment insurance, work injury insurance, maternity insurance and provident fund. When signing a labor contract, labor remuneration and social insurance are necessary clauses for labor contracts.

According to Article 19, paragraph 4, paragraph 4 of the Labor Contract Law, the probation period shall be included in the labor contract period. In other words, employers must also pay social security for employees during the trial period.

Flower Two: Agree to give up

While signing a labor contract with employees, some employers ask employees to issue a written commitment, promising to voluntarily abandon the company to pay social insurance for them. The company uses social insurance funds as part of the salary and pays directly to employees. This obviously violates the law.

According to the law, employers and workers must participate in social insurance in accordance with the law and pay the social insurance funds in accordance with the law and pay the social insurance funds. The obligations of the employer are not changed or abandoned by the employer and workers through agreed.

Flower trick three: lower the base number

Since participating in social insurance is a statutory obligation and cannot escape, some employers do "change" on the basis of paying the base, and pay social security with basic wages or minimum wages. The "Social Insurance Law" stipulates that the base of the employer pays social insurance premiums is the total salary of employees in the unit. The base of employees' payment is their own salary. In actual operation, my salary generally refers to my average monthly salary last year. However, when the average monthly salary is lower than the average monthly salary of 60%, the monthly average salary of the local employee is paid.

Flower Four: Replacement with cash

Some units do not pay social security for employees, but they will issue a social security subsidy for employees to allow employees to pay themselves.

According to Article 12 of the "Interim Regulations on Social Insurance Payment": "The payment unit and the individual of payment shall pay the social insurance premiums in full in the form of currency. Deduction and payment. "Therefore, the use of people and workers shall not agree on social insurance premiums in private, that is, the employer will pay cash, and the employees shall handle social security payment by themselves.

Flowing Five: No files cannot be paid

After the new employee joined the employee, the employer said that there was no files that could not pay social security because there were no files. Article 58 and 60 of the Social Insurance Law stipulates that employers shall apply for social insurance registration to the social insurance agency within 30 days from the date of employment. Those who fail to apply for social insurance shall approve the social insurance premiums that they should pay shall be approved by the Social Insurance Office. In other words, the employer shall declare on their own and pay social insurance premiums in full and time on time, and shall not be paid or reduced due to legal reasons such as force majeure. It can be seen that employees have not transferred files and cannot be the reason why employers do not pay social insurance.

Six: Six: If you do n’t sign the contract, you will not pay if you do n’t sign a contract

Some employers refuse to pay social security for workers without signing a labor contract. In this case, employees can provide vouchers to prove the employment relationship with the unit. When the employer fails to pay the social premiums in full on schedule, the workers can defend their rights through the following ways: (1) complaining to the social security agency department and request the employer to pay; (2) Employers are required to pay economic compensation and pay social security; (3) If the employer does not handle social security for workers and misses the payment period, which causes the workers to not enjoy social security benefits, they may claim to compensate for losses by the employer.

(Source: Zhonggong.com, Porcelain Evening News)

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