According to the International Labour Organization (ILO), the term “labour shipment” refers to the practice of recruiting staff through an employment agency, unlike the traditional legal working relationship known as “direct employment.” The quintessence is that the detachment of labour in China has changed radically over the past decade, from a free environment for all flexible and deregulated environments to a stricter and more structured activity. In 1998, there were 3026 employment agencies, 6985 employment agencies and 9 billion seconded employment agencies. In the space of 12 years, the number of seconded workers has increased six times and has increased. Especially after the 4th amendment to the law on the determination of work in Japan. In the 1990s, the rapidest form of employment in all atypical employment networks was the most rapidly growing form of employment in all atypical employment networks. In most Member States, the population of seconded workers has increased. The ILO then approved the Convention on Private Employment Agencies (No. 181), which presented two important corrections: first, the revision of the Convention on Employment Agencies (No. 96). The activity of private employment agencies was no longer limited to employment and employment services, but the employer could transfer labour to third parties. Second, members of international society have insisted that they attach great importance to labour market flexibility. As a result of the legislation of ILO Convention 181, it has spurred great progress in developing the working position.
The most appropriate plan changes, in conjunction with customer strategies and objectives.nms, provide an effective manufacturing framework that responds to customer plans and challenges. A smooth migration from a dispatching framework to an employment contract framework is also possible. As a general rule, when a worker suffers work-related harm, the competent authorities must certify that the injury is work-related and assess the severity of the injury. The regulation confirms that when a seconded worker is adversely affected by the work of the actual employer, the staff agency is competent to submit its application to the authorities. The employer must provide the necessary assistance. ManpowerGroup has a comprehensive system for protecting confidential information. We inform seconded staff of the importance of protecting confidential information through guidance during the registration and regular editing of additional documents on this subject. In addition, as contained in our simple fixed-term contract, we promise not to disclose any questions that the seconded worker experienced during his activity at the client`s place of activity. In the unlikely event, we have a liability insurance coverage system in which our company is listed. If the customer terminates the secondment contract before the expiry of the contract for reasons attributable to the customer, the customer and the claimant must take the necessary measures to ensure the job security of the seconded workers affected by the early termination of the transit contract, such as the attempt.
B to provide new employment opportunities for seconded workers. If this is not possible, the customer must compensate the supplier for the loss he suffered by forcing him to be absent from the work worker and to the performance of others following the termination of the shipping contract. The amended Employment Contracts Act also set a number of new requirements for recruitment agencies in the labour shipment sector. From July 2013, any company wishing to provide work-sending services will be required to have the employment contracts of Dispatch employees directly with a staff company and not from the company for which the workers provide services.