Kubonakala elula ngoko ke, ukuza kuthi ga ngoku, akunjalo
I-myriad ka-reforms ukuze kuqaliswe ngowe, sele fundamentally eguquliweyo i-hlengiso kwaye isicwangciso-China ke kwinto yonke kuqoqoshoOku kunjalo, ingaba naziphina iziqinisekiso eziqukiweyo drastic utshintsho Isitshayina basebenza umthetho. Uthotho consecutive reforms kuba kukhokelele i-liberalization kuqoqosho kwaye ukwanda uhlalutyo kunye trans-national urhwebo notyalo-mali. Omnye abaninzi bmp ezi utshintsho wenziwe a shift kude imisebenzi nokhuseleko eyaziwa njenge -"yesinyithi rice bowl"ukuba guaranteed imisebenzi kwi-imo-owned yamafama. Nangona kunjalo, i-China sele"boomeranged"ngokomthetho yengqesho yokhuseleko kwaye umyalelo wokhuselo kwi-yokugqibela-decade. Oku kubuyela a ngakumbi balanced loluntu umgaqo-nkqubo yengqesho malunga nokhuseleko itshintshe indlela yabasebenzi termination kwaye severance ahlawule imisebenzi kwi-China. Kweli nqaku, siza kukunika amavandlakanya i-complex isemthethweni ubuhle belizwe ka-imimiselo malunga termination kwaye severance uhlawule.
China ngoku ithathwe njengoko i-mid-inqanaba protectionist karhulumente ngokomthetho yabasebenzi termination.
I-Isitshayina Basebenza Umthetho akakwazi kwenza nayiphi na obligation kwi yinxalenye umqeshi ukuba urhulumente izizathu ukuba dismissal ukuba yabasebenzi. Nangona kunjalo, phambi dismissing a lwabasebenzi basefama, umqeshi unelungelo ukuba kwazisa basebenza union ye izizathu neemeko ejikeleze termination kuya kubonisa yayo ultimate lawfulness kwaye inkqubo kulandela. Nangona kunjalo, izinto get enobunzima xa ngumsebenzi umqeshi abo unqwenela ukuba aphelise le imisebenzi isivumelwano unilaterally. I isixa zethu nqaku liza zichaza intricacies le uhlobo unilateral termination. Ngokunxulumene China ke Imisebenzi Isivumelwano Umthetho (ECL), i-umqeshi unakho ukudibanisa probationary ixesha kwi-izivumelwano zengqesho. Xa cyobulingwa xesha sele ndagqiba, terminating ngumqeshwa kwi-China phantse rhoqo ifuna elungileyo sizathu ngokunjalo severance uhlawule.
Ukuba termination ngu unilateral kwaye initiated yi-msebenzi kwaye ngabo? zabo cyobulingwa xesha, baya kuphela kuba ukunika zabo leta resignation kunye iintsuku ezintathu isaziso.
I-ECL uchaza a ngokwesiqu-layoff njengoko collective termination of amabini okanye ngaphezulu abasebenzi okanye ishumi ye-umqeshi ke iyonke abasebenzi.
Kuba ngokwesiqu-layoff ukuba kwenzeka lawfully, kuya kufuneka ukuba abe revised kwaye vetted nge kuyo basebenza uvimba s kwi i-esemthethweni basebenza bureau. Inspectors idla cinga ezininzi imibandela ukuba approve collective terminations. Ezi imibandela ziquka inkampani iyonela kububanzi bephepha iingxaki zabo ishishini imodeli (ngenxa red) ukuba baya kuba ezenziwe sesi sibini kuba bankruptcy kwaye ngoku undergoing a kungokuzithandela okanye imposed restructuring okanye imfuneko yokuba structural tshintsha yenkampani ishishini imodeli okanye imisebenzi. Ke, kubalulekile ukuqinisekisa ukuba umzekelo-icatshulwe ukuba ngokwesiqu-layoff samkelwe, umqeshi? sele ukuhlawula severance ukuba bonke abasebenzi ababe kugqityiwe. Umthetho kanjalo ukuba amise ukuba umqeshi iqala a hiring inkqubo phambi ezintandathu kuba sele idlule ukususela layoff, onjalo abasebenzi kufuneka kunikwa ukubaluleka ukuba abe rehired. Omtsha Interim Imigaqo bayimisa ukuba yiya kwinkunkuma yabasebenzi babe aphelise le basebenza isivumelwano ngokunika isaziso esibhaliweyo ukuba asebenze dispatch-arhente kunye amathathu isaziso. Ngexesha cyobulingwa xesha, eso saziso babe kunikwa iintsuku ezintathu kuzo ukuqhubela phambili, ngolohlobo ngqo izivumelwano zengqesho. Kwi umqeshi icala, imimiselo stipulate ukuba umamkeli iqumrhu babe babuyele i yiya kwinkunkuma abasebenzi emva dispatch-arhente ngenxa: Ukuba yiya kwinkunkuma yabasebenzi ngu wabuyela ngenxa yezi zizathu, i-arhente linoxanduva redistributing yabasebenzi.
I-sebenza dispatch-arhente unakho kuphela aphelise yabasebenzi ke isivumelwano ukuba yabasebenzi uyala omtsha dispatch umnikelo no okanye ngakumbi iimeko.
Kule meko yabasebenzi ingaba isicelo a zokuhlaziya
Ngenxa yokuba baye nokucinga i-umhla, ulungise-ixesha izivumelwano kuba ngaphezulu relaxed imigaqo.
Ezenzeka senzo kukuba hayi uhlaziye umoya wathi isivumelwano ukuba umqeshi ayikho ndonwabe kunye yabasebenzi ukuziphatha kwe kwaye yokusebenza.
Xa umqeshi opts kuba esi sicwangciso-buchule, abe sele ukuhlawula severance ukuba yabasebenzi.
Le migaqo ukutshintsha xa kuthe yesibini ulungise-ixesha isivumelwano ukuba siphelelwe lixesha. Isitshayina umthetho amise nezizathu ezisemthethweni termination ngethuba i-imisebenzi isivumelwano ukuba usebenza. Yabasebenzi nokutya yakhe wakhe onzima isivumelwano sirhoxisiwe ukuba bathe bafunyanwa ukuba incur kuwo nawuphi na kwezi meko: Kukho ethile kwiimeko apho abaqeshwa kufuneka ziqhubele phambili ukhuseleko emisebenzi wanika ukhuseleko ngumthetho. Lumka ukufunda ezi ezikhuselweyo abasebenzi kwaye kwiimeko ukusukela terminating i-imisebenzi isivumelwano ihlala isebenza xa baye kusebenza kuthethwa slam-dunk asebenze kangangoko ukuyisombulula imbambano ngokuchasene nawe ukuba ngaba kukho umqeshi: ngenjongo ukubala severance ahlawule, i-imisebenzi ixesha ranging ukususela kwiinyanga ezintandathu ukuya unyaka omnye uya counted njengoko unyaka omnye. Ukuba yabasebenzi sele isebenza kuba ngaphantsi kweenyanga ezintandathu, kuye yakhe anelungelo isiqingatha inyanga ke uhlawule. Ukuba ngenyanga aqhuba a lwabasebenzi basefama exceeds phinda-phinda kathathu i-avareji ngenyanga umvuzo labasebenzi kwi umasipala apho umqeshi ukhoyo, severance ahlawule kukuba kuhlawulwa kuye yakhe ngomhla bezinga phinda-phinda kathathu yobulali avareji ngenyanga umvuzo kwaye azinako kuba ngaphezu elinesibini leminyaka umsebenzi. Kuba naliphi na ixesha emva kokuba omnye januwari - umhla enactment ye-Imisebenzi Isivumelwano Umthetho - apho yabasebenzi u-avareji ngenyanga umvuzo ngaphezu phinda-phinda kathathu i-avareji ngenyanga umvuzo kwi-indawo yengqesho, yokugqibela iza kusetyenziselwa ukubala severance uhlawule. Kubalulekile ukudibanisa ukuba severance ahlawule unako kanjalo kuba negotiated phakathi umqeshi kwaye yabasebenzi, kwaye sibonwa yintoni ngokuba"negotiable"ekunene. Ezi zinto zilandelayo tshati sishwankathela indawo ekuyo into ka severance ukuhlawulwa ngokubhekiselele ukuba umhlaba kwi company.
Eli nqaku yi ukupapashwa Entsha Horizons Yehlabathi Partners.
Injongo yeli nqaku ukuba bazise zethu abathengi bale a ukutshintsha isemthethweni ubuhle belizwe. Akuvumelekanga intended, okanye kufuneka oko kusetyenziswa, njengokuba substitute kuba ethile, isemthethweni ingcebiso okanye elinolwazi isemthethweni ingcebiso.
Antoine abaziwayo Entsha Horizons Yehlabathi Partners kwi.
Unabo a proven ingoma mbali kuba ekuncedeni ngamazwe amashishini yandisa ukuba China kwaye onboard wobulali talents overseas.
Antoine ke passion kuba yehlabathi kubasebenzi ezisebenzayo sele ekhokelwa kuye ukuba nyusa izinga le-uhlumo phezu anamashumi langaphandle iinkampani kwi-mbali ixesha. Lowo ngu-a widely experienced isifrentshi elinolwazi specialized kwi-uhlenga-hlengiso ngamazwe imisebenzi ngaphandle investing heavily ngexesha okanye zophuhliso. Antoine wachitha phantse kwi-decade China ekuboneleleni HR izisombululo kwaye usenza yehlabathi expansion izicwangciso, ngempumelelo lokukhula yokwazisa kuba PEO kwaye Inkampani Incorporation izisombululo kwi-e-Asia. Entsha Horizons Yehlabathi Partners Ltd HeadquarterAnyuan Ezindleleni Hayi. omnye Jing'an Wesithili, i-shanghai PR China.
