勞務派遣是勞務派遣機構與被派遣勞動者簽訂勞動合同，將勞動者派遣到其他用人單位，用人單位向派遣機構支付服務費的一種用工方式。企業在使用勞務派遣時會遇到哪些問題？

Labor dispatch is a method of employment in which the labor dispatching agency signs a labor contract with the dispatched workers, sends the workers to other employers, and the employers pay service fees to the dispatching agency. What problems will enterprises encounter when using labor dispatch?

企業在使用勞務派遣時會遇到的大問題，可能是能否選擇合適的勞務派遣公司。近年來，勞務派遣公司數量和行業隊伍不斷壯大。也有區別。

The major problem that enterprises will encounter when using labor dispatching may be whether they can choose a suitable labor dispatching company. In recent years, the number of labor dispatching companies and industry teams have been growing. There are also differences.

尤其是那些剛剛嘗試使用勞務派遣的公司，一不小心可能會選擇正規的勞務派遣公司。一旦他們選擇與這種類型的公司合作，公司可能會面臨勞動力供應緩慢的問題。員工實力差等問題，因為這類勞務派遣公司可能沒有合適的勞動力儲備，不能滿足企業急需的勞動力供應。

Especially those companies that just try to use labor dispatching may choose a regular labor dispatching company if they are not careful. Once they choose to cooperate with this type of company, the company may face the problem of slow labor supply. Poor staff strength and other problems, because such labor dispatching companies may not have appropriate labor reserves and can not meet the labor supply urgently needed by the enterprise.

同時，企業生產經營也可能出現延誤。因此，企業在選擇與勞務派遣公司合作時，尤其是初次使用勞務派遣的企業，在選擇勞務派遣公司時，首先要通過各種渠道，打通整個勞務派遣行業。理解。

At the same time, the production and operation of the enterprise may also be delayed. Therefore, when enterprises choose to cooperate with labor dispatching companies, especially those who use labor dispatching for the first time, they should first open up the whole labor dispatching industry through various channels. understand.

此外，勞務派遣工的優勢也被越來越多的企業所了解。對此，部分企業可能會陷入一種誤區，即勞務派遣工越多越好，但相關法律限制企業使用勞務派遣工。勞務派遣的比例有一定的限制?，F階段，勞務派遣只能作為企業傳統用工形式的補充，不是企業的主流用工形式。企業采用勞務派遣形式時，仍需遵守國家有關法律法規，也不要單槍匹馬，違反相應的勞動法制度。

In addition, the advantages of dispatched workers are also known by more and more enterprises. In this regard, some enterprises may fall into a misunderstanding, that is, the more dispatched workers, the better. However, relevant laws restrict enterprises from using dispatched workers. There are certain restrictions on the proportion of labor dispatch. At this stage, labor dispatch can only be used as a supplement to the traditional form of employment, not the mainstream form of employment. When an enterprise adopts the form of labor dispatch, it still needs to comply with the relevant national laws and regulations, and do not violate the corresponding labor law system alone.

另外，濟南勞務派遣公司建議企業需要多了解相關勞務派遣的常識，如：

In addition, Jinan labor dispatching company suggests that enterprises should know more about relevant labor dispatching, such as:

勞務派遣應簽訂勞動合同

Labor contract shall be signed for labor dispatch

勞務派遣看似是“勞務”，但在法律上不是勞動關系，但勞動者與勞務派遣單位之間的勞動關系仍是勞動關系，雙方應簽訂書面勞動合同。

Labor dispatching seems to be "labor service", but it is not a labor relationship in law, but the labor relationship between the laborer and the labor dispatching unit is still a labor relationship. Both parties shall sign a written labor contract.

《勞動合同法》第五十八條規定，“勞務派遣單位應當與被派遣勞動者簽訂兩年以上固定期限的勞動合同，按月支付勞動報酬。”用人單位未與勞動者簽訂勞動合同根據《勞動合同法》第八十二條規定，“用人單位自勞動者之日起超過一個月未滿一年未與勞動者訂立書面勞動合同的用工之日起，按月支付勞動者兩倍的工資。”

Article 58 of the labor contract law stipulates that "the labor dispatching unit shall sign a labor contract with the dispatched workers for a fixed period of more than two years and pay labor remuneration on a monthly basis." The employer has not signed a labor contract with the employee. According to Article 82 of the labor contract law, "the employer shall pay twice the salary of the employee on a monthly basis from the date of employment when the employer has not signed a written labor contract with the employee for more than one month but less than one year from the date of employment."

勞務派遣試用期

Probation period of labor dispatch

根據《勞務派遣暫行條例》第六條的規定，勞務派遣單位可以與被派遣勞動者依法約定試用期。勞務派遣單位與同一被派遣工人只能約定試用期。

According to Article 6 of the Provisional Regulations on labor dispatching, the labor dispatching unit may agree on the probation period with the dispatched workers according to law. The labor dispatching unit and the same dispatched worker can only agree on the probation period.

關于試用期問題，《勞動合同法》第十九條規定，勞動合同期限在三個月以上不滿一年的，試用期不超過一個月；勞動合同期限在一年以上三年以下的，試用期不超過兩個月；三年以上的固定期限和無固定期限勞動合同，試用期不超過六個月。完成一定工作任務或者勞動合同期限不足三個月的，勞動合同不約定試用期。勞務派遣單位應當與被派遣勞動者依法簽訂2年以上的固定期限書面勞動合同。

As for the probation period, Article 19 of the labor contract law stipulates that if the term of a labor contract is more than three months but less than one year, the probation period shall not exceed one month; If the term of the labor contract is more than one year but less than three years, the probation period shall not exceed two months; For fixed-term and non fixed-term labor contracts of more than three years, the probation period shall not exceed six months. If a certain work task is completed or the term of the labor contract is less than three months, the labor contract does not stipulate a probation period. The labor dispatching unit shall sign a written labor contract with the dispatched workers for a fixed term of more than 2 years according to law.

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