劳务派遣是劳务派遣机构与被派遣劳动者签订劳动合同，将劳动者派遣到其他用人单位，用人单位向派遣机构支付服务费的一种用工方式。企业在使用劳务派遣时会遇到哪些问题？

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?

企业在使用劳务派遣时会遇到的大问题，可能是能否选择合适的劳务派遣公司。近年来，劳务派遣公司数量和行业队伍不断壮大。也有区别。

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.

尤其是那些刚刚尝试使用劳务派遣的公司，一不小心可能会选择正规的劳务派遣公司。一旦他们选择与这种类型的公司合作，公司可能会面临劳动力供应缓慢的问题。员工实力差等问题，因为这类劳务派遣公司可能没有合适的劳动力储备，不能满足企业急需的劳动力供应。

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.

同时，企业生产经营也可能出现延误。因此，企业在选择与劳务派遣公司合作时，尤其是初次使用劳务派遣的企业，在选择劳务派遣公司时，要通过各种渠道，打通整个劳务派遣行业。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，劳务派遣工的优势也被越来越多的企业所了解。对此，部分企业可能会陷入一种误区，即劳务派遣工越多越好，但相关法律限制企业使用劳务派遣工。劳务派遣的比例有一定的限制。现阶段，劳务派遣只能作为企业传统用工形式的补充，不是企业的主流用工形式。企业采用劳务派遣形式时，仍需遵守有关法律法规，也不要单枪匹马，违反相应的劳动法制度。

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，济南劳务派遣公司建议企业需要多了解相关劳务派遣的常识，如：

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

劳务派遣应签订劳动合同

Labor contract shall be signed for labor dispatch

劳务派遣看似是“劳务”，但在法律上不是劳动关系，但劳动者与劳务派遣单位之间的劳动关系仍是劳动关系，双方应签订书面劳动合同。

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.

《劳动合同法》第五十八条规定，“劳务派遣单位应当与被派遣劳动者签订两年以上固定期限的劳动合同，按月支付劳动报酬。”用人单位未与劳动者签订劳动合同根据《劳动合同法》第八十二条规定，“用人单位自劳动者之日起超过一个月未满一年未与劳动者订立书面劳动合同的用工之日起，按月支付劳动者两倍的工资。”

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."

劳务派遣试用期

Probation period of labor dispatch

根据《劳务派遣暂行条例》第六条的规定，劳务派遣单位可以与被派遣劳动者依法约定试用期。劳务派遣单位与同一被派遣工人只能约定试用期。

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.

关于试用期问题，《劳动合同法》第十九条规定，劳动合同期限在三个月以上不满一年的，试用期不超过一个月；劳动合同期限在一年以上三年以下的，试用期不超过两个月；三年以上的固定期限和无固定期限劳动合同，试用期不超过六个月。完成一定工作任务或者劳动合同期限不足三个月的，劳动合同不约定试用期。劳务派遣单位应当与被派遣劳动者依法签订2年以上的固定期限书面劳动合同。

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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