Ji'Nan, Shandong: Employment Gap Is Bigger.

Ji'nan recently released the "two quarter of 2015 public human resources market occupation supply and demand situation" data show that, the employment demand is greater than the three job occupation is interior, department managers and housekeeping attendants, labor demand is less than three jobs for health care massage therapists, planting production workers and health scrapers.

The pformation and upgrading of enterprises, the loosening of labor dispatching system, the lack of practical employment concepts for young people and the traditional concept of employment of most of the people have adverse effects on stable employment and high-quality employment.

In addition to the weak employment base brought about by the pressure of economic downfall, the direct difficulties and pressures faced by employment are also reflected in the following aspects: difficulty in recruiting workers, shortage of skilled workers, mismatch between supply and demand of graduates, and explicit dominance of hidden enterprises in enterprises.

According to statistics, in the two quarter of this year, Ji'nan's enterprises provided 145 thousand jobs, accounting for 74.1% of the total demand, which was 17.7% lower than that in the first quarter.

In the two quarter, the number of enterprises was empty.

The ratio of "no demand" was 0.89%, which decreased significantly compared with 2.67% in the first quarter. The ratio of "no requirement" to the technical grade was 78.02%, which increased significantly compared with the 68.06% in the first quarter.

In job seekers, "new growth"

"16.37% of the total, 8.3 percentage points higher than the first quarter, and the main pressure comes from fresh college graduates.

Jinan City

Office officials said that the main feature of Ji'nan's current employment is the co-existence of total and structural contradictions. Structural contradictions have gradually become the dominant factor. The factors affecting the quality of employment are more complex, and the problem of restricting employment is still outstanding.

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The workers submitted a resignation report one month ahead of schedule. When they left the company a month later, the company refused to give him his last month's salary, and the social security had been suspended for a month.

The company said employees were not employees from the day they submitted their resignation reports.

Is that so? Recently, Mr. Qin reflected his experience to this newspaper.

Mr. Qin told reporters that he worked in the company for more than 2 years, and signed a one-year labor contract with the company every year.

When he was hired by a company in July this year, he submitted a resignation report to the Department Manager in accordance with the regulations.

The manager talked to him and hoped that he could continue to work for the company, but when he saw his words, he agreed to his request and handed over his resignation report to the personnel department.

The personnel manager also talked to him and asked him to work hard in the last month, hand over the task to his colleagues and bring him a new band.

In the next month, Mr. Qin worked hard to bring the novice to his colleagues.

More than ten days ago, he finished the last bit of his work and went to the personnel department to get the work order after he had gone through the formalities.

The exit formalities were very successful. He also left the company smoothly to work in the new unit.

Who knows, on the payday, he did not get a cent in his salary card. What's wrong with it? He called the personnel manager of the former company, and the personnel manager said that he handed in his resignation report in July, and the company had already approved it, so he was no longer a company employee at that time, so he had no wages from that day.

The company no longer pays social security premiums.

Is it necessary for a month's work to be dried up? Is there any law in this respect? Mr. Qin wants to understand this.

As long as Mr. Qin is still serving the company, he has not officially left the company. He is still a company employee. The company still has to pay his wages to pay the social security fee.

On the other hand, if the company does not want to pay Mr. Qin's last month's salary, he should approve the resignation when he resigned in July. Of course, Mr. Qin has no obligation to work for the company again.

Now it is illegal for a company to both work and pay.

Shanghai Zhao Hua labor security consulting company Dong Zhaohua believes that the law on the resignation of employees is clearly stipulated. The practice of such units is a deduction and must be corrected.

First of all, resignation is the right of workers. The labor contract law stipulates that a worker can notify the employer in writing thirty days in advance and may terminate the labor contract.

The employer can notify the employing unit three days in advance of the probation period, and may terminate the labor contract.

Secondly, the unit agrees that the workers should resign without compensation.

The laborer shall terminate the labor contract in accordance with the thirty-eighth provision of this law; (two) the employing unit shall, in accordance with the thirty-sixth provision of this law, propose to the laborer to terminate the labor contract by consensus with the laborers; (three) the employer shall terminate the labor contract in accordance with the provisions of the fortieth provision of this law; (four) the employer shall terminate the labor contract in accordance with the first paragraph of article forty-first of this law; (five) in addition to the employer's condition of maintaining or improving the conditions stipulated in the labor contract for renewal of the labor contract, and the worker disagrees with the renewal, the termination of the fixed term labor contract according to the first clause of forty-fourth of this Law shall be terminated; (six) the termination of the labor contract according to the provisions of forty-fourth and forty-fourth of this law; (six) other circumstances prescribed by laws and administrative regulations. The labor contract law clearly states that one of the following circumstances shall be paid to the laborer by the employing unit: (1)

Finally, there is labor relationship in the last month of the work of the employees. When he continues to work, how can he not pay wages and pay social security? Although the labor contract law clarifies the date of the establishment of the labor relations, there are many situations when the end date is determined.