July 13, 2021
The concepts of labor relations and 僱傭relations are often confused by everyone. Although there are some understandable things between labor relations and 僱傭relations, there are some essential differences between labor relations and 僱傭relations. When handling labor disputes, it is also very important to distinguish between labor relations and 僱傭relations. Then we briefly introduce the difference between 僱傭relationship and 僱傭relationship.
What is the difference between an 僱傭relationship and a labor production relationship?
(1) The scope of the relationship subject is different.
The subject of labor relations is specific, that is, one party can only be an individual worker, and the other party must be an employing unit, including medium-sized enterprises, individual economic organizations, private non-enterprise units, state agencies, public institutions, social organizations, etc. As the main body of labor relations, there are strict restrictions on workers. Workers must reach the legal working age and have the ability to work. Civil servants, public institutions, and social organizations have a status equivalent to the civil service system. Rural workers and active duty Soldiers cannot be the subject of labor relations; laborers under the age of 16, women over 55, and men over 60 do not constitute labor relations. The scope of the subjects of the 僱傭relationship is relatively wide, and all citizens, equal subjects, citizens and legal persons can form an 僱傭relationship.
(2) The relationship status between subjects is different.
The existence of the employer-employer and the labor development in the labor social relationship can not only have an equality, but also the students have a subordinate relationship, that is, the relationship between management and being managed. Workers are members of the employing department and must strictly abide by the rules and regulations of the employing unit, and engage in education under the leadership and management of the employing unit. In the employment-employee relationship, although to a certain extent, we must continue to accept the supervision, management and control of employers by Chinese workers, but the various laws and regulations of employers are usually not binding on workers, and workers do not need to. Complying with the employer’s attendance information management, reward and punishment mechanism management, promotion resource management, salary promotion management, etc., workers are relatively independent in actual teaching work, and there is no subordination relationship between the two.
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