论《劳动合同法》修正案颁布后的央企劳务派遣用工——以中国海油规范用工管理为例

Labor dispatching by the state-owned enterprises under the Labor Constract Law(draft)——Taking China National Offshore Oil Corporation as an example

在即将正式施行的《劳动合同法》修正案里,劳务派遣得到更为完善的法律规制。劳动者合法权益、劳务派遣单位资质、劳务派遣范围、劳务派遣薪酬等问题被修正案给予重点关照。用工单位须依据修正案的规定,调整自身的人力资源战略和劳动用工管理制度,以切实承担相应的雇主责任。作为央企代表,中国海洋石油总公司在这方面的做法值得推介。首先,将多种用工形式统一规范为"劳动合同制用工"和"劳务派遣制用工"两种;其次,制定主体工种目录,改身份管理为岗位管理;再次,规范劳务派遣,加强劳动合同管理。上述完善劳动用工管理的做法收到了明显的成果,构建了"统一员工称谓、优化用工形式、简化劳动关系、统一合同形式,规范用工管理"的用工体系框架,基本形成了符合法规要求,体现市场化方向的用工格局。

In the Labor Constract Law （draft）, the labor dispatching is ragu]ated by law. The lawful rights and interests of workers, the unit qualification, the dispatching scope and the workers payment and etc. is payed attention to. As one of the state -owned enterprises, China National Offshore Oil corporation has done something as follows： We divide workers of all kinds into ＂employment constract workers＂ and ＂dispatching workers＂ ,turning identity management into post management. So we are o13- timizing employment forms, simplifying labor relation and regulating labor dispatching.