The Status Analysis And Optimization Suggestions Of The Labor Dispatch In C Company

C company is an enterprise which manage the highway service area was established in 2009.Most of its staff from the institutions.With the development of highway industry,the number of service area that C company manage is also increasing.Employees can not Satisfy the current management,so C company have recruited some personnel.However,these employees are not signed labor contracts with C.They are anchored in the labor dispatch company and work in C company as labor dispatch employees.These employees are suffering the discrimination in pay,performance,career development and other aspect in company.In this paper,C company is the object of study.The paper main use literature and empirical analysis.A questionnaire survey was carried out on the labor dispatch employees by the structured questionnaire.It aim to understand the differences in pay,promotion and other phenomena between the contract employees and the regular workers and the labor dispatch staff.Attempt to reveal the main problems of the company at present,and put forward the corresponding effective suggestions.This paper first analyzes the history and current situation of the legal development in some typical countries,then describe the status of labor dispatch in our country.The paper discuss the key provisions of the new labor contract law of our country,and discuss the legal risks that the newly revised "labor contract law" brings to the company.Through the analysis of the company regular workers,contract employees and labor dispatch employees in wages,social insurance,welfare and other aspects of the same work with different pay,pointing out that this is not conducive to internal harmony and stability,but also does not meet the long-term development needs of the company.According to the above problems,suggestions are put forward based on the legal level,system level and concept level.To achieve the goal of harmonious,stable,healthy and sustainable development of the company,we need to adjust the company's concept.And we can achieve it by strengthening the risk prevention and control within the legal framework,improving the salary management system,establishing the promotion mechanism of employee identity transformation,giving play to the role of trade union support in various form.