What is labor dispatch? What are the disadvantages? How about the labor dispatch of ABC?

First, equal pay for equal work makes workers vulnerable to exploitation. Generally speaking, the wage level of dispatched employees is about 20% to 30% lower than that of regular employees in the employing units. This is mainly because the employer has to pay a certain management fee every month in addition to the prescribed salary (such as basic salary, allowance, overtime pay, etc.). ), social security accumulation fund and rewards and welfare benefits for labor dispatch agencies. In order to reduce the cost and not increase the burden, the employer achieves the goal by reducing the salary level. Second, the safety and health of dispatched employees are not guaranteed. Because of sending employment, workers do not directly provide labor for employers, but provide services for employers' customers, and a "third party" has emerged, forming a triangular relationship. This will lead to the disadvantage that the safety of workers is easily overlooked. Moreover, due to the high mobility of labor dispatch employees, some occupational diseases caused by toxic, harmful and radioactive work are not easy to be discovered in a short period of time (such as half a year or a year), leaving security risks for the health of dispatched employees, and they can't find a home when they are sick. Third, the career of dispatched employees has not developed. Because the dispatched employees are not regular employees of the employer, even if they have strong working ability and good performance, there is no promotion opportunity, which seriously discourages the enthusiasm of employees. Four, some benefits of the employer are not enjoyed by the dispatched employees. Such as maternity leave, special leave and supplementary insurance. Because the dispatched employees are not regular employees of the employer, the employer is unwilling to apply for additional supplementary insurance for them, and the labor dispatch agency has no money to send employees to participate in supplementary insurance. Fifth, dispatching employees has no sense of organizational belonging, which is not conducive to the stability of the workforce. Because the dispatched employees are "second-class citizens" in the employer, they are discriminated against everywhere, which easily leads to employees' inferiority complex and frequent turnover (for example, the turnover rate of dispatched employees in a foreign-funded enterprise in Suzhou exceeds 60%), which has a certain impact on the normal production of the employer. 6. Some employers take advantage of loopholes in national laws, regulations and policies to use a large number of interns, which not only absorbs a large number of cheap labor (depresses the remuneration of interns, but also makes overtime pay pitiful), but also achieves the purpose of avoiding paying social insurance. Seven, some labor dispatch agencies in pursuit of high profits, by hook or by crook, take advantage of the unfamiliar situation of employees, conclude the so-called accommodation agreement that is unfavorable to the dispatched employees, and collect the deposit. The basic living and accommodation conditions of dispatched employees are not guaranteed. Eight, the management organization of labor dispatch is both an athlete and a referee. Failure to be open, fair and just is not conducive to the healthy development of the labor market.