An temporary worker receives the same salary as the client company`s staff who do the same work. The client company must provide information on the treatment (this will be mandatory). (Note) In addition, for part-time workers, the employer must indicate in writing whether they are entitled to wage increases, old age benefits and/or bonuses. Any part of an employment contract that does not meet the standards set out in the law is not valid. For example, a contract that “the company may dismiss the worker at any time for any reason,” “the base salary covers all overtime benefits” and “social security costs are fully borne by the worker” (in the case of a company subject to social security) is cancelled, as long as these provisions are affected. It is also illegal to impose a sentence for non-compliance with an employment contract. For example, it is illegal to include a clause such as this: “If a worker retires within two years of entering the company, he must pay the company 500,000 yen.” However, this does not prevent an employer from demanding damages from an employee for the losses actually incurred. The result has been a huge expansion of temporary work in the Japanese labour market. Between 2000 and 2007, the number of permanent workers decreased by about 1.9 million in Japan, while the number of non-regular workers increased by about 4.5 million. By 2008, the number of short-term employees had increased from a small percentage to more than 30% of the Japanese labour force.  Please inform the supplier of the possibility of working overtime or working weekends/holidays if you inform the supplier of your staff request so that they can choose the appropriate staff to send for the job.
The rules for the types of medical services that can be provided under a temporary staff agreement are complex. Please contact us for more information. Effective employers and staff agencies that violate the requirements of the regulations are asked to resolve the issue and may be fined up to RMB10,000 for each seconded staff member. All losses suffered by staff seconded as a result of the injury are the responsibility of the actual employer and the staff agency, who are jointly responsible. Other revisions came into effect in 2015, which were seen as a mixed blessing for temporary workers and are expected to increase the industry`s use of this workforce.  The contractual relationship between a company and the manager, etc., is generally considered to constitute an engagement contract, unlike an employment contract. As a result, the relationship is generally governed by corporate law and not by labour law. If a director, etc., does not have the right to represent a company and is employed in a very similar way to that of an employee, he may also be subject to labour law as an alternating employee/director, etc. Treatment can be determined whether the Agency`s Employment Services Agreement meets the following three requirements: the use of workers from other companies can be carried out in three ways: secondment, contracting and temporary transfer of workers. ManpowerGroup has a comprehensive system for protecting confidential information.
We inform seconded staff of the importance of protecting confidential information through guidance during the registration and regular editing of additional documents on this subject. In addition, as contained in our simple fixed-term contract, we promise not to disclose any questions that the seconded worker experienced during his activity at the client`s place of activity. In the unlikely event, we have a liability insurance coverage system in which our company is listed. Social security rules differ from province to province.