Notice of the Jinan Municipal People's Government on the issuance of six talent market management regulations including the "Jinan City Interim Provisions on Part-time Management of Professional and T

Notice of the Jinan Municipal People's Government on the issuance of six talent market management regulations including the "Jinan City Interim Provisions on Part-time Management of Professional and Technical Personnel"

Chapter 1 General Provisions Article 1 In order to properly resolve disputes and disputes arising from the flow of talents, safeguard the employer's autonomy in employing and the legitimate rights and interests of professional and technical personnel in choosing careers, and promote the reasonable flow of talents, according to the State Council's "On Promoting Science and Technology "Notice on the Reasonable Movement of Personnel", these regulations are specially formulated based on the actual situation of our city. Article 2 Disputes arising from talent mobility shall be arbitrated by the talent mobility arbitration institution if mediation fails. Article 3 These Measures shall apply to disputes and disputes between individuals and units or between units due to the flow of professional and technical personnel in state agencies, enterprises, and institutions. Chapter 2 Conditions and Scope of Part-time Jobs Article 4 Establish a talent mobility dispute arbitration committee at the city and county (district) levels. It is necessary to establish an industry system for talent mobility dispute arbitration institutions and set up a talent mobility dispute arbitration panel. Municipal, county (district) talent mobility dispute arbitration committees are established with the approval of the people's governments at the same level. The arbitration group for talent mobility disputes in the industry system shall be approved by the Municipal Personnel Bureau authorized by the government.

The offices of the municipal and county (district) arbitration committees are located in the municipal and county (district) talent exchange service centers. Article 5 The arbitration committee (group) is composed of the following personnel:

(1) Representatives of the personnel administrative agency at the same level; (2) Representatives of the talent exchange service center at the same level;

(3) Representatives of the superior competent authorities of both parties to the dispute;

The number of representatives of the superior competent authorities of both parties to the dispute is equal.

The number of representatives participating in the arbitration must be an odd number.

The chairman and deputy directors (chairman and deputy team leader) of the arbitration committee (group) are respectively the persons in charge of the personnel administration agency and the talent exchange service center. Article 6: The arbitration committee (group) accepts talent mobility disputes and implements a one-time ruling system.

Talent mobility disputes within each county (district) and each system shall be arbitrated by the arbitration committee (group) of each county (district) and each system. Disputes across counties (districts) and across systems shall be arbitrated by the municipal arbitration committee. Arbitration by the Arbitration Commission. Article 7 In the following situations, if no agreement is reached after consultation, the parties to the dispute may apply for arbitration:

(1) For professional and technical personnel who are subject to the employment system or employment contract system, any personnel matters that occur with the employing unit during the employment period disputes;

(2) Personnel disputes arising from the flow of professional and technical personnel;

(3) Personnel disputes arising from professional and technical personnel working part-time, resigning, or staying without pay Disputes;

(4) Personnel disputes arising from cross-unit, cross-system, cross-regional contracting, leasing, and establishment of enterprises by professional and technical personnel;

(5) Retirement and retirement Personnel disputes arising from the continuing role of professional and technical personnel. Article 8 Any individual or unit requesting arbitration shall submit a written application and relevant materials to the arbitration institution. Application materials should be truthful and truthful, and fraud and false accusations are strictly prohibited. Article 9: After receiving a written application from the individual or the unit, the arbitration institution shall conduct mediation first. If the mediation fails, it shall make a timely award. The time for mediation and arbitration shall generally not exceed sixty days. Chapter 3 Remuneration Article 10 Any award made by the arbitration committee (panel) shall be notified in writing to the relevant parties. After receiving the notice, the relevant parties shall implement the award notice. If one or both parties are dissatisfied with the ruling, they may bring a lawsuit to the local people's court within 15 days of receiving the notification of the ruling. Article 11 Anyone who applies for arbitration shall pay arbitration fees in accordance with regulations. After the award is made, the arbitration fees shall be borne by the party bearing the responsibility. Article 12 The parties to the dispute shall not interfere with mediation or arbitration activities, disrupt the work order, or refuse or hinder the staff of the arbitration agency from performing their official duties. Violators will be dealt with in accordance with the relevant provisions of the "Public Security Administration Punishment Regulations of the People's Republic of China". Chapter 4 Organization and Management Article 13 The Municipal Personnel Bureau is responsible for the interpretation of these regulations. Article 14: These regulations shall come into effect on the date of promulgation. Article 15 Retired professional and technical personnel who apply to serve in the original unit or to serve in other units inside or outside the city must sign a "Contract for Employment of Retired Personnel" with the employing unit. The employment contract must clearly stipulate the work tasks, remuneration and mutual benefits of the applicant. rights, obligations and liability for breach of contract, etc. The employment contract shall be made in triplicate, one copy for each party, and one copy shall be submitted by the retired professional and technical personnel to the system or district (county) talent center for record according to their original unit affiliation. Article 16 Retired professional and technical personnel who apply for employment shall pay a management fee of 3% of their monthly income to the district (county) or system talent center. The specific collection and delivery methods will be formulated separately by the Municipal Personnel Bureau. Article 17 The Municipal Personnel Bureau is responsible for the interpretation of these regulations. Article 18 These regulations shall come into effect on the date of promulgation.

　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　? ?(Promulgated by the Jinan Municipal People's Government on April 15, 1988) Chapter 5 Rewards and Punishments Article 19 in this Municipality The recruitment of contract cadres in the five districts and three counties generally does not transfer the household and grain relationships. The employing unit shall go to the local grain bureau to apply for job difference subsidies on a monthly basis based on the municipal personnel bureau’s certificate of employment of contract cadres; for contract cadres recruited from other places, With the certificate of employment of contract cadres by the Municipal Personnel Bureau, the household registration transfer procedures are completed, and with the non-agricultural household registration of Jinan City and the certificate of employment of contract cadres by the Municipal Personnel Bureau, the job difference subsidy is applied.

Article 20 Contract cadres, like on-the-job cadres of the employing unit, may be promoted, promoted, participate in professional title evaluations, assume leadership positions, and enjoy the same professional titles, job salaries and political treatment as in-service cadres of the employing unit.