배움과 공유의 시간

5. Precautions for hiring experienced workers

(1) Whether to terminate or terminate labor relations with a former workplace

If an enterprise hires an employee, it shall enter into a labour contract after confirming that it has terminated its labor relations with another company (article 17 of the notice of a slight problem in implementing the labor contract system). The Labor Agreement Act stipulates that the former workplace is liable for compensation in the event of loss to the former workplace by employing workers whose labor relations have not been terminated (Article 91 of the Labor Contract Act).

[Case] Responsibility for compensation for the recruitment of non-existing employees in labor relations
K invested 100,000 yuan to train H, a high-end engineer, overseas, and signed a five-year labor contract with H, who returned home. However, after three years, H retired without permission and moved to M company. M did not properly confirm whether or not to lift labor contracts with his previous job, but gave him a high salary and hired H.
Although K put in another engineer due to H's sudden unauthorized retirement, a lack of technology led to the production of defective products, which resulted in a direct economic loss of 500,000 yuan due to massive returns and inventory accumulation. K filed a lawsuit against H and M to compensate for the economic losses. As a result, it was deemed to be a breach of contract by H and in the case of M, 70 percent (35 million yuan) of the loss was imposed for hiring workers whose labor contract with the former workplace was not canceled.

[working-level measures]

1 When hiring an employee, the employee is required to cancel a labor contract with the former workplace or submit a certificate of termination, and the original copy is kept after verifying the authenticity of the document.
2 If an employee is unable to submit a work contract cancellation certificate, the employee shall be informed of the contact or possible attestation of the former workplace and conduct an investigation. In particular, important technical personnel should contact the former office to make sure that any outstanding matters such as mandatory service period and penalty fees remain.
3 If you find that your labor contract with a former workplace has not been lifted yet, but you need to contact the former job to check the status of the employee and ask the recruiter to submit a written confirmation.
[Confirmation (Sample)] Employees have already cancelled labor contracts with other companies when they sign the labor contract.
Or guarantee that it is terminated. If that problem leads to a legal dispute,
In the event of such a case, the employee himself"

(2) existence of an agreement to limit the occupation

At the time of retirement, especially for technicians, there are some business-restricted agreements with the former company. In the event of a "restricted business" agreement between the original company and its employees that is conditional on the payment of a certain amount of compensation each month, it is prohibited from working for a competitive company within a certain period of time or in a similar industry, and the company is responsible for indemnifying the penalty in the event of violation. Employees who are engaged in a previous job and a business-restricted agreement are hired by a new employee and found to have made profits and been involved using technical data or commercial secrets carried by the employee will be held liable for the rights violation.

[Example] Responsible for compensation for the employment of employees who sign a contract to limit their occupation
Company A hired Wang, a high-end engineer. One day, an official letter came from rival B. Wang and Wang signed a business-restricted agreement on retirement, and since the company that employs Wang was agreed in the agreement to take responsibility for the joint compensation, "You are advised to immediately terminate the labor contract with Wang, the company will apply for labor arbitration with Wang, and you will also be responsible for the joint compensation."
(Explain)
The agreement was signed between Company B and Mr. Wang, and the third party, Company A, is legal.
As it is not binding, Company A does not have to be held liable for the joint compensation. However, Company A has limited business hours.
If an entity employs and employs the arrangement in clear knowledge of the existence of the arrangement, it will be required to provide for the loss incurred by Company B.
be liable for indemnity

[working-level measures]

1 When hiring advanced technical and managerial positions, it is required to check whether or not a previous job and a limited business agreement have been signed. The best way to do this is to ask employees to inform them about their contact information or possible attestation, and to confirm whether they have signed a business restriction agreement.
2 In addition, the company shall receive a pledge that it does not sign an agreement with the original company and that it will be responsible if it is false. However, receiving a written consent does not exempt a new company from liability in the event of a lawsuit.

What is required to exercise the right of place

Points of the sortation term neck designation exercise
Pre-acquisition of nationality foreigners o "foreign employment permit"
Under 16 years of age, o classified as "childhood" and thus legally prohibited from employment
No hard work or dangerous labor as they are classified as "male workers" between 16 and 18 years of age.
(Note) Registration of underage employees in the Ministry of Labor and mandatory annual physical examination
Technical and functional post o "medium-duty driving license" and "welding license" are pre-checked for possession and validity of professional certificates.
Occupational risk ( 포스트) post o pre-check whether there is a disease in which employment is taboo
Pre-acquisition of post o health certificates related to public safety and hygiene
Guitar
사항 5th place & 5th place

Confirmation of academic background (college graduates) o China Higher Education Students Information Site (www.chsi.com.cn) free
(Note) Only after 2001. Previous graduates need to be checked by the school
Check your work experience o If you are retired, contact your former workplace contact.
A survey of the company's work status before retirement, etc
o For advanced management positions, such as manager and manager, refer to credit survey company
Risk avoidance due to health problems o through physical examination of prospective employees, and check the presence of chronic diseases in advance
o Require a pledge from third parties that they have no history of fantasy or occupational disease;
Avoidance of double employment risk o require submission of a certificate or pledge of termination of labor relations with a third party;
Confirmation of the obligation to prohibit employment in the competition field o contact the former employer to confirm the existence of the obligation to prohibit employment in the competition industry
Verifying the possibility of pregnancy o Prior to physical examination for positions that are not suitable for employment of pregnant employees
o Check the possibility of pregnancy after joining the company, considering the age group
Student o Confirmation of student status (requires identification signature on a copy of identification)

6. Background investigation

In the labor scene in China, where labor lawsuits have become routine, the importance of the recruitment investigation is increasing day by day. This is because neglect of job search and identification can cause a lot of damage to the company. In particular, for high-ranking positions (management and technical positions), an investigation into the previous work experience is required, and the relevant certificates, etc., need to be verified. If there are no problems with the investigation results, all certificates collected shall be kept in the personnel file of the employee concerned.
In the case of small- and medium-sized enterprises, the fact that they are in a difficult position these days is one of the reasons why they are neglecting their job search. However, the company's losses are huge because it hires one of its employees wrong. Even if the problem employees are found and exported during the trial period of several months after joining the company, the resulting losses (such as recruitment costs, re-employment expenses, and past payment benefits) will be enormous. Furthermore, if the employee is fired after switching to a full-time position due to failure to pass the test period, the termination cost will be higher.

(1) Conducting background checks and preparing work
1 As a recruitment officer or personnel manager, the person who participated in the interview test of the candidate for employment
2 hours: After the interview, the decision on hiring was made.
3 Type: Telephone Survey is desirable
4 Preparation work before background investigation
　 o Prepare survey item table to inquire when background of written phone
　 o Select the main point when inquiring
o When interviewing candidates, the evaluation results of background survey directly affect employment decision
That's crazy. That't it?

(2) Identifying information collection routes
1 Request to fill in the certificate and supervisor in [Sample 2-3] (two previous workplaces)
2 Identifying candidates through multiple channels, e.g. personnel departments, supervisors and
one's colleague, etc
3 Collecting information about job candidates by using their personal connections or personal network of colleagues
4 If you are currently working in a job, you should avoid contacting your current job as much as possible.
Inevitably, it is necessary to seek the consent of the candidate for employment before inquiring
　　

(3) Inquiries made during background investigation
　1 Working hours, positions, circumstances of promotion or demotion, retirees, etc. of previous work (2 places, etc.)
　2 Actual job details, responsibilities and personnel performance status
　3 Position and wage welfare level in charge of previous work
　4 Work ability, attitude and personality characteristics, etc.
5 Whether absenteeism or sick leave (body health condition) were present in the former site;
6 Whether to sign a consultation document limiting the number of employees in the previous job (or current job) and the competition sector
7 Whether there were any labor disputes or disputes with the former office (very important)
[Reference] For questions, be careful not to give a meaningless answer such as "good, bad" or "bad" if possible.

(4) Procedure for progress
　1 Explain the intention of self-introduction and inquiry and stress that the phone call will be kept secret
2 First, let the person know what you're going to ask, and then check if the person is uncomfortable with the conversation.
enquire whether or not
　3 Research and inquiry is conducted
　4 Ask the person if he or she has good working attitude or behavior.
5 Ask the caller if it is possible to introduce another person.
6 Thank you for your cooperation and express your willingness to cooperate if the other party makes the same background inquiry to your company
7 Record the background survey and inquiry results in [Sample 2-5] and report them to the management team.

(5) Precautions
1 Focus on work-related issues.
2 List the subject’s speech, short silence, suggestion, explanation, or problem of avoiding answers in detail, particularly noting the benefits and "other items" of the Applicant Background Survey Record.
3 Ask for specific examples rather than abstract ones
4 Thoroughly maintain confidentiality of data obtained during inquiry process.
5 After the interview, conduct an investigation and inquire immediately.

(6) Checking work experience
1 In case of a work experience, a person can directly check the phone to the previous work place. There is also a way to secretly check the number of the contact number and the person in the previous job who can prove himself by making a notification from the employee himself, or by searching the Internet to make sure that he is fully satisfied. Since there is no law in China that regulates leakage of personal information as well as the protection of personal information only exists, the direct telephone survey method needs to be actively utilized. In order to hide unsavory reasons for retirement, we may cite reasons such as the bankruptcy of the company, which in particular requires confirmation of the actual bankruptcy of the company.
2 There is a professional research company in China that conducts a credit survey of its employees. In particular, global foreign-invested companies often use credit survey companies to identify candidates' status and career experience when hiring high-level management positions.

[Reference] The credit survey company below, based in Shanghai, conducts a credit survey on Japanese companies for Chinese applicants. In particular, it is worth considering the use of high-paid/high-ranking Chinese officials.
http://inform.net.cn/inform/ http://inform.net.cn/inform/ http://inform.net.cn/inform/
** PersonalCredit Report (PersonalCredit Report), 4,500th and

On May 30, Alaka'i Technologies unveiled the world's first air mobility system, Skai. The hydrogen-powered Skai was developed by nationally recognized aerospace experts, engineers, and veteran pilots who have held top-level positions at NASA, companies specializing in defense, and the United States Department of Defense. It was also co-designed by the BMW Group's design innovation studio, Designworks.

Hydrogen is known as an environment-friendly fuel emitting only water and heat as byproducts. Nevertheless, Skai is yet to be cleared by the Federal Aviation Administration(FAA), which regulates of civil aciation in the Unired States. In order to help Skai pass FAA inspections, the company plans to focus on using the system for emergency responses and distributing freight first, although Skai was designed to pick up passengers.

The company expects to have FAA approcal by 2020, an estimate well ahead of its competitors Lilium and Bell. Alaka'i Technologies set the tarhet price for Skai at around $200,000(W236.7 million), which is in lone with falling hardware costs.

5월 30일, Alaka'i Technologies는 세계 최초의 공기 이동 시스템인 Skai를 공개했다. 수소 동력으로 움직이는 스카이는 전국적으로 인정받는 항공우주 전문가, 기술자, 그리고 NASA, 국방 전문 회사, 미국 국방부에서 최고위직을 맡아온 베테랑 조종사들에 의해 개발되었다. 또한 BMW 그룹의 디자인 혁신 스튜디오인 Designworks에 의해 공동 설계되었다.

수소는 물과 열만을 부산물로 배출하는 환경친화적 연료로 알려져 있다. 그럼에도 불구하고, 스카이는 아직 미국 내 민간 항공을 규제하는 연방 항공국에 의해 허가되지 않았다. 스카이(Skai)의 FAA 검사를 통과하도록 돕기 위해, 스카이(Skai)가 승객을 태우기 위해 설계되었지만, 긴급 대응을 위한 시스템 이용과 화물 우선 배분에 주력할 계획이다.

동사는 2020년까지 FAA 승인을 받을 것으로 예상하고 있는데, 이는 경쟁사인 릴리움, 벨보다 훨씬 앞선 것이다. Alaka'i Technologies는 Skai의 타르헤트 가격을 약 20만 달러(W2억3670만 원)로 책정했는데, 이는 하드웨어 비용 하락과 더불어 홀로 남겨져 있다.

在5月30日,阿拉卡伊科技展示了世界上第一个空运系统,斯凯。 水力发电史是由全国公认的航天专家,工程师,资深飞行员和资深飞行员组成的,他们在国家航空航天局任职,专门负责防御和美国国防部。 该公司的设计新颖,设计新颖,设计新颖,风格多样。

氢是一种环保的燃料,只有水和热作为副产品才能发射。 然而,在联邦航空管理局(UNIRED)的管制下,联邦航空管理局仍将被批准在联合国航空管理局(Unired)上办理民事诉讼。 为了帮助史凯登航空公司检查,该公司计划专注于使用紧急反应系统,并先将货物运出。

该公司预计到2020年将代理航空管理局批准,并在其竞争对手百合和贝尔的比赛中遥遥领先。 阿拉卡伊科技公司为Skay公司提供了大约20万美元(约2367万韩元)的营业额,这一价格仅为2367万美元(约合2367万韩元)。

5月30日,アラカ·イ·テクノロジーズは世界初の航空移動システム"スカイ"を発表した。 水素を動力とするスキーは,NASA,国防を専門とする企業,米国防総省でトップレベルの地位を占めた,国内的に有名な航空宇宙専門家,技術者,ベテランパイロットによって開発された。 また,BMWグループの設計革新スタジオであるDesignworksが共同で設計しました。

水素は,水と熱のみを副生する環境に優しい燃料として知られている。 しかし,スキーは連邦航空局(FAA)が,米国における市民の苦痛を統制していることから,まだクリアされていない。 スカイは乗客を集めるために設計されているが,同社はまずこのシステムを緊急対応や貨物輸送に利用することに力を入れる予定だ。

同社は,競合他社のLiliumとBellを大きく上回るFAAの見積もりで,2020年までにFAAを概算すると予想している。 Alaka'i Technologiesは,Skaiの価格を約20万ドル(W23670万ドル)に設定しました。

Le 30 mai, Alaka'i Technologies a dévoilé le premier système de mobilité aérienne au monde, Skai. Le Skai à hydrogène a été mis au point par des experts en aérospatiale, des ingénieurs et des pilotes chevronnés reconnus à l'échelle nationale qui ont occupé des postes de haut niveau à la NASA, dans des entreprises spécialisées en défense et au département de la Défense des États-Unis. Il a également été conçu conjointement par Designworks, le studio d'innovation en design du Groupe BMW.

L'hydrogène est reconnu comme un combustible écologique émettant uniquement de l'eau et de la chaleur comme sous-produits. Néanmoins, Skai n'a pas encore obtenu l'autorisation de l'Administration fédérale de l'aviation (FAA), qui réglemente l'aciation civile dans les États non industrialisés. Afin d'aider Skai à réussir les inspections de la FAA, l'entreprise prévoit se concentrer sur l'utilisation du système pour les interventions d'urgence et la distribution du fret d'abord, bien que Skai ait été conçu pour prendre les passagers.

L’entreprise prévoit obtenir l’approbation de la FAA d’ici 2020, une estimation bien plus élevée que celle de ses concurrents, Lilium et Bell. Alaka'i Technologies a fixé le prix de la tarhet pour Skai à environ 200 000 dollars des États-Unis (236 700 000 won), ce qui est sans effet sur le coût du matériel.

Am 30. Mai präsentierte Alaka'i Technologies das weltweit erste Lufttransportsystem, Skai. Sky wurde von national anerkannten Luft- und Raumfahrtspezialisten, Ingenieuren und Veteranen entwickelt, die die Spitze der NASA, Verteidigungsunternehmen und des US-Verteidigungsministeriums innehaben. Darüber hinaus wurde es von Designworks, dem Design-Innovationsstudio der BMW Group, gemeinsam entwickelt.

Wasserstoff ist als umweltfreundlicher Kraftstoff bekannt, der nur Wasser und Wärme als Nebenprodukte ausstößt. Trotzdem ist Sky von der Federal Aviation Agency, die die Zivilluftfahrt in den USA reguliert, noch nicht zugelassen. Um die FAA-Prüfung von Sky (Skai) zu bestehen, soll Sky die Passagiere befördern, sich aber auf den Einsatz von Systemen für Notfalleinsätze und die Verteilung von Frachtprioritäten konzentrieren.

Das Unternehmen erwartet, dass es bis 2020 eine FAA-Genehmigung erhält, die weit vor seinem Konkurrenten Lillium liegt. Alakai Technology hat den Preis für Sky Teer auf 200.000 Dollar (Win 236,7 Millionen Won) festgesetzt, zusammen mit sinkenden Hardwarekosten.

3. Interview test

(1) Preparing a work-seeker registration table

Most companies are asking questions based on a brief resume they send when applying for an interview. Since resumes are written arbitrarily by individual applicants, they often tend to exaggerate their educational background and careers and hide what is disadvantageous to them. In addition, since the resume submitted by the applicant is a standard form written on a PC, it is difficult to identify whether it was written by the applicant himself or not, and it is difficult for the management to use it as evidence even if a labor lawsuit is filed later due to academic or career fraud.
The company distributes the required [Sample2-3] to interviewers who come to the interview site, puts their resumes back in their own handwriting on the spot. 1 Obtain evidence as evidence in the event of a lawsuit, 2 Identifies the applicant’s personality by collecting information about the applicants who want to apply for the interview.
4 It can have effects such as identifying the evidence of a previous job.
The form can be self-designed around entries that the company wants to identify, so it has the advantage to examine the applicant’s objective situation in more detail. In addition, if the contents are found to be false after joining the company, it is possible to ask for legal responsibility.

Since it can be used as evidence, the registration table must specify a clause of the pledge that the person is responsible for legal responsibility when the information written by him is different from the facts and receive a confirmation signature.
The most important thing in the Employment Information Register is identifying the former workplace attestation in paragraph (4). It is required to fill out the contact details of the former job certificate on the Employment Information Register form. State the names and phone numbers of the two former bosses and colleagues who worked just before. If an employee has a problem with his previous job, he or she will be reluctant to report it, and if so, the company will be able to identify the applicant's reputation in his or her former job.

[Point] The Legal Personality of the Job Seeker Registration Table
The Employment Information Register form is a legal document for information about applications produced by an entity and recorded by the work-seeker himself. The law gave companies the right to know when hiring workers. The entity may use the work-seeker registration table as an important means for the exercise of the right to designate.

(2) Points of interview

[Point] Interview Progress Flow
Introducing 자기 Self-introduction à à Reasons for being in the current workplace à Treating hopeful jobs (current and hope) à Impression to the company à (family composition, hobby, personality, family register, etc.)
Commuting time/path, etc.

Verification of resume entries or self-introduction is required
Don't take the information as it is. For example, even if it is written as a good Korean and English speaker, it is often only a simple conversation. In Korean, many people speak well but have little ability to write documents. Therefore, for positions requiring a foreign language, a simple written test is essential after the interview.
Generally, Chinese job seekers have excellent presentation skills that appeal to them during interviews. Since there are not many cases of actual packing and bloating, it is desirable for experienced workers to check out their expertise or take practical tests.

[Point] Interview alone is not enough to identify actual capabilities
o When asked to process a screw because he has 10 years of shelf experience, he said, "It is natural that he cannot process a screw since he has only worked on a shaft for 10 years.
o When I asked why I cheated because I thought the official was a professional, but he didn't cheat because he didn't have any experience at all, he said he didn't cheat because he had learned something at school. The concept of experience we think of is different because it means the period of professional skill acquisition, and what the Chinese people say is just that they have learned or know at school. Production jobs, in particular, may have only done one simple task in their lifetime, so a practical test is essential.

Recruitment based on ability rather than personality
Korean companies tend to hire people who are sincere and cooperative. Humanity is important, but if you don't have the job skills, you can't give them the education they want.
be unable to produce For managers, personality and values are as important as ability, so life
Ask questions about the most spectacular things in , unpleasant things, happy things, admirers, trustees, and model for one's life, and ask why.

Frequently transferred employees are on the lookout.
They ask in detail why they have worked in the past and transferred. In the case of frequent transfers, caution is required. In particular, since former employees are often mixed with former employees from Korean-American companies, it is necessary to check their contact information, which is proof of their previous job.

For Korean speakers, check their practical skills.
For Korean language majors, they need to check their knowledge and skills in the field of practice. This is because there are many employees who can speak only Korean and do not have other skills.

Confidently notify the details and treatment of the work
What purpose will you hire, what will you do, and what will you do with your wages?
He is advised to prevent immediate retirement after employment.

Chinese interviewer's class
It is imperative that the relevant Chinese staff be present for the interview and listen to his opinion. This is because only Chinese people have a catchable sense and attitude.

Questions about your former employer's salary
Rather than asking vaguely about salary status, it is important to ask about the salary structure (requires separation of basic pay and job allowances, performance and bonuses). It is important to note that, in particular, the ratio of variable benefits paid in conjunction with the performance of the business is much higher than in Korea, and applicants tend to respond with the benefits they receive under their maximum performance conditions.

4. Appointment of Designated Rights

(1) The need to exercise the right of designation;

False cases of academic and career information are common in order to get a job. In order to avoid recruitment risks resulting from such employee deceptive practices, an entity must use the "peripotentiary" guaranteed by law. The following are the types of deceit that occur frequently:
1 Provide false information (non-compliance employee): Individual records, achievements, work experience, defect records, etc.
2 Employee ignorance, concealment of personal information: occupational disease history, serious illness, pregnancy, etc.
3 Avoidance of contract obligations with other companies: Consultation of service after training, consultation of prohibition of competing businesses, etc.

a price for neglect of exercising one's right of appointment
Two months after she retired from a clothing store, Mrs. Wang applied for the store again. The store manager hired Mrs. Wang immediately, without physical examination, because she was already experienced and familiar with the store. By the way, Mrs. Wang applied for a sick leave from the second month and began to recuperate for an extended period. She hid her diabetes when she reentered the hospital. She tried to take advantage of corporate health insurance. The dismissal of Ms. Wang during the three-month medical period is legally prohibited, and she cannot be retired. Mrs. Wang has dug into the loophole of holes.

The labor contract law guarantees workers' right to designate companies, while at the same time stipulating users' right to designate workers. The company retains the right to know about the circumstances of workers' age, physical condition, work experience, knowledge function and employment status directly related to the conclusion and implementation of labor contracts. If a worker's notice to a company is found to be false, the company can legally fire it.
In the recruitment review phase, the entity shall make the best use of the right of designation, conduct a thorough investigation and verification of the applicants. What should be noted when exercising the right of designation is that information about the applicants should be obtained in such a way that "evidence preservation" is possible.
In addition, it is necessary for the applicant to specify his or her own statement that "the legal responsibility for providing false information, and if the worker provides false information, the user shall immediately terminate the labor contract and not pay economic compensation, and the applicant shall confirm the veracity and accuracy of the information."

[Article 8 of the Labor Contracts Act] The user shall have the right to identify the basic conditions of the workers directly involved in the conclusion of the labor contract, and the worker shall explain the truth.

Legal action in violation of worker's obligation of notice
The purpose of the right of designations exercised by the user is to determine whether to enter into a labor contract through a breakdown of the circumstances for the worker. If a worker intentionally discloses false information, it constitutes a "deceptive" so that the user can claim nullification of the labour contract and legally terminate the contract.

[Example] Termination of False Certificate Submitters
When she got a job with an IT company, Kim presented her with a diploma from a top university, which earned her 10,000 won a month in high wages. Three years later, the company lifted the labor contract with Kim on the condition of three months of economic compensation plus one-month notice due to worsening business conditions. A few months after retirement, the company learned of Kim's submission of a false diploma at a chance, and filed for labor arbitration demanding the nullification of the labor contract and the return of the economic compensation money, and won the case after a lawsuit.

(2) Checking the personal information of the applicant

1 Determination of age
The age of adulthood in China is set at 18. Employment of child workers under the age of 16 is strictly prohibited For those under the age of 16 and 18 years old, it is advisable for foreign-invested companies to avoid hiring minors under the age of 18 unless under special circumstances, as they are required to report to the Bureau of Labor and comply with the provisions relating to the protection of minors.
The method of age identification is simple. As an adult (18 years old), a certificate of identity is issued from the Public Security Bureau, so if you check your ID card, you can investigate your age. In this case, a copy of the identity certificate submitted by the employee is checked against the original, and the signature is received on the copy and preserved as evidence.

2 Confirmation of identity certificate
Counterfeit identification is common in China. If you are suspected of forging your ID, you can check it by going to the website (www.ip138.com), sending your ID card name and ID number, and paying 5 yuan. You can also check the photos of the registered ID.