MBA微课：The job responsibilities in the company are unclear, so who should be responsible for the work
The job responsibilities in the company are unclear, so who should be responsible for the work
中国经济管理大学/中國經濟管理大學
公司岗位职责不清晰，工作谁来负责？
Case : The job responsibilities in the company are unclear, so who should be responsible for the work?
公司岗位职责不清晰，工作谁来负责？A 公司是小型规模软件研发公司，公司的研发部门和生产部门都有卢经理负责。后来卢经理离职了，公司准备招聘1 名研发部经理。通过精挑细选，公司找到了1 名候选人王先生。王先生入职后，公司和他签订了劳动合同，并约定了岗位，工作职责，相关福利待遇等。王先生把研发部工作开展的很出色，部门管理井井有条。公司接到客户订单，要组织生产，于是总经理安排王先生负责生产管理。王先生由于不熟悉生产工作的安排，导致生产计划安排不合理，订单无法按时交付。请问，这是谁的失职？
Company A is a small-scale software research and development company, where both the research and development department and the production department are in charge of Manager Lu. Later, Manager Lu resigned, and the company prepared to recruit a manager for the research and development department. After careful selection, the company found a candidate, Mr. Wang. After Mr. Wang joined the company, the company signed a labor contract with him, stipulating the position, job responsibilities, relevant welfare benefits, etc. Mr. Wang did a great job in the research and development department, and the department management was well-organized. The company received a customer order and needed to organize production, so the general manager arranged for Mr. Wang to be responsible for production management. However, because Mr. Wang was not familiar with the arrangement of production work, the production plan was unreasonably arranged, and the order could not be delivered on time. So, whose dereliction of duty is this?
加班工资的核算？
Case:Calculation of overtime pay?
加班工资的核算？某工厂有普工80 人，普工的工资由基本工资和加班工资组成。其中，基本工资部分按照岗位不同，范围为800—1300 元，当地的最低工资标准为1300 元。公司约定，员工加班可以申请调休，没有调休的可以按照公司《加班管理制度》核算。其中，员工平时和周末加班都是1 倍基本工资。法定假日，3 倍基本工资，公司这样做正确吗？
A factory has 80 general workers, whose salaries consist of basic salaries and overtime pay. Among them, the basic salary ranges from 800 to 1300 yuan depending on the position, and the local minimum wage standard is 1300 yuan. The company stipulates that employees can apply for compensatory leave for overtime work, and those who do not take compensatory leave can be accounted for according to the company's "Overtime Management System". Among them, employees who work overtime on weekdays and weekends earn 1 time their basic salary. On statutory holidays, they earn 3 times their basic salary. Is the company doing the right thing?
劳务派遣的劳动合同关系管理
Case: Labor contract relationship management of labor dispatching
某软件开发公司A 因业务发展需要，需要招聘安卓工程师10 人。因项目的交付期短， 所以公司人力资源部通过和劳务派遣公司合作，在2 周内，保证了10 名软件工程师的到位。 其中，有3 名软件工程师在项目工作中，表现极差。工作无法按时完成，还经常旷工。公司 跟劳务派遣公司反映情况，要求替换这3 名软件工程师。后来，3 名软件工程师被劳务公司 辞退。他们要求A 公司进行经济补偿，他们是否合理，能否得到仲裁委员会的支持？
Software development company A needs to recruit 10 Android engineers due to business development needs. Because the project delivery time is short, the company's human resources department ensures the availability of 10 software engineers within 2 weeks through cooperation with a labor dispatch company. Among them, three software engineers performed poorly in the project work, failing to complete tasks on time and often being absent from work. The company reported the situation to the labor dispatch company and requested the replacement of these three software engineers. Later, the three software engineers were dismissed by the labor dispatch company. They demanded economic compensation from Company A. Is their request reasonable and can they get the support of the arbitration committee?
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