In 2003, the former Ministry of Labor and Social Security applied to open the national telephone consultation service number "12333", and then issued the Notice on Developing the Telephone Consultation Service of Labor and Social Security (Letter No.84 from the Ministry of Labor and Social Security [2003]) and the Guiding Opinions on the Construction of the Telephone Consultation Service System of Labor and Social Security (Letter of Labor and Social Security [2004]/KLOC)

After the establishment of Ministry of Human Resources and Social Security, the Notice on Continuing to Use the National Public Service Numbers 12370 and 12333 (No.35 [2009] of the People's Social Information Letter) was issued, and it was made clear that 12333 was used to provide human resources and social security services to the society. 12370.

Part of the responsibilities of Kunshan Human Resources and Social Security Bureau:

(a) the implementation of national and provincial human resources and social security development plans, policies and regulations; To formulate the development plan of human resources and social security in the whole city; To formulate government normative documents on human resources and social security, and organize their implementation, supervision and inspection.

(two) responsible for promoting employment and entrepreneurship; Formulate plans and policies for the overall development of urban and rural employment and entrepreneurship in the city, and improve the service system covering public employment and entrepreneurship; Formulate an employment assistance system; Responsible for the city's employment, unemployment prediction and early warning and information guidance, the implementation of prevention, regulation and control, to maintain a stable employment situation; Take the lead in formulating employment promotion policies for college graduates in the city; Formulate measures for the administration of foreign workers' employment in our city.

(three) to formulate and organize the implementation of the city's human resources market development plan and human resources flow policy, establish and improve a unified and standardized human resources market, and promote the rational flow and effective allocation of human resources.

(four) responsible for the development of human resources in the city; Participate in talent management and formulate policies for the management and continuing education of professional and technical personnel in the city; Take the lead in deepening the reform of professional title system; Responsible for the selection, training and introduction of high-level professional and technical personnel in the city, and improve the management measures of postdoctoral research centers;

Improve the relevant policies of the vocational qualification system and establish a vocational training system for urban and rural workers in the city; In conjunction with the relevant departments to develop the city's high-skilled personnel training and incentive policies; To formulate plans and policies for introducing foreign intellectual work; Comprehensive management of foreign experts who come to work in this city; Responsible for commending and rewarding outstanding foreign experts who come to work in this city; Centralized management of the city's overseas training.

Legal basis:

Article 16 of the Labor Law of People's Republic of China (PRC) is an agreement between laborers and employers to establish labor relations and clarify the rights and obligations of both parties.

To establish labor relations, a labor contract shall be concluded.

Article 17 The conclusion and modification of labor contracts shall follow the principles of equality, voluntariness and consensus through consultation, and shall not violate the provisions of laws and administrative regulations.

After a labor contract is concluded in accordance with the law, it is legally binding, and the parties must fulfill their obligations under the labor contract.

Article 26 Under any of the following circumstances, the employer may terminate the labor contract, but it shall notify the employee in writing 30 days in advance:

(1) The employee suffers from illness or non-work-related injury, and after the medical treatment expires, he can't engage in the original job or other jobs arranged by the employer;

(two) the laborer is not competent for the job, and he is still not competent for the job after training or adjusting his post;

(3) The objective conditions on which the labor contract was concluded have changed greatly, which makes the original labor contract impossible to perform and the parties cannot reach an agreement on changing the labor contract through consultation.

Forty-sixth wage distribution should follow the principle of distribution according to work and implement equal pay for equal work.

The wage level is gradually raised on the basis of economic development. The state exercises macro-control over the total wages.

Article 51 During legal holidays, wedding and funeral leave and participation in social activities according to law, the employing unit shall pay wages according to law.

Article 79 After a labor dispute occurs, the parties may apply to the labor dispute mediation committee of their own unit for mediation. If mediation fails and one party requests arbitration, it may apply to the Labor Dispute Arbitration Committee for arbitration. One party may also directly apply to the Labor Dispute Arbitration Commission for arbitration. Anyone who refuses to accept the arbitration award may bring a lawsuit to the people's court.