【試(shi)用(yong)期(qi)陷(xian)(xian)阱】畢業(ye)生(sheng)試(shi)用(yong)期(qi)陷(xian)(xian)阱有哪些 如何避免(mian)試(shi)用(yong)期(qi)陷(xian)(xian)阱
陷阱一：試用合格再簽訂勞動合同
先(xian)試(shi)用(yong)(yong)再簽(qian)勞動(dong)(dong)(dong)合(he)同(tong)，一般有試(shi)用(yong)(yong)階段(duan)不簽(qian)勞動(dong)(dong)(dong)合(he)同(tong)、試(shi)用(yong)(yong)期(qi)(qi)等同(tong)于合(he)同(tong)期(qi)(qi)等表(biao)現形式。根據規(gui)定：“試(shi)用(yong)(yong)期(qi)(qi)包(bao)含在勞動(dong)(dong)(dong)合(he)同(tong)期(qi)(qi)限內。勞動(dong)(dong)(dong)合(he)同(tong)僅約定試(shi)用(yong)(yong)期(qi)(qi)的(de)，試(shi)用(yong)(yong)期(qi)(qi)不成立，該期(qi)(qi)限為(wei)勞動(dong)(dong)(dong)合(he)同(tong)期(qi)(qi)限。”也就是(shi)說，試(shi)用(yong)(yong)期(qi)(qi)是(shi)依附于勞動(dong)(dong)(dong)合(he)同(tong)、以勞動(dong)(dong)(dong)合(he)同(tong)為(wei)前提條件的(de)，沒有勞動(dong)(dong)(dong)合(he)同(tong)就沒有試(shi)用(yong)(yong)期(qi)(qi)條款，不存在單獨的(de)“試(shi)用(yong)(yong)期(qi)(qi)合(he)同(tong)”。
陷阱二：試用期期限超過法定期限。
一些用(yong)(yong)人單位(wei)規定(ding)的試用(yong)(yong)期(qi)限過長，如簽訂(ding)一年(nian)期(qi)勞(lao)動合同，試用(yong)(yong)期(qi)卻長達6個月。
按規(gui)(gui)定(ding)(ding)：“勞(lao)(lao)動(dong)合(he)(he)同期(qi)(qi)(qi)(qi)(qi)限3個月(yue)以上不滿1年(nian)的，試(shi)用(yong)期(qi)(qi)(qi)(qi)(qi)不得超(chao)過(guo)1個月(yue)；勞(lao)(lao)動(dong)合(he)(he)同期(qi)(qi)(qi)(qi)(qi)限1年(nian)以上不滿3年(nian)的，試(shi)用(yong)期(qi)(qi)(qi)(qi)(qi)不得超(chao)過(guo)2個月(yue)；3年(nian)以上固定(ding)(ding)期(qi)(qi)(qi)(qi)(qi)限和無固定(ding)(ding)期(qi)(qi)(qi)(qi)(qi)限的勞(lao)(lao)動(dong)合(he)(he)同，試(shi)用(yong)期(qi)(qi)(qi)(qi)(qi)不得超(chao)過(guo)6個月(yue)。”如果勞(lao)(lao)動(dong)合(he)(he)同試(shi)用(yong)期(qi)(qi)(qi)(qi)(qi)的約定(ding)(ding)超(chao)過(guo)了法律規(gui)(gui)定(ding)(ding)的期(qi)(qi)(qi)(qi)(qi)限，勞(lao)(lao)動(dong)者可以要求變更(geng)相應的勞(lao)(lao)動(dong)合(he)(he)同期(qi)(qi)(qi)(qi)(qi)限，也可要求用(yong)人單位(wei)對超(chao)過(guo)部(bu)分按照非試(shi)用(yong)期(qi)(qi)(qi)(qi)(qi)工(gong)資(zi)標準支付工(gong)資(zi)。此外，依據規(gui)(gui)定(ding)(ding)，勞(lao)(lao)動(dong)者還有權(quan)要求用(yong)人單位(wei)支付賠(pei)償(chang)金。
陷阱三：擅自延長試用期或多次試用
有些用人單位往(wang)往(wang)以時間太短(duan)、考(kao)察不全(quan)面、還需(xu)繼續(xu)努力為(wei)理由，在原試用期屆滿后延長或與勞動者重(zhong)新約定試用期。
按規定(ding)：“同(tong)一(yi)(yi)用人單(dan)(dan)位(wei)(wei)與(yu)同(tong)一(yi)(yi)勞(lao)動(dong)者只能(neng)約定(ding)一(yi)(yi)次試(shi)用期。”即用人單(dan)(dan)位(wei)(wei)不得以任何理由與(yu)勞(lao)動(dong)者重復約定(ding)試(shi)用期，也(ye)不得對原(yuan)來(lai)約定(ding)的(de)(de)試(shi)用期進行延(yan)長。如果單(dan)(dan)位(wei)(wei)在一(yi)(yi)次試(shi)用的(de)(de)合理時(shi)間內依然不能(neng)判斷(duan)勞(lao)動(dong)者是否勝任工作，就應承擔由此(ci)而帶來(lai)的(de)(de)風(feng)險。
陷阱四：試用期工資低于最低工資標準
一(yi)些用(yong)人(ren)單位(wei)把試(shi)(shi)用(yong)期(qi)職工當作“價廉物美(mei)”的勞(lao)動力(li)，試(shi)(shi)用(yong)期(qi)工資常常低(di)于最(zui)低(di)工資標準，甚至“零工資”試(shi)(shi)用(yong)。
按(an)規定：“勞動(dong)者(zhe)(zhe)在(zai)試(shi)用(yong)期(qi)的(de)(de)工(gong)資(zi)不(bu)得低(di)(di)于本(ben)單(dan)位(wei)相(xiang)(xiang)同(tong)(tong)崗位(wei)最低(di)(di)檔工(gong)資(zi)或(huo)者(zhe)(zhe)勞動(dong)合同(tong)(tong)約定工(gong)資(zi)的(de)(de)80%，并(bing)不(bu)得低(di)(di)于用(yong)人單(dan)位(wei)所(suo)在(zai)地的(de)(de)最低(di)(di)工(gong)資(zi)標準(zhun)。”勞動(dong)者(zhe)(zhe)在(zai)試(shi)用(yong)期(qi)內的(de)(de)工(gong)資(zi)權益受(shou)最低(di)(di)工(gong)資(zi)標準(zhun)和相(xiang)(xiang)同(tong)(tong)崗位(wei)最低(di)(di)檔工(gong)資(zi)或(huo)者(zhe)(zhe)勞動(dong)合同(tong)(tong)約定工(gong)資(zi)的(de)(de)80%的(de)(de)雙重保護，因(yin)此試(shi)用(yong)期(qi)不(bu)是“廉價期(qi)”、 “白用(yong)期(qi)”。
陷阱五：試用期內不為職工繳納社會保險費
有(you)些(xie)用(yong)(yong)人單位為(wei)降低用(yong)(yong)工成本(ben)，以試用(yong)(yong)期不(bu)包含在勞動合同期限(xian)中，或試用(yong)(yong)期滿再(zai)說為(wei)由(you)，不(bu)給勞動者(zhe)辦理社會(hui)保(bao)險，勞動者(zhe)往往不(bu)懂(dong)或不(bu)敢提出異議(yi)。
根據規定(ding)，勞(lao)動(dong)(dong)關(guan)系自用(yong)(yong)工之日起建立，在(zai)試用(yong)(yong)期間(jian)，用(yong)(yong)人單位(wei)和勞(lao)動(dong)(dong)者(zhe)同樣存在(zai)勞(lao)動(dong)(dong)關(guan)系，不(bu)能因(yin)勞(lao)動(dong)(dong)者(zhe)的試用(yong)(yong)期身份而加(jia)以限制(zhi)(zhi)或(huo)與其他勞(lao)動(dong)(dong)者(zhe)區別對(dui)待。同時，社(she)(she)會(hui)保(bao)(bao)險是(shi)國家實(shi)施(shi)的一(yi)項強(qiang)制(zhi)(zhi)性的保(bao)(bao)險制(zhi)(zhi)度(du)，不(bu)管是(shi)用(yong)(yong)人單位(wei)和勞(lao)動(dong)(dong)者(zhe)私下約定(ding)免繳(jiao)社(she)(she)會(hui)保(bao)(bao)險費，還是(shi)以商業保(bao)(bao)險取代(dai)社(she)(she)會(hui)保(bao)(bao)險，都是(shi)無效的。
陷阱六：試用期內隨意辭退職工
一(yi)些用(yong)人單位認(ren)為，既然是試(shi)用(yong)，用(yong)人單位在試(shi)用(yong)期內可(ke)以(yi)無條件(jian)、隨心所(suo)欲(yu)地(di)解除勞動合同，很多職工也認(ren)為這是理所(suo)當然的(de)事情。
根(gen)據規定，在(zai)試(shi)(shi)用(yong)期(qi)中，用(yong)人(ren)單位證(zheng)明勞(lao)(lao)(lao)動(dong)者(zhe)(zhe)存在(zai)不(bu)符合(he)(he)(he)錄用(yong)條件、嚴重違紀、嚴重失職(zhi)、勞(lao)(lao)(lao)動(dong)合(he)(he)(he)同無效等法(fa)(fa)定解(jie)除(chu)(chu)情形，才能依(yi)法(fa)(fa)解(jie)除(chu)(chu)試(shi)(shi)用(yong)期(qi)職(zhi)工，否則，用(yong)人(ren)單位不(bu)得解(jie)除(chu)(chu)勞(lao)(lao)(lao)動(dong)合(he)(he)(he)同。用(yong)人(ren)單位在(zai)試(shi)(shi)用(yong)期(qi)解(jie)除(chu)(chu)勞(lao)(lao)(lao)動(dong)合(he)(he)(he)同的(de)，還應當向勞(lao)(lao)(lao)動(dong)者(zhe)(zhe)說(shuo)明理由(you)。如(ru)果用(yong)人(ren)單位不(bu)能證(zheng)明勞(lao)(lao)(lao)動(dong)者(zhe)(zhe)“不(bu)符合(he)(he)(he)錄用(yong)條件”而隨(sui)意解(jie)除(chu)(chu)勞(lao)(lao)(lao)動(dong)合(he)(he)(he)同，屬(shu)于(yu)違法(fa)(fa)解(jie)除(chu)(chu)，勞(lao)(lao)(lao)動(dong)者(zhe)(zhe)有權依(yi)法(fa)(fa)要求用(yong)人(ren)單位支(zhi)付賠償金。
