企業(yè)聘用外籍人員入職有哪些法律責(zé)任

經(jīng)濟全球化的發(fā)展，各國的往來日益密切，不管是商業(yè)往來還是政治往來，還是知識文化交流都在密切的進(jìn)行著，所以外國人來我們國家企業(yè)上班的人很多，我們國家的人去外企上班的人也不少。那么企業(yè)聘用外籍人員入職的法律責(zé)任有哪些？

《出境入境管理法》第80條規(guī)定：“介紹外國人非法就業(yè)的，對個人處每非法介紹一人五千元，總額不超過五萬元的罰款；對單位處每非法介紹一人五千元，總額不超過十萬元的罰款；有違法所得的，沒收違法所得。非法聘用外國人的，處每非法聘用一人一萬元，總額不超過十萬元的罰款；有違法所得的，沒收違法所得。”

在現(xiàn)在企業(yè)聘用外籍人員入職已經(jīng)不是什么值得奇怪的事情了，可以說已經(jīng)非常的常見了，但是對于這些外國人來說，他們所在的國家與我國在社會的各個方面，都是有一定的差別的，所以為了能夠更好的管理這些外國人，國家出臺了相關(guān)的外籍人員入職的法律。

聘用境外人員聘用合同條款的確定

《外國人在中國就業(yè)管理規(guī)定》第二十二條規(guī)定：“ 用人單位支付所聘用外國人的工資不得低于當(dāng)?shù)刈畹凸べY標(biāo)準(zhǔn)。”

第二十三條規(guī)定：“在中國就業(yè)的外國人的工作時間、休息、休假勞動安全衛(wèi)生以及社會保險按國家有關(guān)規(guī)定執(zhí)行。”該規(guī)定明確了境外人員適用我國勞動基準(zhǔn)法的范圍在最低工資標(biāo)準(zhǔn)、工作時間、休息休假、勞動安全衛(wèi)生以及社會保險五個方面，從側(cè)面反映出對這五方面以外的事項可以允許雙方自由約定。

在目前企業(yè)聘用境外員工內(nèi)地就業(yè)是否適用《勞動合同法》尚無定論的情況下，企業(yè)與境外員工簽訂勞動合同時，應(yīng)該把必備最低工資標(biāo)準(zhǔn)、工作時間、休息休假、勞動安全衛(wèi)生以及社會保險五個方面作為勞動合同的必備條款加以明確列明。

（1）最低工資

對于在用人單位依法就業(yè)的外籍員工，其提供正常勞動后的工資標(biāo)準(zhǔn)不得低于當(dāng)?shù)刈畹凸べY標(biāo)準(zhǔn)。

（2）工作時間

依法就業(yè)的外籍員工也適用我國勞動法有關(guān)工作時間規(guī)定。外籍員工如在法定工作時間外加班，也有獲得加班工資的權(quán)利。因此，對于依法就業(yè)的外籍員工，如果在超過法定工作時間外勞動，用人單位應(yīng)當(dāng)依法支付加班工資。

對于管理崗位、薪資相對較高的境外員工，為避免日后發(fā)生加班費的糾紛，用人單位可以在聘用合同中約定工作時間適用不定時工作制，但要按照規(guī)定經(jīng)勞動保障部門審批，這樣通過合法的方式降低了加班成本。

（3）休息休假

在用人單位依法就業(yè)的外籍員工，依法享有國家法律法規(guī)規(guī)定的休息休假權(quán)利。這就意味著，外籍員工同樣享受年休假、法定節(jié)假日、婚假、產(chǎn)假等法定假期。

實踐中，很多用人單位考慮到外籍員工遠(yuǎn)在異國他鄉(xiāng)工作，于是雙方約定給予外籍員工每年一定時間的休假，供其回國與家人團聚。這是用人單位的福利，不是法定的假期。

但是，探親假等與法定的年休假是既不重復(fù)也不能相互抵消的。所以，應(yīng)當(dāng)盡量先安排外籍員工使用完有關(guān)的法定假期，以免產(chǎn)生額外的法律成本。

（4）社會保險

《臺灣香港澳門居民在內(nèi)地就業(yè)管理規(guī)定》第十一條規(guī)定：“用人單位與聘雇的臺、港、澳人員應(yīng)當(dāng)簽訂勞動合同，并按照《社會保險費征繳暫行條例》的規(guī)定繳納社會保險費。” 外籍員工繳納社會保險的問題，一直也受到關(guān)注。

《社會保險法》第九十七條規(guī)定：“外籍員工在中國境內(nèi)就業(yè)的，參照本法規(guī)定參加社會保險”。人力資源和社會保障部在2011年10月15日施行的《在中國境內(nèi)就業(yè)的外國人參加社會保險暫行辦法》明確規(guī)定用人單位必須參加社會保險，并就外籍員工繳納社保的前提條件、繳納的社保種類、社保待遇的享受、不繳納社保的救濟方式及其他情況等做作了具體規(guī)定。

因此，境外員工和境內(nèi)勞動者一樣也要依法繳納社會保險。用人單位要摒棄以往與員工約定不參保的免責(zé)條款，依法為境外員工參加社會保險，防范員工以用人單位沒有為其參加社會保險為由主張被迫解除勞動合同而索要巨額賠償金的風(fēng)險。

我們需要明白的是，雖然外國人來我們國家的事業(yè)單位上班，但是我們應(yīng)該嚴(yán)格執(zhí)行國家法律規(guī)定的入職手續(xù)來辦理外國人入職程序，因為這樣才能保證公平，公正。

外籍人才的聘用手續(xù)

步驟一：體檢

當(dāng)企業(yè)與外籍人才達(dá)成了聘用意向，開始辦理聘用手續(xù)時首先需要辦理體檢。

1、 體檢醫(yī)院：國外公立醫(yī)院或北京市出入境檢驗檢疫機構(gòu)

2、 法定體檢項目：檢查項目包括常規(guī)的臨床醫(yī)學(xué)檢查和實驗室檢驗。

臨床醫(yī)學(xué)檢查項目：內(nèi)科、外科、眼科、X線檢查、心電圖。

實驗室檢查項目：艾滋病抗體、性病（梅毒）。

步驟二：申請就業(yè)許可證

1、 辦事機構(gòu)：北京市職業(yè)介紹服務(wù)中心

2、 辦公地址：宣武區(qū)永內(nèi)西街5號中國北京勞動力市場一樓大廳

3、 所需材料：

1）企業(yè)法人營業(yè)執(zhí)照副本（原件及復(fù)印件）公司章程復(fù)印件、批準(zhǔn)證書（外資企業(yè)）合資合同（合資、合作企業(yè)）的復(fù)印件

2）聘用外國人書面申請報告（詳細(xì)說明聘用原因、職務(wù)、用人單位蓋章）

3）企業(yè)聘用外國人的聘用意向，副總經(jīng)理以上職位帶董事會決議

4）外國人的中文簡歷和任職資格證明（學(xué)歷證書或?qū)I(yè)技能資格證書的復(fù)印件）及護照復(fù)印件（需大學(xué)本科學(xué)歷及二年以上相關(guān)工作經(jīng)驗）；

5）醫(yī)療機構(gòu)近期出具的外國人的健康狀況證明（復(fù)印件）

6）外國人就業(yè)申請表（在申辦單位處蓋章）一份，近期二寸證件照片一張貼表上。

7）內(nèi)資公司聘用外籍人員需帶單位社會保險登記證原件及復(fù)印件

8）單位介紹信、經(jīng)辦人身份證原件。

With the development of economic globalization, the exchanges between countries are getting closer and closer. Whether it is business or political exchanges, or knowledge and cultural exchanges are being carried out closely. Therefore, many foreigners come to work in our country’s enterprises. There are also many people. So what are the legal responsibilities of enterprises for hiring foreign personnel?

Article 80 of the “Outbound Immigration Management Law” stipulates: “Any person who introduces illegal employment to a foreigner shall be fined 5,000 yuan for each person illegally introduced to the individual, with a total fine not exceeding 50,000 yuan; and 5,000 yuan for each person illegally introduced to the unit. A fine not exceeding 100,000 yuan in total; confiscation of illegal income if there is illegal income. A foreigner who illegally employs a person shall be fined 10,000 yuan for each person employed illegally, with a total fine not exceeding 100,000 yuan; if there is illegal income, the illegal income shall be confiscated . ”

It is not surprising that companies now employ foreign personnel for employment. It can be said that it is very common, but for these foreigners, their country is different from China in all aspects of society. Therefore, in order to better manage these foreigners, the state has introduced relevant foreign employment laws.

Determination of terms of employment contracts for hiring foreign personnel

Article 22 of the “Regulations on the Administration of Employment of Foreigners in China” states: “The wages paid by the employer for the employment of foreigners shall not be lower than the local minimum wage standard.”

Article 23 stipulates: “The working hours, rest, vacation, labor safety, health, and social insurance of foreigners employed in China shall be implemented in accordance with relevant state regulations.” This regulation clearly states that the application of China ’s labor standards law by foreign personnel is within the minimum wage The five aspects of standards, working hours, rest and vacations, labor safety and health, and social insurance reflect from the side that matters beyond these five aspects can be allowed to be freely agreed by both parties.

In the current situation where the employment of overseas employees in the Mainland is not covered by the Labor Contract Law, when signing labor contracts with overseas employees, the minimum wage standard, working hours, rest and vacation, labor safety and health, and society should be set. The five aspects of insurance are clearly specified as mandatory provisions of a labor contract.

(1) Minimum wage

For foreign employees employed by employers in accordance with the law, the salary standard after providing normal labor must not be lower than the local minimum wage standard.

(2) Working hours

Foreign employees employed in accordance with the law also apply the relevant working hours regulations of China’s labor law. Foreign employees also have the right to receive overtime pay if they work overtime during legal working hours. Therefore, for foreign employees employed according to law, if they work outside the legal working hours, the employer should pay overtime wages according to law.

For overseas employees with relatively high management positions and relatively high salaries, in order to avoid disputes overtime in the future, employers can agree in the employment contract to apply irregular working hours to their working hours, but they must be approved by the labor security department in accordance with regulations. This reduces the cost of overtime.

(3) Take a break

Foreign employees employed by employers in accordance with law have the right to rest and vacation as provided by national laws and regulations. This means that foreign employees also enjoy statutory holidays such as annual leave, statutory holidays, wedding leave, and maternity leave.

In practice, many employers take into consideration that foreign employees work far away in other countries, so the two sides agreed to give foreign employees a certain annual vacation for their return to reunite with their families. This is an employer benefit, not a legal holiday.

However, family leave, etc., and statutory annual leave are neither duplicated nor mutually offset. Therefore, as far as possible, foreign employees should be arranged to use up the relevant statutory holidays to avoid incurring additional legal costs.

(4) Social insurance

Article 11 of the “Regulations on the Administration of Employment of Taiwan, Hong Kong and Macao Residents in the Mainland” states: “Employers shall sign labor contracts with hired Taiwan, Hong Kong and Macao personnel and pay the society in accordance with the Provisional Regulations on the Collection and Payment of Social Insurance Fees Insurance premiums. “The issue of social insurance payments for foreign employees has also received attention.

Article 97 of the “Social Insurance Law” stipulates: “For foreign employees who are employed in China, they shall participate in social insurance with reference to the provisions of this Law.” The “Interim Measures for Foreigners to Participate in Social Insurance for Employment in China” implemented by the Ministry of Human Resources and Social Security on October 15, 2011 clearly stipulates that employers must participate in social insurance, and must pay for the prerequisites for social insurance for foreign employees, The types of social security, the enjoyment of social security benefits, the relief methods for non-payment of social security, and other conditions are specified.

Therefore, foreign employees, like domestic workers, must pay social insurance in accordance with the law. Employers should abandon the exemption clauses agreed with employees in the past, and participate in social insurance for overseas employees in accordance with the law to prevent employees from claiming huge compensations for dismissing labor contracts on the grounds that employers have not participated in social insurance.

What we need to understand is that although foreigners come to work in public institutions in our country, we should strictly implement the entry procedures required by national laws to handle the foreigner entry procedures, because this can ensure fairness and justice.

Employment Procedures for Foreign Talents

Step 1: Physical examination

When the enterprise and foreign talents have reached the intention of hiring, they must first go through a medical examination when they begin to apply for employment.

1. Physical examination hospital: foreign public hospital or Beijing Entry-Exit Inspection and Quarantine Agency

2. Statutory medical examination items: Inspection items include routine clinical medical examinations and laboratory tests.

Clinical medical examination items: internal medicine, surgery, ophthalmology, X-ray examination, electrocardiogram.

Laboratory test items: HIV antibodies, STDs (syphilis).

Step 2: Apply for Employment Permit

1. Office: Beijing Employment Service Center

2. Office Address: Lobby, 1st Floor, Beijing Labor Market, 5 Yongnei West Street, Xuanwu District

3. Required materials:

1) A copy of the business license of the legal person (original and photocopy), a copy of the company’s articles of association, a certificate of approval (foreign-funded enterprise), a joint venture contract (joint venture, cooperative enterprise)

2) Written application report for hiring foreigners (specify the reasons for employment, position, and seal of the employer)

3) The intention of the company to hire foreigners. The position of deputy general manager or above shall be decided by the board of directors.

4) Foreigner’s Chinese resume and job qualification certificate (a copy of academic credentials or professional skills qualification certificate) and a copy of passport (requires a college degree and more than two years of relevant work experience);

5) Health certificate of foreigner recently issued by the medical institution (copy)

6) A copy of the employment application form for foreigners (stamped at the applicant unit), and the recent two-inch ID photo is posted on the form.

7) The domestic company must bring the original and copy of the social insurance registration certificate for the employment of foreign personnel

8) Original letter of introduction of the unit and the identity card of the manager.