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[Column on Specified Skills System] 4th: Points to note when hiring foreign human resources

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「外国人材雇用の注意点」

▼ 特定技能人材との契約書に関する注意点

受入れ企業と特定技能人材が交わす契約書に関しては、入管のフォーマットがありますので、そのフォーマットを利用することをお勧めします。
また雇用契約書は母国語との併記 is required.

自社のフォーマットでも使用は可能ですが、入管のフォーマットにある規定を満たさねばなりません.
For example, the contract clearly states the wording that "does not limit temporary return to Japan on paid leave," or "If the company has no travel expenses to return to their home country after five years of specific skills," You must also describe the content.

In addition, it is not mandatory for Japanese people, but it is also mandatory for workers with specific skills to specify work accident insurance.
What is more characteristic is that in the case of irregular working hours, there are cases where the employment contract is not sufficient, and there are cases where documents are attached to prove what the company's business calendar is like.

▼ 給与面で日本人との比較が求められる

最初の申請時は「〇歳の日本人の初任給は〇円」という記載が必須です。
1年経って更新をする時は比較のために日本人の賃金台帳も提出が必要となり、日本人と同等の給料だという証明Is required.

他にも、どこまで厳格に運用されているかは分かりませんが、特定技能外国人の給与額を決める目安として「同じくらいの年齢で2年ほどの経験を積んだ日本人」と同じ程度の給与額が求められるとの事があげられます。
その理由は、特定技能評価試験に合格した外国人だからです。

There is some doubt as to whether the foreign personnel who have passed the skill evaluation test are at the same level as Japanese people who have two years of experience, but the government seems to be as above.


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