The prevention of industrial labor risks, the first is system prevention. Enterprises must formulate a complete labor system according to their own characteristics.

1. The formulation of the labor system needs to meet the statutory requirements.

Here is the labor system. It is necessary to pay attention to the legalization and standardization of the company's labor rules and regulations so as to meet the requirements of the Labor Contract Law. The company has the right to formulate labor rules and regulations according to law. The company must meet the following three conditions to be legal, standardized and effective in order to be legal and standardized:

1. The procedure is legal: the company's rules and regulations concerning the vital interests of the employees should be negotiated, employee representatives should participate in the discussion, and be approved by the employee assembly or the employee representative assembly. The enterprise rules and regulations adopted by the above democratic procedures will be protected by law and will be an extension and expansion of the labor security regulations system.

2, the content is legal: the provisions of the company's rules and regulations must not contradict the current labor security laws, regulations, administrative regulations, otherwise it is also an invalid clause. The company shall, according to its own production and operation characteristics, and the specific conditions, formulate relevant rules and regulations, which is convenient for the company's management and staff's performance. The company must not follow the rules without rules. 3. Fulfilling the obligation to inform: The labor rules and regulations that have been adopted through democratic procedures should be publicized in public places, or published on the company's internal website. Companies with few employees can organize centralized learning and training, and make records, such as learning and training. Time, place, content, participants, examination and assessment, etc., signed by the employee himself, or the rules and regulations can be made into employee manuals and sent to employees. Any employee who receives the manual should sign it.

The process of formulating rules and regulations not only embodies the democratic procedures, but also follows the legal procedures, so that workers can fully enjoy the right to participate and know, and at the same time help to mobilize the enthusiasm of employees and enhance cohesiveness and affinity.

Second, the company should establish a labor system to combine its production and operation characteristics, must be targeted, and at the same time facilitate employees to perform. The rules and regulations concerning the vital interests of employees mainly include the following aspects: salary payment system, assessment system, rest and vacation system, quality appraisal appraisal system, safety production system (including various operational procedures), insurance welfare system, labor discipline system, and employee training. System, reward and punishment system, working hour system (including overtime approval system), labor and capital contradiction mediation system.

Third, we must strictly implement the rules and regulations.

The rules and regulations established through democratic procedures are the laws of the company. In the implementation of the rules and regulations, the company mainly grasps the daily inspection and assessment records. According to the standard of labor dispute arbitration: evidence management. For example, the monthly attendance and the laborer check the signature, the wage payment must be made into a payroll, indicating the salary item, and signed by the laborer or can have written evidence of the worker's own knowledge; if it is necessary to work overtime, the laborer must fill in The overtime application form is approved by the approved party for overtime work. It is necessary to conduct an inspection of the implementation system from time to time. It is found that the violation is recorded on the case and confirmed by the employee's signature, or the circumstantial evidence of the violation of the worker's violation of the discipline is filed; the quality assessment of the piece is subject to Signature confirmation of laborers, etc. In summary, the implementation of rules and regulations must grasp all links, improve related procedures, standardize management behaviors, correct violations in a timely manner, preserve management information, and protect the legal rights of enterprises according to law.