法院认为，为彻底有效遏制"无薪试岗"乱象，保障劳动者的合法权益，需要多方共同努力。劳动监察部 门应加大执法和处罚力度，对频繁采用"无薪试岗"手段的企业进行严肃查处，将多次违规的企业列入劳 动雇佣失信名单，形成有效震慑。劳动者自身要增强维权意识，在求职过程中仔细阅读劳动合同条款， 对于不合理的"无薪试岗"要求要敢于说"不"。一旦自身权益受到侵害，通过合法途径维护自己的权益。 企业也要树立正确的用人观念，摒弃"无薪试岗"这种短视行为，通过合理、合法的招聘流程和考核方式 选拔人才，共同维护公平公正的就业环境。 扬子晚报网9月25日讯(通讯员陶雨欣润萱记者姜天圣)近年来，"无薪试岗"现象在劳动力市场中悄然滋 生，一些企业在面试后会设置3至10天的所谓"试岗期"，临近试岗结束再以"经验不足""人岗不匹配"等 理由辞退劳动者，并拒绝支付试岗期工资。这一违背劳动法规和公平原则的行为，给求职者带来了诸多 困扰和损失，严重影响了劳动力市场的健康秩序。 镇江市润州区人民法院认为，"无薪试岗"现象屡禁不止，根源在于企业的逐利思维和劳动者维权困境。 一方面，部分企业为降低用工成本，将"无薪试岗"视为"低成本筛选工具"，将试岗者当作" ...

Core Viewpoint - The rise of "unpaid trial work" is emerging as a new trap that undermines workers' rights, revealing deep-seated governance issues in the labor market [1] Group 1: Nature of "Unpaid Trial Work" - "Unpaid trial work" is essentially a malicious circumvention of labor laws, as the Labor Contract Law in China stipulates that the probation period must be included in the contract duration and must specify the duration and salary [1] - Illegal enterprises deliberately blur the concepts of "trial work" and "probation," transforming the statutory probation period into an unregulated cheap labor period [1] - This practice bypasses the regulation that probationary wages cannot be lower than 80% of the contractual salary, allowing companies to dismiss employees under the pretext of "mismatch" [1] Group 2: Challenges Faced by Workers - Workers face difficulties in asserting their rights due to three main factors: 1. Difficulty in recognizing labor relationships, as illegal enterprises often evade written contracts and rely on verbal agreements, leaving workers helpless when faced with blank attendance sheets [2] 2. Bottlenecks in labor dispute resolution, with complaints taking months to process, creating pressure for workers eager to find employment [2] 3. An imbalance in employment leading to a loss of bargaining power for workers, who may feel compelled to accept unpaid trial work despite knowing its implications [2] Group 3: Solutions to the Dilemma - To address these issues, a multi-faceted approach is necessary: 1. Strengthening administrative oversight through a "double random, one public" inspection mechanism targeting frequently complained enterprises [2] 2. Improving legal remedies by shifting the burden of proof to enterprises in disputes and establishing a "one-stop service" for labor rights protection [2] 3. Building harmonious labor relations by enhancing union services, embedding labor rights education in recruitment, and increasing media supervision to raise social awareness [3]