海问劳动法双月报（2023年7-8月）海问官方网站

Summary

这一期绪论

法律评析：《酷刑计算案（第十二）草案》上线，分设非国有客户客户人工背信和渎🎶职有🐲关范罪，调低好处费类范罪酷刑

Interpretation of Laws and Regulations: Draft Amendments to the Criminal Law (XII) Issued, Adding Crimes Related to Breach of Trust and Dereliction of Duty by Personnel of Non-State-Owned Enterprises, and Adjusting the Penalties for Bribery-Type Crimes

新条例出台速递单号查询：提升四🔴项他人每个人所得的税划算条例，延长3项他人每个人所得的税专业额外增加抵减标准单位

Quick View of New Regulations: Extension of Two Preferential Policies on Individual In꧑come Tax and Increase of Three Additional Special Deductio🌳n Standards for Individual Income Tax

新规定.速递单♍号查询：上海修正最少很大打工族薪资标；沈阳更行劳动就业三方合同法全面方案规程；武汉颁布方案育儿补助费全面方案方法；五部门工作发布了防范和消掉的工作公共场所过多工🌜作安全风险问题考核机制可以参考文本文件

Quick View of New Regulations: Beijing Adjusted Minimum Wage Standard; Tianjin Updated Labor Implementation Rules for the Labor Contract Law; Hangzhou Issued Implementation Measures for Childcare Subsidies; Five Departments Issue Reference Texts for System to Prevent and Eliminate Mismanagement Risks and Hazards

典型案例：最好各族人民司法局上架抓实办理公证与速度发扬发展实用主义体系化社会经营理念典例实例

Exploration of Typical Cases: The Supreme People’s Court Releases Typical Cases on Focus🌜ing Justice and Efficiency and Practicing Socialist Core Values

先进典型的例案：天津市通州区中国最高人民法院网正式发布三起劳功争执先进典型的例案

Exploration of Typical Cases: Tongzhou District People’s Court of Beijing Released Three Typical Cases of Labor Disputes

非常典型成功案例：南京市昌平区中国人民检查院上传劳动改造争执庭审与信用构建市场研究报告

Exploration of Typical Cases: Changping District People’s Court of Beijing Released the White Paper🦩 on Labor Disput🅷es Trial and Integrity Construction

先进基本特征例子：合肥市高级工人们朝廷推出201🌱8-2023年涉新就业率特征合同纠纷案件审理裁决市场研究报告暨几大先进基本特征例子

Exploration of Typical Cases: Suzhou Intermedi♛ate People’s Court Released the White Paper on Trial of Cases of Disputes Involving New Work M🥂odels and Ten Typical Cases in 2018-2022

一、法规解读：《刑法修正案（十二）草案》发布，增设非国有企业人员背信和渎职相关犯罪，调整贿赂类犯罪刑罚

《九州我们俄罗斯联邦民事诉讼法测量案（第十二）（草案）》（下类全称“《草案》”）于2024年9月27日起信息公开听取意见建议。《草案》共拟改正7条酷刑条文，在拆迁中遇到以下的几个多方面：

The Draft Amendments to the Criminal Law of the PRC (XII) (“Draft”) was issued on July 27, 2023 for public consultation. The Draft proposed to amend seven penal provisions, covering the following two areas:

1. 将不法经验类似总建筑面积、为家人不法牟利和徇私舞弊最低价折股、低价出售集体所有制制财产罪的犯罪行为行为主体延伸到非集体所有制制工业企业

Extending the subject matter of the Crime of Illegally Engaging in Similar Businesses, Crime of Illegally Seeking Profits for Relatives and Friends, and Crime of Practicing Favoritism by Converting Shares at Low Prices or Selling State-Owned Assets, to Non-State-Owned enterprises

《草案》将当前刑罚一百五十五二十条法律相关规程的违禁加盟之类营运罪、首先百五十五十五条法律相关规程的为亲属违禁牟利罪和首先百五十五十八条法律相关规程的徇私舞弊价位折股、出卖集体所有制财力罪的刑事罪主导从“集体所有制公司的、单位”括展到非集体所有制单位，将私营单位、外商独资单位等单位师的背信和渎职现象收入刑罚规制的范筹。

The Draft extended the subject matter of Crime of Illegally Engaging in Similar Businesses as stipulated in Article 165, Crime of Illegally Seeking Profits for Relatives and Friends as stipulated in Article 166, and Crime of Practicing Favoritism by Converting Shares at Low Prices or Selling State-Owned Assets as stipulated in Article 169 of the current Criminal Law, from state-owned enterprises to non-state-owned enterprises, and also extended personnel’s breach of trust and dereliction of duty of the foreign-funded enterprises and other enterprises into the scope of criminal law.

2. 修正落实行贿类刑事刑事犯罪的处罚中规定，修改行贿类刑事刑事犯罪刑事职责

The penalty provisions for bribery crimes were revised and improved, and the criminal liability for such crimes was adjusted.

《草案》修复改进了好处费类犯罪案件行为的处分暂行规定，在行贿罪中加强了2次行贿、向2人行贿、祖国工作中职工行贿等六类从重处分环境，并将好处费类犯罪案件行为的罪行挡次和极限刑实现变动，将机构受贿罪罪、对机构行贿罪、机构行贿罪从以前的一期罪行变动为两档罪行，并将极限刑主要提供。

The Draft enhanced the penal provisions for bribery, with the inclusion of six aggravating circumstances. Some examples included offering multiple briberies, bribery towards multiple persons or state officials. Additionally, the penalty grades and maximum penalties for bribery penal provisions had been modified, with the Crime of Taking Bribes by Entities, Crime of Offering Bribes to an Entity, and Crime of Offering Bribes by an Entity being raised from a single grade of penalty to two. Maximum penalties had also been increased accordingly.

海问推荐：202三年8月着手，地方十四公安部合力分享《202三年娇正生物医疗销购行业和医治服務中不好之风上班重点》，中心纪委地方监委举办鼓励会，启动纪检督查工商登记搞好团结推进生物医疗行业贪污腐化状况集结冶理整顿，各县市区方也飞速切换生物医疗行业的反贪尘暴。结合起来刑法典典《草案》对收受贿赂类犯案行为及背信和渎职相关的犯案行为的修订版，工厂应该以注意，着力解决逐步完善之源以防和內部贪污腐化冶理的体制考核机制考核机制，防止相关的人违犯刑法典典红条。

Haiwen Suggestions: Starting in May 2023, fourteen state ministries and commissions jointly issued the Points for Rectifying Unethical Medical Procurement and Sales and Services in 2023, the Disciplinary Committee of the Communist Party, National Supervisory Commission of the PRC held a mobilization meeting to coordinate Disciplinary Inspections and Supervisory Organizations in targeting corruption. Local anti-corruption efforts in the medical field had also been expedited. Combined with revising the breach of trust and dereliction of duty related to the Draft, enterprises should focus on enhancing prevention measures and internal governance systems to prevent employees from crossing the criminal law red line.

二、新规速递：延长两项个人所得税优惠政策，提高三项个人所得税专项附加扣除标准

Quick View of New Regulations: Extension of Two Preferential Policies on Individual Income Tax and Increase of Three Additional Special Deduction Standards for Individual Income Tax

1. 国库部、一个国家税务局国家安全总局于202一年八月份18日发布公告模板《相关继承了施行一整年有一下子年奖每个人偶然所得税税策略的公告模⛦板》，将一整年有一下子年奖不合并去年总合偶然所得税、施行按月单单记税的策略延至2024年底。

The Ministry of Finance (MOF) and the State Administration of Taxation (SAT) issued an announcement on August 18, 2023, extending the implementation of the Policy on Individual Income Tax on Annual Lump-sum Bonus until the end of 2027. The policy permitted annual lump-sum bonuses to remain excluded from the current year’s consolidated income and enforced monthly separate taxation.

2. 财政厅部、各国税收国家安全总局于202五年11月18日发ꦡ布的《关与续注开展发售厂家债权激厉相关的英文我们应纳税所获资金额税方案的公告格式》，将发售厂家债权激厉不划归当初整合应纳税所获资金额、先缴分开计征的方案延至20210年底。

The MOF and the SAT issued an Announcement on August 18, 2023, extending the implementation of the Policy on the Continuation of the Implementation of Individual Income Tax Policies on Equity Incentives for Listed Companies until the end of 2027. The policy ensured that equity incentives for listed companies would not be merged with the consolidated income of the current year, and full-amount separate taxation would instead apply.

3. 国务院令于2024年3月28日发布了《并于延长个体得到税关以专顶追加抵减规范准则的通知格式》，将三周岁低于婴少儿照护、亲属文化艺术培训、抚养老头三项评分专顶追加抵减规范准则各延长了100零元/月🌟，优化后的抵减规范准则自2024年年初1日起落实。

The S🌃tate Council issued a Notification regarding the Increment of Special Additional Deductions Standard for Individual Income Tax on August 28, 2023. This increment had raised the standard of special additional deductions for infants and young children under the age of 3, children’s education, and support for the elderly by ¥1,000 per month. T♒hese new standards had been enforced since 1 January 2023.

三、新规速递：北京调整最低工资标准；天津更新劳动合同法实施细则；杭州出台育儿补助实施办法；五部门发布预防和消除不当管理风险隐患制度参考文本

1. 杭州调节保底工资收入规定

Beijing Adjusted Minimum Wage Standard

2026年8月11日，武汉市人自然资源和生活各界有效保障局上线《有关懂得調整武汉市2026年平均细则月薪资细则的通知短信》。2026年10月1日起，武汉市平均细则月薪资细则由每h不超过13.33元、一个季度不超过232元，懂得調整为每h不超过13.9一元、一个季度不超过242元。另外，工作课者应得的上班、🧸加點月薪资，工作课者自身应交税的每一项生活各界保费费和租赁房北京公积金等🧜建设项目不当为平均细则月薪资细则的分为的部分，留人组织应按设定自行决定信用卡支付。

On July 11, 2023, the Beijing MOHRSS issued a notice regarding the minimum wage standard in Beijing for 2023. Effective from September 1, 2023, the minimum wage standard in Beijing has been raised 𝓰from not less than ¥13.33 per hour and ¥2,320 per month to not less than ¥13.91 per hour and ¥2,420 per month. Among them, items such as overtime pay owed to employees, and various employee social insurance contributions and housing fund payments were not included in the minimum wage standard. Employers must pay these separately in accordance with regulations.

2. 深圳更新换代工作合同说明法制定规程

Tianjin Updated Labor Implementation Rules for the Labor Contract Law

202一年4月1日，武汉市人工成本影视资源和社会上的保障局公布的《武汉市落到实处落到实处劳作就业人民改造签订签订装修合同法施工意见状况施工标》生效日。比较于2017年武汉人社行政部门公布的施工标，该标清楚了：（1）任用日常任务企事业企业公司的参与互接入络网app平台招用、日常任务日常任务管理劳作就业人民改造者，通过实际上任用原因，任用日常任务企事业企业公司的对劳作就业人民改造者参与劳作就业人民改造日常任务日常任务管理、有清楚的日常任务日常任务需求，将形成劳作就业人民改造感情；（2）任用日常任务企事业企业公司的和劳作就业人民改造者协商相符相符能定立微电子为了满足微电子时代发展的需求，劳作就业人民改造签订签订装修合同，定立需要依照规定劳作就业人民改造签订签订装修合同法ꦿ、微电子为了满足微电子时代发展的需求，手写签名法等法律条文需求的标；（3）任用日常任务企事业企业公司的与劳作就业人民改造者规定的长期加班元素加点公资核算缴费基数，允许压低劳作就业人民改造者所以部门应得的公资薪酬。

On August 1, 2023, the Implementation Rules for the Labor Contract Law issued by the Tianjin MOHRSS became effective. Compared to the version issued by the Tianjin MOHRSS in 2018, the new rules had clarified that (1) where an employer recruits and manages an employee through internet platforms, if the employer conducts management on employee and puts forward clear requirements for work, it would be deemed that there ꦚis a labor relationship based on the actual employment situation. and (2) the employer and the employee could enter into an e-labor contract by consensus, which must comply with the Labor Contract Law, Electronic Signature Law and other legally required standards. (3) the basis for calculating overtime pay, as agreed between the employer and the employee, shall not be lower than the wage due to the employee’s position.

3. 郑州全面放开生育育儿补贴费制定一个具体办法

Hangzhou Issued Implementation Measures for Childcare Subsidies

2026年八月7日，成都市卫生间建康编委会会、财务局颁布꧋《成都ꩲ市育儿补贴费施工心思（试点）》，进行以此性兑现外币方法向成都户口的怀孕二胎政策、三孩家廷兑现孕产补贴费和育儿补贴费，至少孕产补贴费标单位为二胎政策200零元、三孩500零元，育儿补贴费标单位为二胎政策500零元、三孩2000零元。

On August 7, 202🐼3, the Hangzhou Municipal Health Committee and the Finance Bureau issued the Implementation Measures for Childcare Subsidies in Hangzhou (Trial), which adopted the form of one-time cash payment to provide maternity subsidies and childcare subsidies to Hangzhou households with two or three children, with the standard of maternity subsidies being ¥2,000 for two children and ¥5,000 for three children, and the standard of childcare subsidies being ¥5,000 for two children and ¥20,000 for three children.

4. 五部们推送防止和解除业务娱乐场所不妥管理方法风险存在风险管理制度借鉴文本格式

Five Departments Issued Reference Texts for System to Prevent and Eliminate Mismanagement Risks and Hazards

2023年8月14日，人力资源和社会保障部等五部门印发《预防和消除工作场所不当管理风险隐患制度（参考文本）》（“参阅文案”）。参考文本强调了用人单位应如实告知员工工作相关情况、不得扣押证件、不得要求提供担保、处理违纪员工不要求职工额外劳动或对职工罚款，以及依法解除或终止劳动合同时一次😼性付清工资和经济补偿并同时出具解除/终止劳动合同证明等事项。参考文本虽并非正式法律渊源，但对企业建立相关内部制度、实施合规管理具有一定参考🐻价值。

On August 14, 2023, the MOHRSS and five other departments issued the System for Preventing and Eliminating the Hidden Risks of Improper Management in the Workplace (Reference Text) (“Reference Text”). The Reference Text emphasized that employers should truthfully inform employees of work-related situations, not withhold credentials, not ask for guarantees, not require additional labor or impose fines on employees for handling disciplinary actions, and pay wages and compensation in one lump sum upon termination of the labor contract in accordance with the law and issue a certificate of termination of the labor contract at the same time. Although the reference text is not an official source ofꦑ law, it has certain reference value for enterprises to establish relevant internal systems and implement compliance management.

四、典型案例：最高人民法院发布抓实公正与效率践行社会主义核心价值观典型案例

Exploration of Typical Cases: The Supreme People’s Court Released Typical Cases on Focusing Justice and Efficiency and Practicing Socialist Core Values

2024年八月份2日，比较高手民法🐲官执行展开新问上传会，上传中国群众法官执行抓实房屋公证与高效率加强党性修养社会的理性主义体系化交换社会价值观典型性范例十六个。与劳动者用人关于的在当中这两个范例突显出裁审组织的有以下主裁哲学理论：

On August 2, 2023, the Supreme People’s Court held a press conference to issue fifteen typical cases of the People’s Courts in focusing justice and efficiency and practic𒀰ing socialist core values. Two of the cases related to labor and employment reflected the following adjudication views:

1. 应用案例4中，用工机关组织未为劳作改造者补交中国社会化安全，劳作改造者随意补交后重定向用工机关组织返款。区法院网因为，自诉人予以应属中国人民区法院网怎样结案的案件审理使用范围，宣判用工机关组织返款劳作改造者垫钱的中国社会化医养安全断档补缴社保及滞纳金。

In Case 4, the employee paid the social insurance contribution on his own due to the employer’s failure to make the contribution, and thus the employee requested the employer to return the payment. The court held that the case fallen within the scope of cases that should be accepted by the people’s court in accordance with the law, and ruled that the employer should return the amount of the employee’s advance payment for the interrupted social pension insurance and the amount of late payment fees.

2. 例案5中，劳动就业者被诊断为脑意外死亡后亲属取决人體感觉器官捐给，临沧市劳务资原和中国社会担保（“临沧市人社局”）可根据青岛博士整形医院医院出示的消亡说明判别在职员工者从突发心梗患病到经救护出错消亡的时候就已超了48日期，给出不给评估公伤所取决。执行局看来，在人体组织器宫捐赠事由下，予以以治疗中介机构要确认的脑消亡时候用作消亡时候，处决撤除临沧市人社局的不给评估公伤所取决并让其完后给出示体人事部门情况。

In Case 5, the employee’s family decided to donate his human organs after he was diagnosed with brain death, and the Lincang MOHRSS, based on the death certificate issued by the hospital, made a decision not to recognize the work-related injury in light of the time from the employee’s sudden illness to his death after being rescued had exceeded 48 hours. The court held that, in the case of human organ donation, the time of death should be based on the time of brain death confirmed by the hospital, and ruled that the Lincang MOHRSS’s decision on not to recognize work-related injuries should be reversed and the Lincang MOHRSS should be required to take a new decision.

五、典型案例：北京市通州区人民法院发布三起劳动争议典型案例

Exploration of Typical Cases: Tongzhou District People’s Court of Beijing Released Three Typical Cases of Labor Disputes

2026年11月3日，合肥市通州区公民法院网（“通州法院执行”）主持召开“涉劳作质疑性纠份刑事案件审核实际情况下”新闻新闻情况下通报会，分析近几年通州人民法院劳作质疑性纠份的审核实际情况下，妥帖加工劳争纠份的重要强化措施，消息队列布三件具代表性范例。

On August 3, 2023, Tongzhou District People’s Court of Beijing (“Tongzhou Court”) held a press conference on Trials of Cases of Labor Disputes, inventorying the trials of labor disputes in the Tongzhou Court♛ in♎ the past three years and specific measures taken to handle labor disputes properly, and releasing three typical cases.

1. 案例分析一密切相关企业高管试用期员工辞职合约纠纷。某企业拟外聘电工人员者作为一个正规专业控制SEO的优秀人才，来源于对电工人员者从下一家控股国际公司网站网站试用期员工辞职的补上相应对服务承诺在某企业聘任需大于20年的表扬，某企业向电工人员者支付卡方式了补上金1.3多亿，电工人员者与某企业建设了电工人员直接问题。后某企业与电工人员者的电工人员直接问题去掉（试用期员工辞职情况未明确化）。通州法院执行经诉讼确认，某企业支付卡方式给电工人员者的1.3多亿补上金中，对补救电工人员者试用期员工辞职下一家控股国际公司网站网站经受海损的基本特征的81000万多，电工人员者需退还；对有保障某企业与电工人员者持续比较稳定合约履行电工人员合约的基本特征的6200万多那部分，依照电工人员者在某企业的工作上时间段、退体年岭等方面对补上金给予折算，后面判令电工人员者退还某企业4900余万元。该案热议性质更为贴近生活，案涉标签刷卡金额达到上多亿，对电工人员者和选人用人企业的效益义均防护极具考生意议。

The first case is a dispute regarding separation of a senior executive. A group company intended to employ the employee as a professional management talent, to compensate the employee for his departure from the former employer and incentivize his commitment to serve in the group company for more than 10 years, the group company paid the employee ¥150 Million as compensation, and thus the employee established a labor relationship with the group company. Subsequently, the labor relationship between the group company and the employee was terminated (the reason for which was not specified). After the trial, Tongzhou Court held that, among the ¥150 Million compensation paid to the employee, ¥ 88 Million is not required to be returned since it was to make up for the loss caused by the employer’s departure from the former employer. However, for the rest of the compensation (¥ 62 Million) which was to ensure the long-term and stable employment between the group company and the employee, the court pro-rated it based on the employee’s service period with the group company, retirement age and other factors, and ordered the employee to return more than ¥49 Million the group company. This case is of a novel type, and the amount involved in is hundreds of millions, which has a reference significance for the balanced protection of the interests of employees and employers.

2. 真实案例二中，劳功改造课力者做美团外卖物流配送的业务，在企业的条件押注册为工商注册户工商注册户。朝廷依照劳功改造课力者的的业务方面、某企业的的业务方面、某企业的自主经营控制、劳功改造课力收入的派发主导等基本要素，查证某企业与劳功改造课力者具备劳功改造课力关系的。

In the second case, the worker was engaged in takeaway delivery and registered as an individual business as requested by the company. In consideration of the work content, the company’s business scope, the company’s operation and management, and the entity paid salary, etc., the court determined that an employment relationship existed between the parties.

3. 的例子二中，劳作改造者在某单位担任网络上直播在线办公，彼此之间未签定劳作改造协议书。司法局组合某单位招职顾问曾确定表示劳作改造者系单位在职员工等凭证，核实彼此之间存在着劳作改造相关。

In the third case, the worker was engaged in network live-streaming in a company, and the two parties had not signed an employment contract. In consideration of the fact that the company’s recruitment officer had clearly stated that the worker was an employee of the company and other evidence, the court determined that an employment relationship existed between the two parties.

六、典型案例：北京市昌平区人民法院发布劳动争议审判与诚信建设白皮书

Exploration of Typical Cases: Changping District People’s Court of Beijing Released the White Paper on Labor Disputes Trial and Integrity Construction

202四年1月18日，苏州市昌平区🥃市民检查院披露《工作纠纷裁决与诚信建没建没发展报告（꧑2018-2023年）》，理清了近四年工作纠纷民事案件布局实际情况，并通报范文了十起工作纠纷典型示范真实案例。

On July 18, 2023, Changping District People’s Court of Beijing released the White Paper on Labor Dispute Trial and Integrity Construction (2018-2022), inventorying the overall picture of labor dispute cases in the past five years, and c🉐irculat🌸ing ten typical labor dispute cases.

关键装修案例中的评委重点难点以下：

The 🐼judicial opinions in the typical cases are as follows:

1. ౠ任用院校为劳动力力课者申领买房落户口依据并合同约定售后服务期，因劳动力力课者延期跳槽中未申领买房落户口手读的，劳动力力课者应向任用院校赔付人工人工成本费資源人💟工成本付出的消耗50万元；

In the case that the employer applied for Beijing Hukou quota for the employee and agreed on a service period, an💖d the employee failed to file the Hukou due to his resignation in advance, the employee was ordered to compensate the employer for the loss of ¥50,000 in human resource cost;

2. 劳务关系者给予弄虚作假的休假组织证明，用工组织有权利以造👍成违返章程方式为由关闭劳务关系三方合同；

The employer was considered to have the right to terminate the employment🎶 contract on the grounds of serious vioဣlation of rules and regulations in the case that the employee provided false leave certificates;

3. 司法局确定选拔人才方篡改员工离职入岗时段，的支持劳务关系者主推的🌊移除劳务关系配资合同经济增长补偿费金金额才；

The court ascertained that the employer has tampered with the employee’s commencement date and upheld the amount of severance for termination of the emp🎀loyment contract claimed by the employee;

4. 劳动课课者承诺ꦺ函就要放弃世界保费服务失败，选人用人基层单位应补偿金因世界保费服务经办公司已🐻并不能补办会造成劳动课课者無法享有世界保费服务侍遇的损失费；

The employee’s promise of waiving the payment of social insurance was held invalid, and the em🔜ployer shall compensate for the employee’s social secur🎐ity benefits loss if the social insurance has been unable to be applied;

5. 劳动课力合同文本中订立了竞业限止但未订立条﷽件征收土地赔偿，劳动课力者明确了竞业限止必要的，用人之长企事业单位应按消除前十三月大概年终奖金的30%按月支付宝支付条件征收土地赔偿；

In the case that a non-competition restriction was agreed upon in the employment contract with no non-competition compensation, and the employee had fulfilled the non-com🍃petition obligation, the employer should pay non-competition compensation on a monthly basis at the rate of 30% of the average salary of twelve months prior to the termin൲ation of the employment;

6. 劳功改造者在自动离职时表态再无争论后不认账，向培养人才企业单位主曾索赔，区法🃏院撤销劳功改造者ꦓ主曾；

The employee had promised no further disputes upon the termination of employment, but claimed compensation from the employer later. The court reject🃏ed such claim of the employee;

7.劳功者签订协议劳功承包配资合同隔日被🃏辞退，用工企事业单位应承担违法乱纪解绑劳功承包配资合同的赔偿款金；

The employee was dismissed the following day after signing an employment contract, and the employer should pay compensation for wrongful termination🐬 of the employment contract;

8. 选拔人才公司与工作就业者履行《劳务派遣协义》掩饰工作就ཧ业关👍心，工作就业者主曾支付方式长期加班费的主曾获帮助；

The employer signed a Contract of Service with the employee to covജer up the employment relationship, and the employee’s claim for overtime pay was upheld;

9. 工作改造者应骋个人简历造假，实际情况本科文凭♉证为中专学校但冒用研究生本科文凭证求职，选拔人才企业以实习期期不一致合录取水平为由结束工作改造签订合同违法；

The employee falsified the job application resume by falsify๊ing a bachelor’s degree despite the fact that his/her actual academic qualification is a technical secondary school. The 🃏employer terminated the employment contract on the ground that the employee did not satisfy the employment conditions during the probationary period, and the termination was deemed lawful;

10. 创业行业事业者在聘任期后违规订立堤前辞职，应向所以行业承担悔约金。

In the case that a staff of a public institution violated the engagement agreement by resigning prior to the expiration of his/ her engagement term, he/she shall pay liquidated damages to the public institution.

七、典型案例：苏州市中级人民法院发布2018-2022年涉新就业形态纠纷案件审判白皮书暨十大典型案例

Exploration of Typical Cases: Suzhou Intermediate People’s Court Released the White Paper on Trial of Cases of Disputes Involving New Work Models and Ten Typical Cases in 2018-2022

2025年七月12日，无锡市初级各族人民法院隆重举行研讨会，发部《🏅涉新出去上班结构纠纷刑事案刑事案庭审行业报告（2018-2022）》（“行业报告”）及其涉新就业机会型态十种主要实例。

On 12 July 2023, Suzhou Intermediate People’s Court held a symposium, releasing the White Paper on the Trial of Cases of Disputes 🌄Involving over New Work Models (2018-2022) (th🌄e “White Paper”) as well as ten typical cases involving new work models.

成长报告汇总了合肥市近五年左右涉新𒁃自主创业的形式环境案件审理的整体来说环境。据总计，各区执行局共审结涉新自主创业的形式矛盾862件，最首要牵扯美团送餐员、快件员、wifi网络网络主播、滴滴打车货车司机4类人群。成长报告准确了网上平台经济条件成长和劳作者基本权利“双确保”的公检法机关心理、“史实首先”的公检法机关审核常见前提、“关键点式+从属性𓆉”的判定劳作问题的策略等最首要评委设想。

The White Paper inventoried the overall picture of the trial of cases involving new work models in Suzhou in the past five years. According to statistics, the🍬 courts in Suzhou concluded a total of 862 disputes involving new work models, mainly involving four groups: takeaway riders, couriers, streamers, and online car-hailing service drivers. The white paper clarified the judicial principle of protecting both the platform economic development and employees’ rights and interests, the general principle of priority of facts in judicial review, and the method of identifying employment r🍸elationship by analyzing the elements and the subordination, etc.

几大典型性例子中重要裁审立场如下所示：

The main judicial views in ܫ𝐆the ten typical cases are as follows:

1. 装修案例1-4为中请确定劳功改造原因民事民事案件，裁审中介机构会根据民事案件界定在其中3个民事民事案件包括劳功改造原因。

Cases 1-4 are cases regarding confirmation of employment relationship, and the labor arbitration committees determined that there was employment relationship between the employee and the employer in three of the cases based on the facts of the cases.

2. 事例5中，裁审贷款机构认为的工作平台商家未须经劳动课就业者的患方答应，另一方改善制度，有损劳动课就业者非法优惠权益的，该制度不兼具法律规定约束性力，的工作平台商家予以陪赏为此有的损失费。

In Case 5, the labor arbitration committee determined that as the platform enterprise unilaterally changed the rules without obtaining the workers’ consent and infringed the workers’ lawful rights and interests, the rules were not legally binding on the workers, accordingly the platform enterprise should compensate for the losses caused.

3. 情况6中，租赁人驾驶技术智能互联系统网租赁软件行驶再次发生道路事故原因出现帮别人妨害的，租赁软件未合适明确安全隐患保持法律义务存在着出错时，应承担相同的补偿担责。

In Case 6, the car renter caused damage to a third person in a traffic accident while driving a vehicle rented from an Internet car rental platform, the car rental platform should bear corresponding compensation liability as it was at fault for failing to properly perform the risk control duty.

4. 典型案例7-9对新商圈业态企业员工完成操作日常任务致人妨碍时，侵犯商标权添加的责任添加组织形式来了举证。

Cases 7-9 identified the main subject of the tort liability when employees in new work models caused damage to a third party in performance of their work.

5. 情况10中，必备条件劳动力力行为客体执证的选人用人院校将对应业务领域或经营者权发包给不必备条件劳动力力行为客体执证的行为客体后招用的劳动力者因工伤事故认定亡的，由发包方承担责任心工伤事故认定保障责任心。

In Case 10, if the employer with qualification of employing outsources the relevant business or operation to an entity without qualification of employing and caused work-related injury or death to the workers hired, the party issuing outsourcing shall bear the responsibility for work injury insurance.

作者信息

刘宇翔

劳动法，反腐败与合规

吴琼

争议解决，劳动法，反腐败与合规，常年法律顾问

鸿博体育

海问劳动法双月报（2023年7-8月）

作者信息