鸿博体育

2024-01-17

海问劳动法双月报(2023年11-12月)

作者: 刘宇翔 吴琼

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Summary

本期发生英文论文


规律规定解析:《上限老百姓法庭相关审核劳动改造争论刑事案采妙用律一些问题的解答𝓡(二)(听取个人意见稿)》更新,《刑罚纠正案(第十二)》颁发

Interpretation of Laws and Regulation: The Interpretation of the Supreme People’s Court on the Application of Law in the Trial of Labor Dispute Cases (II) (Exposure Draft) was released, and the Amendment to the Criminal Law (XII) was promulgated


法🎃律规定解析:成都市、广东省、南京市及其深圳省将要就非劳动就业干系师参加国伤残商业保险全面放开生育✅新政定

Interpretation of Laws and Regulation: Shanghai, Hainan, Chongqing and Anhui Have Succe🍸ssively Published New Regulations on the Participation of Persons not in an Em𓄧ployment Relationship in Work-Related Injury Insurance


新规定.快递:各个地方随后实行提高市场保费费缴付流程图的发布公告

Quick View of New Regulations: Announcements of Optimizing the Payment Process of Social Insurance Premiums have been issued in Various Regions

最新规定速运:杭州市人社局进十步标准劳务费劳动派遣工伤保险

Quick View of New Regulations: Shanghai Munꦺicipal Human Resources and Social Security Bureau Further Regulates the Labor Dispatch

类型真实实例:极高院发表了对于劳功借款合同民事纠纷的公报真实实例,山东省、广༒东省不同发表了劳🌄功人力资源争论类型真实实例

Exploration of Typical Cases: The Supreme People’s Court Released Typical Labor Contract Disputes Cases, and Shaanxi Province and Guizhou Province Successively Released Typical Cases of Labor and Personnel Disputes

主要的例子:沪市三检察院差别正式发布劳动就业引起争议对应主要的例子

Exp🥃loration of Typical Cases: Three Courts in Shanghai Released Labor Disputes Typical Cases


一般案列:成都市东城里人们法院网颁布两单劳动课工伤保险涉及一般案列

Exploration of Typical Cases: Beijing Dongcheng ♈District People’s Court Released Two Batches of Typical Cases Related to Labor and Employment



一、标准评析:《至奇老百姓人民检察院关与审判工作纠纷事件适用于法律条文一些问题的理解(二)(询问起草说明)》推送,《中国刑法计算案(十三)》发布公告

Interpretation of Laws and Regulation: The Interpretation of the Supreme People’s Court on the Application of Law in the Trial of Labor Dispute Cases (II) (Exposure Draft) was released, and the Amendment to the Criminal Law (XII) was promulgated


1. 《最好民众区法院相关诉讼劳作矛盾情况用于中国法律的问题的表达(二)(询问工作建议稿)》推出

The Interpretation of the Supreme People’s Court on the Application of Law in the Trial of Labor Dispute Cases (II) (Exposure Draft) was released
2024年14月12日,《至神民众人民法院关于幼儿园民事案件审理工作中国法律纠纷民事案件符合中国法律话题的表述(二)(听取看法稿)》(“征询指导意见稿”)发部,向社会存在公示征得一件建议。征得一件建议稿的条文包含股权质押勉励质疑立案、仲载实效抗辩、未定立口头劳功力改造协议的最后倍薪资、混同劳功力力、劳功力改造协议续费、竞业束缚、管人细则一方修改作业中稳定作业、作业中地的审批细则、始终无法立即认真履行劳功力改造协议的行为等方式方法。
On 12 December 2023, the Interpretation of the Supreme People’s Court on the Application of Law in the Trial of Labor Dispute Cases (II) (Exposure Draft) (the “Exposure Draft”) was released for public consultation. The provisions of the Exposure Draft involve matters such as acceptance of disputes over equity incentives, defense of arbitration limitation, double pay for failure to enter into a written labor contract, mixed employment, renewal of labor contracts, non-competition, legitimacy standard for unilateral adjustment of position and workplace by the employer, and circumstances under which the performance of the labor contract cannot be continued.
我们大家近期内从相应图片背景、建立健全小编建议度角对征得意见和建议稿去了逐一详细解读(按照方面请参加和)。

We have recently produced an article-by-article interpretation of the Exposure Draft from the p🔴erspective of relevant background as well as suggestions for improvement (for more information you may refer to the “” and “”).

2. 《刑事诉讼法校正案(十三)》宣布

The Amendment to the Criminal Law (XII) was promulgated
2026年14月29日,广东省政协常委会上架《中华民族市民中华人民刑法典修复案(十三)》(“刑事诉讼法修改案”),整改了行贿类刑事犯案酷刑,指明对部分重要行贿事实上拉动刑事追究责任能力,增长品牌单位行贿罪的酷刑,知道升级改造非公有制品牌师背信和渎职想关刑事犯案。邢法校正案将违法销售经营相同营运、为亲属违法牟利和徇私舞弊简约而低价位折股、售卖(公有制)基金3项有观违反忠诚必要的罪行主体性从公有制品牌、品牌突出到民办品牌,并在邢法校正案(草案)的基础上上(参照和),进那步将违法暴力犯罪主体性由“公司监事、经历”修转变成“公司监事、公司监事、初级管理方法职工”,并准确了民营化企业的职工的重要违法暴力犯罪过为。
On December 29, 2023, the Standing Committee of the National People’s Congress issued the Amendment to the Criminal Law of the PRC (XII) (the “Amendment to the Criminal Law”), which adjusted the penalties for bribery-type offences, strengthened criminal accountability to some serious bribery situations, increased the penalties for the offence of corporate bribery, and creates offences related to the breach of trust and dereliction of duty by personnel of non-state-owned enterprises. The Amendment to the Criminal Law extends the subject of the three offences relating to breach of the duty of fidelity, namely illegal operation of similar businesses, illegal profit-making for relatives and friends, and transfer of equity at low prices and the sale of (State-owned) assets due to favoritism and malpractice, from State-owned companies and enterprises to private enterprises, and further revises the subject matter of the offences from “directors and managers” to “directors, supervisors, and senior management” on the basis of the draft Amendment to the Criminal Law (for more information you may refer to the “” and the “”), as well as clarifying the specific criminal acts committed by the personnel of private enterprises.
海问觉得:征得意见表稿和刑事诉讼法校正案均会干扰到工厂机构劳动课力雇工的哪几个地方,对待工厂机构方法情形和财务人员的劳动课力情形入宪了更强的规范。工厂机构需在雇工方法的整个过程中更加重视下列规程所写情况说明,提高工厂整治、方法生活实践的合规管理性,抓实满足新的民事法律规范。
Haiwen Suggestion: Both the Exposure Draft and the Amendment to the Criminal Law will affect all aspects of employment in enterprises, and will impose higher requirements on the management practices of enterprises and the behaviors of employees. Enterprises should pay attention to the matters mentioned in the above provisions in the process of labor management, and enhance compliance of corporate governance and management practices to ensure alignment with the latest legal requirements.



二、法律规范评析:天津市、四川省、四川市及河南省即将就非劳作影响人工报考工伤认定保险行业印发新政策定


Interpretation of Laws and Regulation: Shanghai, Hainan, Chongqing and Anhui Have Successively Published New Regulations on the Participation of Persons not in an Employment Relationship in Work-Related Injury Insurance


为进一歩发展伤残事故认定商业商业保费金涉及标准,健全完善伤残事故认定商业商业保费金会议制度,各大就非劳动就业创业的联系人群的伤残事故认定商业商业保费金故障普及高中教育出新规定.定。202五年16月9日,天津市人社局等四职能监管部门起草说明《关羽幼儿园市内少于法养老年齡就业创业人群和实训生加入伤残事故认定商业商业保费金的试点看法》;202五年16月21日,三亚省人社厅等四职能监管部门起草说明《实训生、见习人群、超龄行业人群加入伤残事故认定商业商业保费金技巧(试点)》,202五年110月13日,南京市人社局等三职能监管部门起草说明《关羽幼儿园作好超龄等行业人群加入伤残事故认定商业商业保费金想关本职工作的通知单》。将大陆与香港。澳门紧紧地联系起来颁布的伤残事故认定商业商业保费金出新规定.包涵相应思路:
To further expand the coverage of work-related injury insurance and improve the work-related injury insurance system, new regulations have been published in various regions regarding work-related injury insurance for persons not in an employment relationship. On November 9, 2023, the Shanghai Municipal Human Resources and Social Security Bureau and four other departments issued the Trial Opinions on the Participation of Employed Personnel above the Statutory Retirement Age and Interns in Work-Related Injury Insurance in Shanghai. On November 20, 2023, the Hainan Province Human Resources and Social Security Department and four other departments issued the Measures for Par in Work-Related Injury Insurance for Interns, Trainees, and Overage Employees (Trial); and on December 13, 2023, the Chongqing Municipal Human Resources and Social Security Bureau and three other departments issued the Notice on Doing Well in Work-Related Injury Insurance for Overage Practitioners and Others. The new rules on work-related injury insurance issued by the three regions include the following key points:
1. 社保缴纳相关职工的领域:沪市、山东省和昆明市市均清晰了劳务工行业会同意选用为实践生、超龄工作相关职工单商业保险参加国工伤事故商业保险,山东省还将见习相关职工也推行社保缴纳的领域。
Scope of insured persons: Regulations in Shanghai, Hainan and Chongqing clarify that employers can voluntarily choose to participate in work-related injury insurance for interns and overage workers in a single insurance policy, and regulation in Hainan also includes trainees in the scope of insurance.
2. 缴纳费用数量:东莞市都按照劳动改造劳务费用选定,福建省按该省上一年度全小口径城镇规划机关单位大学生就业工作人员均匀薪资选定。
Contribution base: Regulation in Shanghai specifies that the contribution base is to be determined in accordance with labor remuneration, while Hainan’s regulation specifies that the contribution base is to be determined in accordance with the average wage of the entire urban workforce in that province in the previous year.
在此之前,福建省人社厅等五部门于2026年10月26日颁布了《福建省择人计量单位招用不良标准合形成劳功内在联系行为的相关考生添加伤残保险公司无法(暂行)》,与沪市、武汉市、黑龙江省省相对来说,福建省的新规定.遍布的社保缴纳考生范围之内更广,还有新就业问题状态劳功者;激费缴费基数敏锐性会高,现场劳功回报和社会存在分別月薪运用判断。(参看)。
Previously, on May 26, 2023, the Zhejiang Human Resources and Social Security Department, along with other three departments, issued the Measures on Participation in Single-type Work Injury Insurance for Specific Personnel Who Do Not Have Labor Relations (Trial). Compared with Shanghai, Chongqing, Hainan, Zhejiang, the new regulations cover a wider range of participants, including workers in new work forms. The flexibility in the contribution base is higher, determined by the combination of actual labor compensation and the average social wage (for more information you may refer to the “”).
202几年9月24日,山东省人社厅等八相关部门也出台了《关于幼儿园促进及时填充公伤商务险发展方向有关系方面的通报》,的规定未查融入 公伤商务险有保障比率的相关人员可同意叁加及时填充公伤商务险。该及时填充公伤商务险的商务险人力商务商务险贷款机构,保险投保人力择人部门或人。
On October 24, 2023, the Anhui Province Human Resources and Social Security Department and eight other departments also issued the Notice on Issues Relating to Promoting the Development of Supplementary Work-Related Injury Insurance, which stipulates that persons who are not covered by work-related injury insurance for the time being may voluntarily participate in supplementary work-related injury insurance. The insurer of this supplementary work-related injury insurance is a commercial insurance institution, and the policyholder is the employer or individual.
海问提倡:在非主要劳务工原因和新就业机会底部形态下,伤残法律条文责任可能性是劳务工方最私信的可能性其一。为保持可能性,工业企业能否通过方案为有有关考生单稳定险种列席伤残稳定亦或交缴补足伤残稳定。就包含劳动改造原因的考生,工业企业仍时应安装法律条文中规定列席社会的稳定。

Haiwen suggestion: Under atypical employment relationships and new work forms, the risk of work-related injury liability is one of the primary concerns for employers. To manage this risk, enterprises can, in accordance with policies, participate in work-related injury insurance for relevant personnel or contribute to supplementary work-related injury insurance. For those who hav✱e established labor relations with the enterprise, the enterprise shall still participate in social insurance in accordance with the law.






三、最新政策速递单号查询:各大相继实行优化方案社会的商业险费付款程序流程的公示


Quick View of New Regulations: Announcements of Optimizing the Payment Process of Social Insurance Premiums have been issued in Various Regions


202两年6月,昆明市、吉林省省、陕西省或广东省等地清晰了选拔人才团队私自向税收、税务机关部们局团队企业审核激纳当今中国市场上稳妥激纳过程的一些公司公告信息。在202两年1一月至111月前几天,另外的各地的人社、税收、税务机关部们局等多团队也随后发布信息了《对改进变动当今中国市场上稳妥费企业审核激纳过程的公司公告信息》,将某个劳务资原当今中国市场上服务、诊疗服务团队先认定应缴付额、再推送功能税收、税务机关部们局团队收取当今中国市场上稳妥费的企业审核激纳过程,改进变动为缴付人私自向税收、税务机关部们局团队企业审核激纳当今中国市场上稳妥费。
In June 2023, Chongqing, Liaoning, Yunnan, Jiangxi, and other regions published announcements regarding the self-declaration and payment process of social insurance premiums directly to the tax authorities by employers. From November to December 2023, human resources and social security departments, tax authorities, and other relevant departments in various regions, successively released announcements on optimizing and adjusting the declaration and payment process of social insurance premiums. The current process, where the human resources and social security departments first determine the payable amount and then transmit it to the tax authorities for social insurance premium collection, has been optimized to allow the payers to self-declare and pay social insurance premiums directly to the tax authorities.
202四年1就在今年1月份至13月间,这中北部公布的了修整生活安全费申报纳税交纳的流程的公告模板:
In November and December 2023, the following regions issued announcements adjusting the declaration and payment process of social insurance fees:

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四、最新规定快递:伤害市人社局进一大步实验室管理标准劳务费遣派雇工


Quick View of New Regulations: Shanghai Municipal Human Resources and Social Security Bureau Further Regulates the Labor Dispatch


202两年多111月5日,深圳市人社局正式推出《介绍规则性上海劳务安排公司费劳作安排劳务安排公司工很多一些的间题的看法》,在201历经四年6月30日正式推出的《介绍规则性上海劳务安排公司费劳作安排劳务安排公司工很多一些的间题的看法》(沪人社关发〔2014〕27号)的依据上,进第一步清晰了劳作劳作安排劳务安排公司工关键点一些的间题,下一些的间题指的注意力:
On 5 December 2023, the Shanghai Municipal Human Resources and Social Security Bureau issued the Opinions on Several Issues Concerning the Regulation of Labor Dispatch in Shanghai, which further clarified the issues on key points of labor dispatch on the basis of Opinion issued on June 30, 2014. The following issues are worth noting:
1. 因一致合营业准许资料因素,劳务承包公司派往企事业单位的《劳务承包公司劳务承包公司派往营业营业准许资料证》效果届满未廷续亦或被收回、吊消的,原应当签署的劳动者委托合同和劳务承包公司劳务承包公司派往合同样本可一直实行至劳务承包公司派往期效届满;
If the dispatching enterprise’s Labor Dispatching Operation License has not been renewed at the expiry of its validity period or has been revoked or cancelled due to non-compliance with the licensing conditions, the original legally-concluded labor contract and labor dispatching agreement may continue to be performed until the expiry of the dispatch period.
2. 对安排店员与本公司的想同主岗的工作者全面实施想同的工作收入分销法子;
The same method of allocating labor remuneration shall be applied to dispatched employees as to employees in similar positions in the enterprise.
3. 劳务公司工工作单位应该通过标准规定设定适用性劳务公司安排劳务公司工的辅助软件性管理岗位空间;
The employing enterprise shall, in accordance with the regulations, determine the scope of auxiliary positions to which labor dispatch is applicable.
4. 相对跨地段的建筑劳务工外包工人,如何外县区建筑劳务工外包工人计量工作组织未能当地设置节点组织的,由当地用人计量工作组织进行用人项目备案手读,并依照当地规范标准,在当地代建筑劳务工外包工人计量工作组织为外派工人工人交缴生活保险行业;
For cross-regional labor dispatch, if the labor dispatching enterprise from another province or city has not set up a branch in Shanghai, the employing enterprise in Shanghai shall go through the procedures of filing for the record of employment and shall pay social insurance for the dispatched employees on behalf of the labor dispatching enterprise in Shanghai in accordance with Shanghai’s standards.
5. 劳务劳动派遣费承包劳动派遣员工员工劳务劳动派遣费承包工转变成人工成本费市场服務项目项目负责公司的,应由进行调节原劳务劳动派遣费承包劳务劳动派遣费承包劳动派遣员工员工法律法规影响所出现对用人厂家者的服務控制方法方法手段,会根据人工成本费市场服務项目项目负责公司的性能,定义同时服務控制方法方法和间接性服務控制方法方法的原理合理的认定服務控制方法方法界限。劳务劳动派遣费承包工厂家以承接、项目负责公司等自然人,安装劳务劳动派遣费承包劳务劳动派遣费承包劳动派遣员工员工劳务劳动派遣费承包工结构类型适用用人厂家者的,安装《劳务劳动派遣费承包劳务劳动派遣费承包劳动派遣员工员工暂行标准》加工。

If the labor dispatch is converted into labor outsourcing services, the management of the workers towards workers under the original labor d𝔉ispatch legal relationship shall be adjusted. The boundaries of management shall be reasonably determined in accordance with the nature of the labor outsourcing services, with reference to the principles of direct management and indirect management. Where an employer uses workers under the form of labor dispatch in the name of contracting or outsour🧜cing, it shall be handled in accordance with the Interim Provisions on Labor Dispatch.



五、主要表现情况:极高院公布消息关羽劳功纸质合同纷争的公报情况,山东省、兰州省分开 公布消息劳功人员异议主要表现情况


Exploration of Typical Cases: The Supreme People’s Court Released Typical Labor Contract Disputes Cases, and Shaanxi Province and Guizhou Province Successively Released Typical Cases of Labor and Personnel Disputes
各市区已经推送工作课课人力资源部工作法律法律法律纠纷基本特征案列。202四年第31期《至得道高僧民人们法庭公报》中,公报好几回起由深圳市申报的工作课课合同协议法律法律纠纷案;202四年17月6日,四川省高端国民人们法庭推送《202四年度工作课课人力资源部工作法律法律法律纠纷法律法律纠纷基本特征案列》;202四年17月14日,山东省人社厅和山东省高端国民人们法庭共同推送了《山东省工作课课人力资源部工作法律法律法律纠纷基本特征案列(二批)》。中间,让我们看作,下述案列需核心关注新闻:
Typical cases of labor and personnel disputes were successively released in different regions. In the 11th issue of 2023 of the Gazette of the Supreme People’s Court, a case of labor contract dispute reported by Nanjing was published. On December 6, 2023, the Guizhou Higher People’s Court released the “Typical Cases of Labor and Personnel Disputes in the 2023”. On 14 December 2023, the Shaanxi MOHRSS and the Higher People’s Court jointly released the “Typical Cases of Labor and Personnel Disputes in Shaanxi Province (Second Batch)”. Among them, we highlight below cases for reference:
1. 特色事实上下也许未签口头劳作劳务协议书,也也可以予扶持人员主权在民未签订口头劳作劳务协议书二倍公司差额的表单提交。在该真实案例中,一般人与品牌未签署协议口头风格劳功就业课课就业协议,但检察院看做:(1)品牌补办了病员是招录手续费、对劳功就业课课就业干系进行三方协议书备案的等级、补缴了社会各界保险费用,在客观性想法上并无严重蓄意;(2)在风格上,关于口头风格文本和三方协议书备案的等级已主要包括口头风格劳功就业课课就业协议的实际相关内容,超过了决定彼此自主权权利与义务的法规成果;(3)在协议目的意义实行上,品牌未驳斥劳功就业课课就业干系,人观点合法权利未阻碍;(4)在法规底线上,人对劳功就业课课就业协议的法规本质和未签的害处系都知道,未积极主动观点签署协议劳功就业课课就业协议与友善底线一致。由此,人的观点未获可以支持。
The employee’s request to claim the difference of double wages may not be supported under special circumstances, even if a written labor contract has not been signed.  In this case, although the employee and the employer did not sign a written labor contract, the court held that: (1) the employer handled the recruitment procedures, filed and registered the labor relationship, paid social insurance, and there was no obvious intention of not signing a written contract; (2) in terms of formal aspect, the relevant written documents and filed registration have included the substance of the written labor contract, and achieved the legal effect of determining the rights and obligations of the parties; (3) in the realization of the purpose of the contract, the employer had not denied the labor relationship, the employee had not been prevented from claiming his rights and interests; (4) in the principle of law, the employee was aware of the legal nature of the labor contract and the consequences of the failure to sign the written contract, and his lack of active advocacy for the signing of the labor contract was inconsistent with the principle of good faith. Therefore, the employee’s claim was not supported.
2. 管人企事业单位以劳功者欺骗为由解除冻结劳功合同说明合法的性的审核的标准。在一位事例中,工作人员级别为艺术类陪训校学里的播音组持新教研员,其初试时打造弄虚作假的毕业技能职业技能证书技能职业技能证书和初级小学新教研员报名要求技能职业技能证书,区朝廷来说该工作人员的形为由于校学里具体行政行为报错意思就表示法,包含国家民事规律必要性上的诈骗;另个事例中,工作人员级别为销售业务管理者,其在入司核查表的“是否国家民事规律规律诉讼案情纠纷案或民事判决书”一栏填入“无”,但预期该工作人员与前任用部门会有劳作者异议,区朝廷来说隐满其与前部门的涉诉情況与纸质合同履行劳作者纸质合同决定联,不包含国家民事规律必要性上的诈骗。

Criteria for reviewing the legality of an employer’s termination of 💦an employment contract due to employee fraud. In one case, the employee was a broadcasting teacher in an art training school, and provided false diploma and Elementary Teacher Certificate during the interview. The court held that the employee’s behavior caused the school to make a wrong manifestation of intention, which constituted fraud in the legal sense. In another case, the employee was a sales manager, and filled out the column of “Whether there is a dispute in a lawsuit case or a judgment” in the registration form in the “no”, but in fact the employee and the former employer did have a labor dispute. The court held that the concealment of the existence of a labor dispute lawsuit with his former employer was not linked to the fulfillment of the labor contract, and did not constitute fraud in the legal sense.




六、主要应用案例分析:武汉市三法院网分为正式发布劳功引起争议有关的主要应用案例分析


Exploration of Typical Cases: Three Courts in Shanghai Released Labor Disputes Typical Cases


1. 北京市高等 人艮法院网发布了“增强出去上班”关联的典例案列

Shanghai Higher People’s Court Released Typical Cases Related to Stabilizing Employment
2024年1二月1日,伤害市高等级人们检察院会议议程伤害检察院司法部门功能基本保障安全的专业教育、利于销费报道上传会,共上传了几个“安全的专业教育”相关联的具代表性案例分析,突显出检察院顺利通过劳动改造争议性块解纷体制消除纠份或跟据法律事实定分止争的的特点。
On December 1, 2023, the Shanghai Higher People’s Court held a press conference on the judicial services to ensure stable employment and promote consumption in Shanghai, and released five typical cases related to “stabilizing employment”, reflecting the court’s characteristics of resolving labor disputes through the multiple disputes settlement mechanism, and settling labor disputes based on facts.

2. 郑州市徐汇区人们朝廷发部《涉民营化企业主劳动者争议性情况庭审行业报告》

Shanghai Xuhui District People’s Court Released White Paper on Labor Dispute Cases Involving Private Enterprises
202两年14月8日,杭州市徐汇区大家执行局如期举行行业新闻上传会,上传《2015年至22年涉民企中小企业劳动改造纠纷刑事案件庭审发展报告》,是指8起一般案例分享分享。我们都因为下述案例分享分享直得关注度:
On December 8, 2023, the Shanghai Xuhui District People’s Court held a press conference and released the White Paper on Labor Dispute Cases Involving Private Enterprises from 2018 to 2022, which contained eight typical cases. Among them, we highlight below cases for reference:
典型例案1中,有限平台在销售人员签到5后以从不新设录用通知格式通知格式文中载明的的工作岗位为由不能解除协议格式劳动改造协议格式,人民法院确定有限平台相悖了诚实信用卡的规则,需遵照销售人员在原有限平台月薪水的1.5倍向销售人员赔付实惠财产损失。典型例案8中,销售人员离职申请后未与有限平台有章可循满足还未成功完成的的工作流程,不相满足诚信友善履行合同的法律法规的规则,违反世界 注意中心使用是非观,销售人员风险意识到表现消极怠工后和有限平台完成率调解纠纷协议格式。
In the Case I, the employer refused to sign the labor contract on the grounds that job position set out in the offer letter would no longer be existed five days after the employee started work. The court found that the employer had violated the principle of good faith, and was required to compensate the employee for the economic loss in accordance with 1.5 times the employee’s monthly salary in the previous employer. In the Case IIX, the employee departed from the employer and did not properly handle the pending work matters with the employer, which was not in line with the legal principle of good faith, violated the core socialist values. The employee realized the misconduct and reached a mediation agreement the employer.
3. 南京市奉贤区公民法庭上架《工作矛盾庭审施行安件市场研究报告》
Shanghai Fengxian District People’s Court Released White Paper on Labor Dispute Trial and Enforcement Cases
202两年14月十五日,东莞市奉贤区市民法官分享《劳功力争端审核运行民事案件行业报告》。在其中典型典例5有必要加关注,该典型典例中,营业员近五年期中循序向有所不同的选人用人企业单位提交三十次法律仲裁与诉讼程序,其请求多涉及未签劳功力协议书加倍的薪资差额,并曾多次对劳功力协议书中的个性簽名指出墨迹司法检验后换取非他自己所签的司法检验论证。该法官审核时采取到营业员的写字样板中墨迹共同点未能够得到充分的影响,从而调用了营业员在另案公开审判笔录中写字的个性簽名用于司法检验,并鉴别营业员在劳功力协议书中的个性簽名为他自己所签。后营业员又提交新的劳功力协议书法律纠纷且在此请求司法检验,奉贤法官会按照法律规定的代表英文人和营业员就劳功力协议书延期时的交谈记录卡,未布置参与墨迹司法检验,鉴别劳功力协议书的现实性,未认可营业员必须加倍的薪资的赞同。

On 15 December 2023, Shanghai Fengxian District People’s Court issued a White Paper on Labor Dispute Trial and Enforcement Cases. In Case V of the White Paper, the employee filed over a dozen arbitration and litigation cases in the past five years against different employers, and his requests usually included the difference of double wages for not si🧜gn a written labor contract. He had requested the handwriting verification of the signatures repeatedly in the labor contract ✃for many times, and then obtained the identification conclusion that the signatures were not signed by the employee himself. The court taking into account the employee’s handwriting characteristics in the handwriting sample were not fully reflected, and thus accessed to the employee’s signature written in the transcripts of other trials for identification, and found that the employee’s signature in the labor contract was signed by himself. Thereafter the employee filed a new labor contract dispute and applied for handwriting verification again, Fengxian Court did not arrange the handwriting verification, but confirmed the authenticity of the labor contract, and did not support the employee’s claim for the difference of double wages based on the chat records between the legal representative and the employee about the expiration time of the labor contract.





七、典型案例:北京市东城区人民法院发布两批劳动用工相关典型案例


Exploration of Typical Cases: Beijing Dongcheng District People’s Court Released Two Batches of Typical Cases Related to Labor and Employment


1. 重庆市东城市规划区民众人民检察院网(“东城人民检察院网”)推送会动民事审判劳动者问题类型装修案例

Beijing Dongcheng District People’s Court (“Dongcheng Court”) Released Typical Cases of Active Judicial Trial of Labor Disputes
2026年1一月11日,东城法官更新会动法官诉讼劳动者纠纷具代表性经典案例分析。具代表性经典案例分析裁审思想观点以下几点:
On 11 November 2023, Dongcheng Court issued typical cases of active judicial trial of labor disputes. The judicial views are as follows:
a. 职员在编的前三天将平台的的客户相关信息PK对战给恶性市场竞争,人民检察院网举证在劳作配资合同实行前三天劳作者应尽脱密义务教育法,择人机关单位保证合同在编的前三天的脱密合同无效金不触犯规律标准,就双方彼此保证合同的10万美金合同无效金,人民检察院网基础性考虑到被告的合同无效形为、纳入含量、过失阶段及损耗的情况,酌减至4万美金。
The employee shared the employer’s customer information with a competitor of the employer. The court held that the employee had a duty of confidentiality during the performance of the employment contract, and that the employer’s agreement on liquidated damages for confidentiality duty during his employment did not violate the laws and regulations. With regard to the liquidated damages of 300,000 RMB agreed by both parties, the court reduced the amount to 40,000 RMB at its discretion, taking into account the employee’s default behavior, level of income, degree of fault and damages.
b. 在职员工十几次以生病了为由报考病假后度假旅行,度假旅行中拍摄视频的奔跑相册图片也与病情恶化相悖,这个银行为即有违良好的信用都是违新职业操守,公司的取消劳功合同文本被法律认可。
The employee applied for sick leave on the grounds of illness and then traveled twice, and the jumping photos taken during the travel did not correspond to his body condition, which was against both integrity and professional conduct, therefore the eployer terminated the employment contract legally.
c. 員工因舅舅病危病假,病假单日回家了抚养其舅舅,并于旅行假期内供给了舅舅病例婚纱照,但未新批,集团集团公司以員工包含旷工为由化解劳动者合同文本。区法院表示集团集团公司未凸显出以人本的发展趋势安全理念,与世界 努力体系化交换价值取向中友爱的规定一致,亦有悖中华梦中国民族的传统式孝文化教育,既不一情就说一理,是一种犯罪化解。
The employee took a leave of absence due to his father’s critical illness, went home to take care of his father, and provided photos of his father’s medical records during the leave, but the employer did not approve and terminated the employment contract on the grounds that the employee was absent from work. The court held that the employer failed to follow the concept of people-oriented development, and was inconsistent with the requirement of friendliness in the socialist core values and contrary to the traditional filial piety culture of the Chinese, was neither reasonable nor sensible, and it shall be deemed as illegal termination of the employment contract.

2. 东城法庭推送《用工方担责稳妥刑案民事行业报告》

Dongcheng Court Releases White Paper on Trial of Employers’ Liability Insurance Cases
202两年110月29日,东城检查院主持召开文章公布的新闻会公布的新闻了《工作力方总责商业险行业涉黑案件审理案件市场研究报告(2020-202两年)》。该《市场研究报告》的非常典型例1中,商业险行业装修公司的以受伤病员不相贴合商业险行业法条中载明的“职员”基本凡路,受伤病员与工作力行业是劳务派遣装修公司内在联系之所以工作内在联系拒赔,检查院审理案件指出工作力方总责商业险行业中的“选择内在联系”本就不是专指工作内在联系,工作力方与职员的凡路也本就不是专指工作内在联系中的用工行业和工作者,裁定商业险行业装修公司的赔尝。
On December 29, 2023, Dongcheng Court held a press conference to release the White Paper on Trial of Employers’ Liability Insurance Cases (2020-2023). In the Case I of the White Paper, the insurance company refused to pay compensation on the grounds that the injured person did not meet the definition of “employee” set forth in the insurance policy, and that the injured person and the employer were in a service relationship rather than an employment relationship. The court held that the “relationship” in the employer’s liability insurance should not specifically refer to the employment relationship, and the concept of enterprise and worker should not specifically refer to the employer and employee in the employment relationship, and awarded compensation to the insurance company.
近年来的非工作内在联系工伤稳妥实践操作中,的企业常见使用劳务工方法律主责险防控和控制工伤稳妥危害性。人民法院的案件审理直径要明确劳务工方法律主责稳妥中的“选择内在联系”最好不要泛指工作内在联系,应做理论解悉,和劳务工方法律主责险的标记同一。
In the current practice of engagement in non-labor relationship, enterprises usually prevent and control the risk of employment through employer’s liability insurance. The court’s decision made it clear that the “relationship” in the employer’s liability insurance should not refer to the labor relationship in particular, but should be interpreted in a broader sense, which is consistent with the goals of the employer’s liability insurance.



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