出新规速递单号查询：《民营工🍌厂工厂控制工作员ജ记过处理条列》发布了，实验室菅理标准对民营工厂工厂控制工作员的记过处理相关事宜
Quick View of New Regulations: Regulation on Disciplinary Actions Against the Management Personnel of State-Owned Enterprises was Issued to Regulate Disciplinary Actions Against Managers of State-Owned Enterprises新政策出台速递单号查询：极限院上架《🌌法答网🅺经典答问（最后批）》，合肥、福建上架包含工伤认定保险金给奖励的位置性规则
Quick View of New Regulations: The Supreme People's Court Released the Sixth Batch of Selected Q&As, Tianjin Municipality and Shandong Province Issued Local Regulations Involving Payment Methods and Insurance Benefits Regarding Work-Related Injury Insurance具代表性案例库分享：郑州市海淀人民检察院及西ไ城人民检察院发布的劳动力人力资源部纠纷案件具代表性🅺案例库分享
Exploration of Typical Cases: Beijing Haidian District People’s Court and Xicheng District People’s Court Released Typical Cases of Labor and Personnel Disputes其最典型的性成功案例分享：江西省杭州中院及长沙 中院上线劳作纠纷情况其最典型的性成功案例分享
Exploration of Typical Cases: Shenzhen Intermediate People’s Court of Guangdong Province and Guangzhou Intermediate People's Court Released Typical Cases of Labor and Personnel Disputes
典型情况示范情况库：最底检、重庆、杭州等部分地区上架劳动课争议性对应的典型情况示范情况库
Exploration of Typical♏ Cases: The Supreme People’s Procuratorate, Tianjin Municipality and Shanghai Municipality and other Several Different Regions Released Typical Labor Dispute Cas𓆉es
一、新政策出台快运：《国有制控股公司经营人行政记过处分条律》正式发布，制约对国有制控股公司经营人的行政记过处分适宜
Quick View of New Regulations: Regulation on Disciplinary Actions Against the Management Personnel of State-Owned Enterprises was Issued to Regulate Disciplinary Actions Against Managers of State-Owned Enterprises2028年的五月份21日，国务院办公厅颁布《国有控股中小企业安全管理人数记过条列》（“《法律法规》”），自202历经四年5月1日起出台。《的规则》在线阅读共7章52条，指定进那步保持完善国有控股各个品牌各个品牌菅理考生监督菅理制度约束制度，规范起来对国有控股各个品牌各个品牌菅理考生的记过处分情况说明。具体实施来说 ：On May 21, 2024, the State Council issued the Regulation on Disciplinary Actions Against the Management Personnel of State-owned Enterprises ("Regulation"), which will take effect on September 1, 2024. The Regulation, consisting of seven chapters and 52 articles, aims to regulate the disciplinary action for those personnel in managerial positions of state-owned enterprises (“SOE”) (“SOE Management Personnel”). Specifically:1.&nꩲbsp;《条例》明确了适用对象的范围，沿用《中华人民共和国监察法实施条例》对国有企🐻业管理人员的界定。本规程适用作于“集体所有制土地制造业行业治理员任免行政院校、院校”依照年轻干部治理访问权限对集体所有制土地制造业行业治理员制简单的处罚，不同于监督检查行政院校对集体所有制土地制造业行业治理员制简单的政务服务处罚。The Regulation clarified the scope of application, following the definition of SOE Management Personnel set out in the Regulation on the Implementation of the Supervision Law of the PRC. The Regulation applies to the disciplinary action made by the “SOE Management Personnel appointment and removal organs 💞and institutions”, which is different from the disciplinary actions made by the supervisory organ.2. 《的规则》要求了对国家股商家维护人群记过的常见及记过期等内容。《的规则》第五条和八条对记过记过的分类及记过记过期进行厘清，包涵一下六类：警示，6六六三个月；记过，12六六三个月；记大过，18六六三个月；降职，24六六三个月；撤职，24六六三个月；解聘。对待“记过记过期”，给出《的规则》3十八条，国有土地制造业企业治理人士遭到解聘意外的记过记过，在记过记过期限内有悔改主要表现且并没有“再犯”事实上的，记过记过期限后记过记过会自动移除，检查、成为等不需要受影响力；但降回、撤职移除后，不复原原领导职务、职级、层面、主岗和办事员层级、职称评定、酬薪福利待遇层级等。The Regulation set out the types and the periods of disciplinary action against SOE Management Personnel. Article 7 and 8 of the Regulation specified the types and periods of disciplinary action, including the following six categories: warning for 6 month, recording of a demerit for 12 months, recording of a serious demerit for 18 months; demotion for 24 months; removal from office for 24 months; and discharge from employment. For the "disciplinary period", according to Article 37 of the Regulation, where a SOE Management Personnel subject to disciplinary action (other than discharge from employment) shows repentance during the period of disciplinary action, without committing another violation, the disciplinary action will be automatically lifted upon expiration of the period of disciplinary action. After a disciplinary action is lifted, promotion t🤪o a higher grade of the salary scale, a higher rank or post shall no longer be affected by the former disciplinary action. However, the lift of a disciplinary action for demotion to a lower rank or removal from office shall not thus be deemed as the reinstatement in the former rank💟 or post.3. 在有关的国有制各个企业监ꦇ管考生违法乱纪和追究问题，《条列》将原散出🦋现在法律规范规范、党政文书中的包括标准去了收集整理和各类。《法规》将《政务信息记过法》最后章光于触范哲学想要（第十二点 18条）、触范聚集软件（最后10条）、触范廉洁自律想要（最后第十条）、触范薪资操作工作任务问责制度（最后第十条）、违规行为表现开始和陆续体验营利性行动（最后十五条）、侵扰服务质量目标合理合法权利和社会化服务性利于（最后 18条）各种触范工作任务想要（最后第十九条）等七类犯罪况，具变成51项犯罪行为表现；并将《光于规范起来中共中央单位货易操作工作任务严防各项假的货易的信息》不来陆续体验某些利于直接关系单位间开始的无商用最终目的的货易业务部（第十二点条）、不来开始不管什么的形式的融资需求性货易（第二步条）等犯罪况在法规中完成了照应和确立。Regarding the illegal activities and accountability of SOE Management Personnel, the Regulation organized and categorized the main provisions previously scattered across laws, regulations, and party and government documents. The Regulation set out 51 specific illegal behaviors based on the seven types of violations outl🐻ined in Chapter 3 of the Law on Administrative Sanctions for Public Officials, including violations of political requirements (Article 28), organizational procedures (Article 30), integrity requirements (Article 33), salary management systems (Article 35), engaging in or participating in profit-making activities (Article 36), infringing on the legitimate rights and interests of service recipients or the public interest (Article 38), and work requirements (Article 39). Additionally, the Regulation echoed and clarified the illegal activities specified in the Notice on Regulating Trade Management of Central Enterprises and Prohibiting Various Forms of False Trade🍸, such as prohibiting trade activities with no commercial purpose between enterprises with specific interest relationships (Article 2) and prohibiting any form of financing trade (Article 4).值当加关注的是，为了更好地在到落到位《条列》的工作中保障不犯罪《工作改造合作合同书法》等相关联国内的法律法律中规程，国有制客户需要考虑到依据《条列》中规程的犯罪的行为及及表示的行政处分好处，在任用的的单位室内行政规范性文件管理系统中给以中规程，以与工作改造法律中规程中关羽在职员工明显犯罪任用的的单位行政规范性文件管理系统需要更改工作改造合作合同书的中规程相链接。It is noteworthy that, to ensure the compliance of the Labor Contract Law and other relevant labor laws during the implementation of the Regulation, SOEs may consider incorporating (or referring to) the illegal behaviors and corresponding sanctions stipulated in the Regulation into their internal rules and policies, in order to align with the rules under the labor laws that permit the termination of employment for serious violations of the employer's policies.二、规程速递单号查询：高院上线《法答网选萃答问（6批）》，深圳、江西上线设及公伤保费付薪资的地儿性规程
Quick View of New Regulations: The Supreme People's Court Released the Sixth Batch of Selected Q&As, Tianjin Municipality and Shandong Province Issued Local Regulations Involving Payment Methods and Insurance Benefits Regarding Work-Related Injury Insurance
1. 得道高僧民法庭公布《法答网精選答问（第6批）》
The Supreme People's Court Released the Sixth Batch of Selected Q&As2028年6月13日，是较高的院发布信息《法答网精典答问（第九六批）》，这之中一些问题2为“管人院校与劳作者联续三次签订加固有效诉讼时效内劳作委托补充协议协议，届满后管人院校对续签无加固有效诉讼时效内劳作委托补充协议协议是否是享受选用权？”是较高的法的问题解答工作建议而言，在已要具备劳作委托补充协议协议法第九四条线中规定的要签订无加固有效诉讼时效内劳作委托补充协议协议的条件的情况报告下，劳作者续签无加固有效诉讼时效内劳作委托补充协议协议的支配权应该给予基本保障，若是 管人院校不赞同续签委托补充协议协议，要需承担违法行为化解或再次执行的法律规定不良影响。The Supreme People's Court released the sixth batch of selected Q&As on June 13, 2024, in which Question 2 was "if employers and employees have concluded two consecutive fixed-term employment contracts, does the employer have the right to choose to renew the open-ended employment contract after the expiration of the term?" Reply of the Supreme People's Court considered that the right of employees to renew an open-ended employment contract should be protected when the conditions for concluding an open-ended employment contract as stipulated in Article 14 of the Employment Contracts Law have been met, and that if the employer does not agree to the renewal of the contract, the employer shall bear the legal consequences of unlawful termination or continuation of the performance of the contract.
2. 天津市公布涵盖伤残保费付款侍遇的平台性相关规定
Tianjin Municipality issued local regulations on the payment methods and insurance benefits related to work-related injury insurance深圳市人社局于2023年6月颁布了《有关进一个步骤清晰明确伤残保障服务支出有关故障 的告知书》（“《控制》”）。通知单精准定位工伤事故认定保障侍遇付常有故障 ，供深圳市处理工伤事故认定保障侍遇纠份该案件时成为参看。The Tianjin MOHRSS issued the Notice on Further Clarifying Issues Relating to the Payment of Work-Related Injury Insurance Benefits ("Notice") in June 2024. The Notice focuses on common issues regarding the payment of work-related injury insurance benefits, and is intended to be used as a reference for dealing with work-related injury insurance benefit dispute cases in Tianjin.《知会》对用工工作行业未如期为教营业员办理流程残废事故认定认定保障服务公司费用社保、教营业员报名参加残废事故认定认定保障服务公司费用后用工工作行业断断续续付费、用工工作行业未依照法律规定足够代缴残废事故认定认定保障服务公司费用费、残废事故认定认定教营业员常规复查鉴定结论残废等级分形成改变时咋样更改残废事故认定认定保障服务公司费用福利、教营业员频繁形成残废事故认定认定时的残废事故认定认定保障服务公司费用福利各种残废事故认定认定保障服务公司费用福利中“自身公司”的测算等的状况来进行了完整阐述，《知会》为大连市用工工作行业在操作残废事故认定认定保障服务公司费用福利及相应的的状况方便，出示了统一性性的参考使用与指导书。The Notice provided detailed explanations on several issues, including employers' failure to timely participate in work-related injury insurance for its employees, employers’ suspension on the contribution of work-related injury insurance after its employees are covered by the work-related injury insurance, employers' failure to fully / timely contribute work-related injury insurance as required by law, adjustments to work-related injury insurance benefits when the disability grade of an injured employee changes upon re-examination, benefits for employees who suffer multiple work-related injuries, and the calculation of "individual wages" in work-related injury insurance benefits. The Notice offered substantial guidance and reference for employers in Tianjin in handling work-related injury insurance benefits and related matters.
3. 广东正式发布指定行业人数单人身险参与工伤认定人身险的部位性标准规定
Shandong Province issued local provisions on participation in work-related injury insurance for specific employees with the single insurance type2028年8月30日，贵州省人社厅等7团队下发了《超龄人和实习期我们等特殊上岗人报考公伤保险费用最好的办法（试点）》（“《法子》”），进一部分布各项用工行业公伤事故危险，推动就业众人公伤事故商业稳妥全遍布，将从2025年1月1日起施行。《妙招》将超龄师、岁16岁的就业高校毕业实习的学生及见习行业见习师、就医规培医学科研大学科研生、月嫂服务于服务于师等4类师列为公伤事故商业稳妥有效保障领域。On May 30, 2024, the Shandong MOHRSS and seven other departments issued the Measures for the Participation of Specific Workers such as Over-Age Personnel and Intern Students in Work-Related Injury Insurance (“Measures”), to further spread the risk of work-related injuries in various types of employers and to promote the full coverage of work-related injury insurance for the occupational groups, which will be implemented as of July 1, 2024. The Measures include four categories of personnel under the coverage of work-related injury insurance, including over-age personnel, internship students of vocational colleges/universities and trainees of apprenticeship units over the age of 16, postgraduate students undergoing resident standardization training, and domestic helpers.还有就是，云南省、济南市、海南岛省、贵阳市相应广东省等地也就非劳动改造直接关系员举办工伤认定商业险印发了类试的政策文件。（参考）In addition, Zhejiang Province, Shanghai Municipality, Hainan Province, Chongqing Municipality, and Anhui Province have also issued similar policies on the participation of non-labor relations in industrial injury insurance, and you may refer to the “”.三、具代表性应用案例库：青岛海淀区人民检察院及西城人民检察院公布劳动者人员纠纷案件具代表性应用案例库
Exploration of Typical Case: Beijing Haidian District People’s Court and Xicheng District People’s Court Released Typical Cases of Labor and Personnel Disputes2026年的5月16日，苏州海淀区司法局闭幕“工作者者人员争端性庭审市场研究报告（2030年度-202五年度）”上传会，上传了2030年度至202五年度八件工作者者人员争端性的一般范例。范例涉及到裁审街接、台港澳在大陆就业前景什么情况下具有工作者者关系的的介定、工作者者者离岗前新职业健康保健常规检查、片花撤销工作者者委托合同、家用会议室、整形满期解雇工作者者者和选拔人才厂家与工作者者者竞业限制保证合同等多见难题。进来，小编指出可以重中之重提示卡的范例有：On May 16, 2024, Beijing Haidian District People’s Court held a press conference on "White Paper on Labor and Personnel Dispute Trials (2020-2023)". During the event, eight typical cases of labor and personnel disputes from 2020 to 2023 were presented. The cases involved common issues such as the connection between adjudication and trial, the determination of whether the employment in Mainland of China by individuals from Taiwan, Hong Kong and Macao constitutes a labor relationship, pre-departure occupational health examinations for employees, advance notice for termination of labor contracts, remote work, dismissal of employees after the expiration of medical leave, and non-compete agreements between employers and employees. Among these, we believe the following cases merit special attention:1. 劳功者电影预告消除到期，用人之长企业单位延后办岗位交接，劳功者可以需求核对劳功相互影响以及消除。劳功报酬就业者提早30日向某子企业递交自动离职意见书后，某子企业拖延症申请上班交接，劳功报酬就业者发送的30天剧情介绍接除满期之时届至时，造成当事人劳功报酬就业的关系接除的法律解释局面。Upon the expiration of the notice period for 𝕴termination initiated by the employee, if the employer delays the handover process, the employee has the right to request confirmation that the labor relationship has been terminated. After the employee submitted a resignation letter to a company 30 days in advance, the company delღayed the handover process. When the 30-day notice period expired, the legal consequence of the termination of the labor relationship between the two parties occurred.2. 选人择人标准具有择人运行权，居家养老服务办公场所条件下，劳动者就业者仍应听从选人择人标准的行政机关择人运行，在运行期限内正常值提高劳动者就业。某企业拟定所有职工居室办工，劳作就业改造者未严格执行某企业就“事情时刻在办工系统软件中就算发送企业图片信息，高达2次给予提醒将给予辞退”的归定，法庭确认培养人才组织以情况严重违背企业劳作就业改造规则为由与劳作就业改造者接触劳作就业改造干系正确违法。The employer has its right to manage the employment, and employees working from home are still required to comply with the employer's lawful management of employment and provide labor normally during working hours. A company arranged for all employees to work from home. An employee failed to comply with the company's regulation that required "immediate response to company messages on the office software during working hours, with dismissal after more than two written warnings." The court found that the employer's termination of the labor relationship with the employee on the grounds of serious violation of company labor discipline was reasonable and lawful.3. 业务任务者因身患同或因工负伤，医疗设备届满后并不能去做原业务任务时，用工部门应该先按照业务任务者的体现况给业务任务者自行决定规划业务任务职位。某品牌在劳作改造者诊疗机构到期后未的另外制定本职工做职位，仅以劳作改造者具有诊疗机构到期后重新递交假条的个人行为，直观推定劳作改造者必须不许去做选拔人才厂家的另外制定的本职工做，径行辞退劳作改造者，搭建违法乱纪接除劳作改造相互关系。When employees are unable to perform their original job due to illness or non-work-related injury after the expiration of the medical treatment period, the employer should first arrange another job position for the employee based on their physical condition. A company, after the expiration of the employee's medical treatment period, did not arrange another job position and directly presumed that the employee could not perform the newly arranged job based solely on the employee's continued submission of medical leave notes. The company then proceeded to dismiss the employee, which constitutes an unlawful termination of the labor relationship.还有，202四年12月1日北京市西城人民法院审结过首个适用性2024年的修订版《装修公司法》（“新我司法”）1期满守则犯罪案件，该案给出《极限老百姓法庭有关于符合〈燕赵老百姓共合国我司的法〉时间段合作的若干意见相关归定》，守法符合新我司的法第54条的相关归定，在我司的不是清偿期满政府债务的状况下，我司的或许已期满债务的债务人准许要已认缴入资但未届入资贷款时间的债款人前提上缴入资。新我司的法1期满守则在该案中的符合，做到出本国在守法护理债务人共同利益，发展债务人与债款人合法权上的重大的进步奖。In addition, on July 1, 2024, Beijing Xicheng District People’s Court concluded the first case applying the accelerated maturity rule under the 2023 revised Company Law ("New Company Law"). The case was adjudicated in accordance with the Several Provisions of the Supreme People's Court on the Temporal Effect of the Application of the Company Law of the People's Republic of China, and applied Article 54 of the New Company Law. Under this provision, in situations where a company is unable to repay its due debts, the company or the creditors of the due debts have the right to demand that shareholders who have subscribed but not yet paid their capital contributions to pay their contributions in advance. The application of the accelerated maturity rule under the New Company Law in this case demonstrates significant progress in China’s efforts to legally protect creditors’ interests and balance the rights of creditors and shareholders.四、主要表现非常典型材料：江苏省北京中院及武汉中院披露劳动课争论重大案件主要表现非常典型材料
Exploration of Typical Case: Shenzhen Intermediate People’s Court of Guangdong Province and Guangzhou Intermediate People's Court Released Typical Cases of Labor and Personnel Disputes202多年五月1日，海南省省苏州中院推出了八个工作争论主要表现典例。202多年五月16日，海南省省郑州中院会议议程“郑州法庭工作争论事件审理市场研究报告暨主要表现典例”社会新闻推出会，并推出了工作争论合同纠纷前十主要表现典例。这其中，各位判定能够 重点是建议的典例有：On May 1, 2024, Shenzhen Intermediate People's Court of Guangdong Province released six typical labor dispute cases. On May 16, 2024, Guangzhou Intermediate People's Court of Guangdong Province held a press conference to release the "White Paper on the Adjudication of Labor Dispute Cases by Guangzhou Courts and Typical Cases," and published ten typical labor dispute cases. Among these, we believe the following cases merit special attention:1. 某物产有限集团装修单位《汽车贺驶员服务管理机制》载明汽车贺驶员显示器得到有限集团装修单位误报信三遍（含）以内的都专属于加重违背有限集团装修单位问责制度管理管理机制。该有限集团装修单位以某汽车贺驶员上岗后近历经四年具有禁止有限集团装修单位派车合理安排等犯罪行为共得到3次误报信为由接触了劳功协议书。法庭看作时要件是“相减式惩罚”机制也可以注册的有需要状况，而该机制未设备惩罚年限、未会给予劳功者改正和消减错误的就会，太过严格要求，故确定有限集团装修单位都专属于违纪接触劳功协议书。The Driver Management System of a materials company stipulates that drivers who receive three or more warning letters from the company cumulatively are considered to have seriously violated the company's rules and regulations. The company terminated the labor contract with a driver who had received three warning letters over nearly four years for refusing dispatch orders of the company and other behaviors. The court held that the temporal requirement is a necessary condition for the "cumulative punishment" system to be valid. Since the system did not set a punishment period and did not provide the employee with an opportunity to correct and eliminate the misconduct, it was deemed excessively harsh. Therefore, the court determined that the company had unlawfully terminated the labor contract.2. 某集团集团企业安全运行营业员的个身份证的信心注册网站及实名登记安全申请认证验证资质安全申请认证了自传媒系统支付宝银行帐户，集团集团企业以该营业员试用期离职后未向集团集团企业交还该游戏账号密码为由主见索赔社会经济实惠毁损。检察院介定支付宝银行帐户系营业员安全运行个的信心实名登记安全申请认证验证资质安全申请认证，集团集团企业还应先要代为办理受贿支付宝银行帐户实名登记安全申请认证验证资质安全申请认证的变更申请资质或完后开户新的民商事方支付宝银行帐户并顺利完成支付宝银行帐户信息的转迁，营业员为服务工作中财产权及禁止发律概率而未将受贿游戏账号密码交予集团集团企业具备有正当行为申请理由并无个错误，免向集团集团企业索赔社会经济实惠毁损。A company used an employee's personal identification information to register and verify a social media platform account. The company claimed compensation for economic losses on the grounds that the employee did not return the account to the company after resignation. The court determined that the account was verified by using the employee's personal information. The company should first handle the change of real-name verification for the account in question or open a new commercial entity account and complete the migration of account content. The employee had justifiable reasons and no fault for not handing over the account to the company, as it was to protect his own rights and avoid legal risks. Therefore, the employee is not required to compensate the company for economic losses.3. 营业员试用期试用期离职在试用期试用期离职前专门核实了司企业财务部部本年度会不有年尾奖，在企业财务部部确定答案不能年尾奖接下来营业员试用期试用期离职与司所签《注销劳动课力合作合同文本服务离婚合同书书》。但在营业员试用期试用期离职试用期试用期离职后，司向营业员试用期试用期离职原部门乃至每一位工人的在营业员试用期试用期离职申请了本年度的年尾奖。人民法院看做《注销劳动课力合作合同文本服务离婚合同书书》中“不会出现某些未微信支付行业资金”的规定，系营业员试用期试用期离职基本概念司忽悠后引起的误区理解，是重大事件幸灾乐祸，裁定注销该规定合同法，司需由营业员试用期试用期离职微信支付行业本年度的年尾奖。Before resigning, an employee specifically inquired with the company's finance department about whether there was a year-end bonus for the previous year. After the finance department explicitly replied that there was no year-end bonus, the employee signed the "Agreement on Termination of Labor Contract" with the company. However, after the employee's resignation, the company issued the previous year's year-end bonus to the employees who remained in the employee's original department. The court held that the clause in the "Agreement on Termination of Labor Contract" stating "there are no other unpaid amounts" was based on the employee's misunderstanding induced by the company's misleading information, constituting a significant misunderstanding. The court ruled to rescind this clause, and the company was required to pay the employee the previous year's year-end bonus.五、典型性性情况：最快检、重庆、济南等各地发布新闻劳动力热议相关的的典型性性情况
Exploration of Typical Case: The Supreme People’s Procuratorate, Tianjin Municipality and Shanghai Municipality and other Several Different Regions Released Typical Labor Dispute Cases202四年10月21日，最高的检《检察机关日报·心镜月刊》正式发布了三起中小企业重要性位置工作员其伤害中小企业利润，判处处行政职位霸占罪的例子。例子中展现出总部员工以失实合同书及授权委托书汇款办法霸占总部财产，以虚设总部、虚增在线交易阶段的办法窃取总部钱款，和顺利通过“低买高卖”赚的差价的手段，严峻其伤害了中小企业的利润，形成行政职位霸占罪。On May 21, 2024, "Procuratorate Daily · Mirror Weekly" of the Supreme People's Procuratorate published three cases where key personnel in private enterprises were convicted of the crime of embezzlement for infringing on the interests of their companies. The cases demonstrated that employees embezzled company assets through false contracts and entrusted payment methods, siphoned company funds by setting up fictitious companies and inflating transaction steps, and engaged in "buy low and sell high" schemes to earn price differences. These actions severely infringed on the interests of the enterprises and constituted the crime of embezzlement.202四年6月6日，石家庄高院与石家庄市人社局协同发布公告工作中病员是争论典型的例子的例子，牵扯新转正普通员工在当年度的带薪年休假、证实工作中干系刑案的仲载有效期、未与病员是行政管理总监续签口头工作中承包合同的二倍员工工资确认、工作中者修养日线上销售工作中的长期加班确认、违范竞业受到限制任务的确认标准，各种网洛主播平台的工作中干系确认重大事项。On June 6, 2024, the Tianjin Higher People's Court and the Tianjin MOHRSS jointly released typical cases of labor and personnel disputes. These cases involve issues such as paid annual leave for new employees in their first year, the arbitration limitation period for cases confirming labor relationships, the determination of double wages for failing to renew a written labor contract with a HR and administrative officer, the recognition of overtime for employees working online on rest days, the criteria for determining violations of non-compete obligations, and the recognition of labor relationships for online streamers.2026年6月13日，北京市高院更新“202五年度北京市法庭前十涉民声典范例案”，在这其中例案1中，我司的因销售人员乙型肝炎被取消任用诬告陷害了销售人员的公平就业创业率权，结构就业创业率年龄歧视；例案6中，工作者和我司的约好分期贷支付款员工工资但我司的方在诉讼中不认同感的，是可以选用资产高速度续签机制。On June 13, 2024, the Shanghai Higher People's Court released the "Top Ten Typical Cases Involving People's Livelihood in Shanghai Courts for 2023." In Case 1, a company was found to have committed employment discrimination by canceling the employment of an employee due to hepatitis B, thereby infringing on the employee's right to equal employment. In Case 6, where the employee and the company had agreed on installment payments of wages but the company did not acknowledge this agreement during the trial, the debt acceleration rule could be applied.2028年6月21日，江苏省上海检察院会议议程202两年度劳动力者人事工作异议民事中国十大其最典型的案例分析资讯推出会，覆盖了工作岐视、劳动力者劳务报酬标准评定、设定正常上班的位置的适当合理边界线，已经可用于竞业控制责任的适格层面等内容。On June 21, 2024, Kunshan People's Court of Jiangsu Province held a press conference to release the "Top Ten Typical Cases of Labor and Personnel Dispute Adjudication for 2023," covering issues such as employment discrimination, the determination of labor remuneration standards, the reasonable boundaries for adjusting work locations, and the eligible subjects for applying non-compete obligations.2021年6月27日，深圳中院综合市人社局、市总总工会之间上传劳动力课课异议基本特征应用案例，相关择人的的单位调长免费体验期类属违规协商免费体验期，或劳动力课课者提供了恶意信息内容入岗，的的单位应在科学限期内立即复核等关键点劳动力课课法现象。On June 27, 2024, Xi'an Intermediate People's Court, in conjunction with the Xi’an MOHRSS and the Municipal Federation of Trade Unions, jointly released typical labor dispute cases. These cases involve key labor law issues such as the illegality of employers extending the probation period beyond the agreed terms, and the requirement for employers to promptly verify false information provided by employees within a reasonable period.
