规定快运🏅：全国省下发文件“互高速联网络网+仲裁庭”3个游戏规则；湖南省发布新闻《湖南省生孩子保险行业妙招》
Quick View of New Regulations: Guangdong Released Three Regulations Regarding Arbitrations on&n📖bsp;Internet Platforms; Zhejiang Released the Provisions of Zhe𓄧jiang on Maternity Insurance
非常典型经典范例：国民司法局经典范例库添加9件劳动力引起争议经典范例
Exploration of Typical Cases: Nine Labor Dispute Cases Added to the People's Court Case Database类型成功应用案例：全国的总工会组织、伤害市发部涉工作质疑类型成功应用案例
Exploration of Typical Cases: All-China Federation of Trade Uni🌱ons and Shanghai Released Typical Labor Dispute Cases
主要表现的例子：苏州市颁布涉多元化用人劳功争执主要表现的例子
Exploration of Typical Cases: Beijing Released Typical Labor Disputes Concerning Diversified Employment Models典型案例：北京高院等3部门分享劳动就业问题刑案典范案例分析
Exploration of Typical Cases: Sichuan High Court and Three Departments Rel🍰eased Typical Labor Dispute Cases
一、新规快递：江西省编印“网络网+劳动仲裁”六个玩法；江苏省颁布《江苏省生二胎稳定方案》
Quick View of New Regulations: 🎀Guangdong Released Three Regulations Regarding Arbitrations on Internet Platforms; Zhejiang Released the Provis💞ions of Zhejiang on Maternity Insurance
1. 江苏省下发文件“互连网+仲裁庭”三种规定
Guangdong Released Three Regulations Regarding Arbitrations on Internet Platforms202四年6月19日，上海省劳功就业人力资源部异议劳功仲载庭编委会会起草说明《“互连网+劳功仲载庭”再线开庭守则（暂行）》《“互连网+劳功仲载庭”异步案件审理守则（暂行）》《“互连网+劳功仲载庭”电子器件劳功就业合约异议治理守则（暂行）》等5个守则（“三个规则”）。三大条件共性“车2.连接网络+诉讼”行为中的的身份资格认证、异步诉讼缘由、网络诉讼庭设计、电子器材设备设备劳动课配资合同证据的合法性条件、电子器材设备设备送到、电子器材设备设备卷宗等学术前沿原因，指明了中心关键环节的法律方法规范物上请求权和审批条件，界定了各种相关小程序流程图的支持界线，并就定期维护数据分析信息查询健康安全、确保工艺保持中立国胜利台保持中立国明确提出必须，就方法规范“车2.连接网络+诉讼”标准流程、增加开庭质量、利于新工艺与诉讼开庭小程序流程图重构成长极具积极向上重要性。On July 19, 2024, Guangdong Labor and Personnel Dispute Arbitration Committee released three regulations regarding arbitrations on Internet platforms, including Regulations on Online Hearing (Trial), Regulations on Online Asynchronous Hearing (Trial) and Regulations on Electronic Labor Contract Disputes Settlement (Trial) (“Three Rules”). Three Rules focus on frontline issues in arbitrations on Internet platforms, such as identity authentication, asynchronous hearing procedure, online arbitration tribunal arrangement, rules of evidence for electronic labor contracts, electronic mode of service, electronic documentation, etc.. Three Rules clarify the legal effect and audit rules of the key steps, define the application scope of the procedures, and clarify the requirements on protection of data and information, assurance the neutrality of technology and platform, which are of positive significance for standardizing the process of arbitrations at Internet platforms, enhancing the efficiency of hearings, and promoting the development of new technologies and arbitration procedures.
2. 江苏省分享《江苏省生孩子商业险措施》
Zhejiang Released the Provisions of Zhejiang on Maternity Insurance2023年6月1日，安徽省公民县政府官方网站更新信息《安徽省生二胎安全心思》（“《法》”）。《方案》确立：（1）叁加营业员关键医院商业商业险金的在营业员（含灵活多变择业工人）、获得失业者商业商业险金金工人同样叁加怀孕商业商业险金；（2）怀孕商业商业险金薪资收录怀孕医院价格和产小假期间的怀孕补贴，保持薪资标准不超过内地营业员关键医院商业商业险金薪资标准；（3）营业员网上申请怀孕补贴薪资时不在参保人员地连续性交费满6六八个月的可据具体待其交费满6六八个月后，参与迭代支出；（4）怀孕补贴根据营业员怀孕或是结束妇女妊娠时应在留人组织前年度营业员月一般公司剩以30天，再×需想受的产假日子计发。On July 1, 2024, the website of the People’s Government of Zhejiang Province released the Provisions of Zhejiang on Maternity Insurance (“Provisions”). The Provisions clarify that: (1) active employees (including flexibly workers) who participate in the employee basic medical insurance and those who entitle to unemployment insurance treatments shall participate in maternity insurance simultaneously; (2) maternity insurance treatments shall include maternity medical expenses and maternity allowances during the maternity leave period, and the treatment level shall not be lower than the level of the local employee basic medical insurance; (3) if an employee does not have 6 months of continuous contributions in the place where he/she participates in the insurance when he/she applies for the maternity allowance treatments, the maternity insurance treatments can be applied and retroactively paid after 6 months of continuous contributions; and (4) the maternity allowance shall be calculated based on the average monthly wage of all staffs of employee’s employer when giving birth or terminating a pregnancy (which shall be divided by 30 days and multiple by the number of maternity leave days).二、典型的范例：我们检察院范例库转入9件劳作争论范例
Exploration of Typical Cases: Nine Labor Dispute Cases Added to the People's Court Case Database自市民法院网例库（“实例库”）上限并向社会化盛开至今以来，已360检索50件劳动改造改造力改造争端犯罪案件，在这中仅9件于2025年八月新360检索出出入库。新出出入库的9件劳动改造改造力改造争端典例主要触及劳动改造改造力改造相互影响判定、竞业受限、劳动改造改造力改造相互影响更改的担责承担起等好几个方便。就在这中仅主要包括的裁审典例角度，我国理顺如下图所示：Since the Peoples Court Case Database (“Case Database”) was officially online and accessible to society, 50 labor dispute cases have been recorded, including 9 new cases added in August 2024. These newly added cases mainly involve the identification of employment relationship, non-compete restriction, and the responsibilities upon the termination of employment relationship. We summarize the key judicial perspectives from these new cases as follows:
1. 4件案例分析牵涉核定劳动改造内在联系，认证的管理处为人处事格、生活及结构从属性。
Four cases involve the confirmation of employment relationship, with the core focus on personal, economic, and organizational subordination.在某高纤的的平台诉崔某案中，执行局只能根据研发线司员工离职的工做方式、酬金领方式和对地方性法规工作制度的认真执行现状，申报该司员工离职与的的平台当中具有从属性，雇工机构的没办法能够签署合约承包商合约来避开的劳作课就业的问题的建成。在圣某诉某wifi网络技术的的平台案中，即便劳作课就业者变更登记为独立个体工商所户，但因为需得到的的平台雇工达成进行合作企业主公司的根本性工作管理，且酬金由的的平台雇工达成进行合作企业主公司肯定和付 ，执行局断定两人之间具有劳作课就业的问题。In the case of High Fiber Company v. Mr. Cui, the court determined that there was an subordination between the employee and the employer based on the nature of the work performed by the employee, the method of remuneration, and compliance with employer’ rules and regulations, and held that the employer could not circumvent the establishment of employment relationship by signing an outsourcing agreement. In the case of Mr. Sheng v. Technology Company, the court ruled that although Mr. Sheng was registered as an individual entrepreneur, the fact that he꧋ was under substantial management by the platform’ partner, Technology Company, and that remuneration was determined and paid by the Technology Company indicated an employment relationship.但在钱某诉某文化艺术山东新农商软件科技有限大集团大集团刑案中，司法局介定该网络信息视频主播与经济集团大集团互相不留存工作法实际积极意义上的从属性；秦某诉某汽年大集团刑案中，亦介定该配备的驾驶员一般都精通路线且驾驶技术过硬司機与网络平台机构不留存工作法实际积极意义上的决定性雇工和工作维护，不组合工作干系。However, in the case of Mr. Wang v. Cultural Media Company, the court found that the network streamer was not subject to the subordination typically associated with an employment relationship under labor law. Similarly, in the case of Mr. Qin v. Automobile Company, the court ruled that Mr. Qin, a driver providing online appointment chauffeur services, was not subject to the control and management associated with an employment relationship under labor law, and thus, no employment re﷽lationship was established.
2. 2件真实案例涉及到竞业受限制解约动作的核实。
Two cases involve the determination of breach of non-compete obligation.某生物枝术我司诉张某案例中，朝廷指明，竞业的束缚服务协议不允许的束缚非需承担保密安全协议法律义务教育法劳动改造者的自由就业权。在职员工离职张某的主岗为推拿按摩师，朝廷确定该在职员工离职不归应归“中二级标准化管理成员”和“中二级枝术成员”，其把控的的客户内容、售价计划书及培训班学科等的相关信息归应归选人用人企业单位的般合作经营的相关信息，亦不归应归“其他的需承担保密安全协议法律义务教育法成员”。In the case of Biotechnology Company v. Mr. Li, the court emphasized that a non-compete agreement cannot restrict the right of empl⭕oyees who do not have confidentiality obligations to independently choose their career. Mr. Li as a massage t𒁃herapist was found not to fall under the categories of “senior manager” or “senior technical personnel”. The information Mr. Li had access to, such as client lists, pricing schemes, and training courses, was deemed general business information of the employer, not classified as confidential.吴某诉某体育教育公司民事案件中，司法局判定劳作者在竞业制约期实现另一伴投入资金营运与原用人之长政府部门都存在激烈竞争的联系的中小型企业，是属于违规竞业制约的做法。In the case of Mr. Zhang v. Sports Company, the court ruled tha♕t Mr. Zhang violated ౠthe non-compete obligation by investing through his spouse in a business that competed with his former employer during the non-compete period.
3. 3件真实案例涉及到的劳动力影响的签署及关闭状况。
Three cases involve the establishment and termination of employment relationship.
● 费某诉他人力资源的平台案例中，费某为该平台导购员的直系亲属，该平台签订的虽与费某签约劳务派遣公司签订合同，但费某并不是打造其实劳动改造力，检察院认证未开发逼真劳动改造力的关联并不能品尝社会中人身险工资待遇。In the case of Mrs. Fei v. Human Resources Company, Mrs. Fei is the spouse of an employee of the HR Company who signed a service contract with the HR Company but d𒉰id not perform any actual work. The court ruled that there was no real employment relationship was establ🐽ished and that Mrs. Fei was not entitled to social insurance benefits.● 郭某等诉某科技公司案件中，法院综合企业资金运转困难及劳动和合法权益🧜及时兑现等事项，通过组织达成用人单位分期履行♏因解除劳动合同而达成的欠付工资和经济补偿金协议的调解方案。In the case of Mr. Guo. v. Technology Company, the court mediated an agreement allowing employer 🦋;to pay overdue wages and economic compensation in installments due to financial difficulties, ensuring the protection of employees’ legal rights and interests.● 某科技公𝔉司诉李某案件中，研发人员李某未提前三十日通知公司即自行离职，且辞职后拒不交接工作，用人单位通过启用备用方案、招聘人员、委托设计等措施补救，且因延误向第三方承担了违约责任。法院认定劳动者给用人单位造成损失，应当承担损失赔偿责任，综合考量研发时间、离职时间、员工工资等因素酌定赔偿5万元。In the case of Technology Company v. Mr. Li, Mr. Li, as a R & D personnel resigned without giving 30 days’ notice, refused to hand over work and caused the employer to incur breach of contract penalties due to delays. The court held that Mr. Li was liable for the em🧸ployer’s damages, and awarded damages of RMB 50,000, considering the development time, resignation date, and the employee’s salary.虽然，对例比对库任何劳动就业问题事件完整讲解各种用人事务提议，可参加和。For further detailed analysis of other labor dispute cases in the Case Database and practical employment recommendations, please refer to and .三、一般真实例真实例：湖北省总总工会、杭州市更新涉劳动课争执一般真实例真实例
Exploration of Typical Cases: All-China Federation of Trade Unions and Shanghai Released Typical Labor Dispute Cases2023年11月19日至14日，全中国总商会发表了全中国商会劳务派遣人员民法协助二十大常见案例，主要包括追回欠薪、工亡赔偿费、违法行为更改工作者三方合同、新就业问题形态特征工作者者的权益的保障等2个方便。里面，以下的裁审认识论需要要点喜爱：From August 19 to 20, 2024, the All-China Federation of Trade Unions released the Ten Typical Cases of Legal Aid Provided by Trade Unions for Employees, covering issues such as wage arrears, compensation for work-related death, unlawful termination of employment contracts, and the protection of legal rights and interests of workers in new forms of employment. The following judicial opinions are particularly noteworthy:
1. 郑某试用期某农服务销售量工厂管理主播视频事业上，工厂以管理困境为由告知书品牌的事业人员为止加班。𝄹法律规定仲裁栽决采用了企业工会为该品牌的事业人员计划的法律规定支援法律事务所的个人意见，觉得工厂兼备选拔人才方主题资格证，郑某服从组织工厂事业上计划且郑某事业上主要内容复合工厂金融业务範圍，具有劳动课的关系。
Mr. Zheng joined an Agricultural Product Sales Company as a livestream host, and the employer notified employees to stop working due to production and operation difficulties. The arbitration award adopted the opinion of the legal aid lawyer arranged by t꧙he trade union for Mr. Zheng, determining that the Company had the status of an employer, that Mr. Zheng complied with the Company’s work arrangements, and that his job duties fell within the scope of the Company’s business, thus confirming the existence of an employment relationship.
2. 跨专业外卖快餐岗位的解某在送外卖意外应急预案发病救援无用消失。司法局认可了工会组织为该企业员工制定的社会道德捐助岗位者的提出的意见，判定子工厂体现了管人工厂核心能力，解某按照其子工厂的标准做出入职上岗前训练、去考勤管理，并采用子工厂APP接收入货单，增配保持一致休闲服饰🔴及送货箱推进送货保险业务，以计件销售提成方式方法给薪酬结构，包含通常情况下劳作的关联优点，处决判定的存在劳作的关联。
Mr. Xie, who worked as a food deliveryman, suddenly fell ill and died while delivering an order. The court accepted the opinion of the legal aid counsel provided by the trade union and recognized that the Company had the status o♚f an employer, that Mr. Xie had received pre-employment training, clocked in for attendance, received orders via the Company’s APP, wore a uniform, and used a company-provided delivery box to carry out his works, receiving remuneration based on a piece-rate system. These factors met the ꦿcharacteristics of a general employment relationship, and the court ruled that an employment relationship existed.
2021年四月2日，郑州市嘉定区中国人民检查院更新《郑州检查院数字1实惠检察机关理论研究及应用（嘉定）研学基地市场研究报告》，并更新了十种先进典型情况。在“涉机构操作者法律规定的权利义务及有关的主体性财产权维护的事件”要素，下裁审见解直得内容私信：On July 2, 2024, the Jiading District People’s Court of Shanghai released the White Paper on Judicial Research and Practice in the Digital Economy by Shanghai Courts (Jiading Base) and announced ten typical cases. In the section on “Cases Involving the Statutory Duties of Platform Operators and the Protection of Related Subjects’ Rights and Interests”, the following judicial opinions are noteworthy:
3. 配送配送单位和谐台科持单位订立《分享条件加盟商服务于合同꧟书》，刘某与电商工作的平台科持单位订立了《分享条件加盟朋友们合同书》，厘清刘某是电商工作的平台科持单位为配送配送单位识别的整体地税业者，不带来劳动就业或劳务费派遣大公司承包输出相关的的。法院网人认为，因刘某由配送配送单位对其进行治理，有着严重不足的人身死亡事故依赖于性；刘某的稿酬本质特征由配送配送单位承担连带法律责任，有着需条件从属性，一审判决书配送配送单位与刘某带来劳务费派遣大公司承包输出相关的的。因电商工作的平台科持单位和刘某不带来劳务费派遣大公司承包输出相关的的，对刘某死亡♎事故也存有个错误，一审判决书配送配送单位需对出具劳务费派遣大公司承包输出时损伤引起的适宜盘亏中承担连带法律责任3万元的补偿法律责任。
A Transport Company and a Platform Company signed a “Shared Economy Service Agr🎉eement”, Mr. Liu and the Platform Company signed a “Shared Economy Partner Agreement”, clearly stating that Mr. Liu was an individual entrepreneur matched by the Platform Company to the Transport Company, and that no employment or service relationship was established. Given that Mr. Liu was managed by the Transport Company, he had weak personal dependency; his remuneration was essentially paid by the Transport Company, demonstrating a certain level of economic subordination, the court ruled that a service relationship existed between the Transport Company and Mr. Liu. Since there was no service relationship between the Platform Company and Mr. Liu, and the Platform Company was not at fault in Mr. Liu’s accident, the court ordered the Transport Company to bear RMB 50,000 as compensation for the reasonable losses incurred in provision of services.
4. 汤某在文化影视传煤我司出具的直播秀训练场地，采用我司出具的设施具备游戏主播直播，并那么得赞赏效率。法官鉴定，汤某的工作任务知识都是文化影视传煤我司的业务范围构成的部门，效率左右途径上符合要求劳动就业者改造的关联中按月缴纳劳动就业者改造回报的有特点，且汤某服从领导文化影视传煤我司的日常性标准化管♌理等，民事判决书𓆏确定汤某与文化影视传煤我司范围内会出现劳动就业者改造的关联。
Mr. Wang worked as an entertainment host at a livestreaming venue provided by a Media Company, using equipment supplied by the Company, and earned tips as a result. The court found that Mr. Wang’s job duties were part of the Media Company’s business production and operation, that the revenue-sharing model aligned with the characteristic of monthly wage payments in an employment relationship, and that Mr. Wang was subject to the daily management of the Media Co🦂mpany. The court ruled that an employment relationship existed betweeꦗn Mr. Wang and the Media Company.
四、典型性 装修案例库 装修案例库：深圳市颁布涉多块大洋雇工劳动改造异议典型性 装修案例库 装修案例库
Exploration of Typical Cases: Beijing Released Typical Labor Disputes Concerning Diversified Employment Models2028年8月份9日，长沙市向阳区国民法庭发表了7起涉多块雇工劳动者争执典例成功案例，牵涉到行业间混同雇工的负责履行、闪送雇工中举证负责分摊、网站雇工纷争调处工作措施等。这其中，低于裁审思想观点需要关键点青睐：On July 9, 2024, Beijing Chaoyang District People’s Court released seven typical cases of labor disputes concerning diversified employment models, involving the responsibility for mixed employment between enterprises, the burden of proof in crowdsourcing employment, and mediation of disputes on employment through platforms. Among them, the following judicial opinions are noteworthy:
1. 在界定工伤保险机构是不是会普遍存在混同工伤保险现状时，应由史实劳功进程启程，从劳功者与🌳有所差异机构间提现的依赖于性与📖从属性等层面实现综上答案，对于那些其实会普遍存在混同工伤保险现状的，应在重视被申请人含义的前提下，判令个工伤保险主题承载连同职责。
To determine whether there is mixed employment among the em🦩ployers, it shall be comprehensively judged based on the actual labor process, and from the subordination shown between the worker and different employer. And if it turns out that there is mixed employment, the multiple employers shall be determined to bear joint and several liabilities as claimed by the employee.
2. 用人企业组织以自主经营困难的为由退还遣派員工对不上合劳动就业者法下就能够退还的法定性现状，搭建犯法退还；🐭遣派企业组织此处现状下没有核验简单缓解与遣派員工的劳动就业者相互关系，专属犯法缓解，遣派企业组织应与用人企业组织相互之间承担者赔偿费责任心。
Return of a d🌜ispatched employee due to difficulty of business operation does not comply with the statutory grounds, and shall constitute a wrongful return. In that case, if the labor dispatch service provider directly terminates the labor relationship with the employee without any verification, it shall be deemed as a wrongful termination, and the labor d🐼ispatch service provider and the end user shall be jointly liable for the compensation.
3. 留人单位名称从网上平台违法分包分销销售业务后合理开展𒊎分销营销菅理工学院作的，不应仅以有着着“外包装合同协议”后重新违法分包为由，回应与用工者直ꦐ接有着着用工原因。
For the employer in charge of the operation and management of the distribution business after contracting such business from the platform, the empl🐲oyer shall not deny the labor relationship with the workers merely based on the argument that such business is subcon♊tracted again.
4. 管人政府部门按照兴办绑定公司，与劳作力者签订的劳作🍬力协议书时反复切换协议书主体结构的行为举动，会出现避免劳作力协🥂议书法第九4条的况，工做周期和签署紧固时间劳作力协议书的危害仍应反复运算，管人政府部门应与职工签署无紧固时间劳作力协议书。
If an employer establishes an affiliated enterprise and changes the subject of the labor contract with employees to the affiliated enterprise, it shall be deemed as a circumvention of statutory obligations. In this case, the employee’s service𝐆 year and the number of times of entering into fixed-term labor contracts shall be calculated consecutively, and the employer shall enter into an open-ended labor contract with the employee.
5. 遣派营业员行业与用人行业未为不符合因素的营业员激纳居住房个人公积金的既定问題的重任共同承担的起问題形成明确的約定而有争端时，应组合《民法典》的要求同时交易双方彼此犯错水平，知道遣派营业员行业和用人行业要共同承担的起的重任。If any dispute arises due to lack of clear agreement between the labor dispatch service provider and the end user on specific matters such as bearing of housing fund contributions for eligible employees, the liability of the labor dispatch service provider and the end user shall be determined based on the degree of fault of the two parties according to the Civil Code.五、典范事例：江苏高院等二部门披露劳动课争端案情典范事例
Exploration of Typical Cases: Sichuan High Court and Three Departments Released Typical Labor Dispute Cases202几年3月12日，上海高院、省司法部门厅、省人员资原时代性质量后勤保障厅一同开幕“人事部门庭审树优提质”行动首战院厅联席会，合力发表“人员资原时代性质量后勤保障人事部门执法监督、人事部门复议、人事部门庭审类型应用案例”。另外，下面的裁审论点值得购买重點关注公众号：On July 12, 2024, the Sichuan High Court and three departments held the first joint meeting of the “Administrative Trial Quality Improvement” campaign and jointly released “Typical Cases of Administrative Law Enforcement, Administrative Reconsideration, and Administrative Trials in Human Resources and Social Security”. The following judicial opinions are particularly noteworthy:1. 工伤认定公司员工对工作者水平最后一次检测总结提出异议的发定权利救济方法是向地方级工作者水平检测理事会会申请注册再检测，不以行政机关上诉。工作力者在岗位中感受到事故原因伤害值，确认为残废，残废平衡级别为评定费为七八级，工作力者拒不接受气该评定费目的并向人民人民法院挑起行政机关机关事务案件诉讼案案件诉讼案，标准撤消该评定费目的。人民人民法院确认工作力特性评定费联合会会就是不行政机关机关事务案件诉讼案国家机关，其所著出的工作力特性评定费是方法性平衡级别为评定费就是不行政机关机关事务案件诉讼案方式，不专属行政机关机关事务案件诉讼案案件诉讼案的受案超范围。如对刚开始评定费目的拒不接受气的，一个人申批评定费的基层单位亦或一个人可不可以向省、村民内蒙古自治区、行政区工作力特性评定费联合会会确立第三评定费一个人申批。The statutory remedy for work-related injured employee who disagrees with the initial assessment of their labor ability is to apply for a re-assessment by the Provincial Labor Ability Assessment Committee, rather than pursuing an administrative lawsuit. In this case, the employee was injured in a workplace accident, recognized as a work-related injury, and assessed with a disability rating of Grade 8. The employee disagreed with this assessment and filed an administrative lawsuit. The court ruled that the Labor Ability Assessment Committee is not an administrative authority, and the assessment is a technical grade evaluation rather than a specific administrative decision, thus falling outside the scope of administrative litigation. If the initial assessment is disputed, the employer and employee can apply to the Provincial Labor Ability Assessment Committee for a re-assessment.2. 已领域城乡人主要颐养人身险薪资的工作人员，在招用企业已按投建建筑活动活动交税社保等习惯为其交税公伤认定人身险费的事情下，也应适用性《公伤认定人身险实施条例》，应该剥夺公伤认定人身险薪资。Workers receiving basic pension benefits under the basic pension insurance for urban workers remain entitled to work-related injury insurance benefits under the Regulation on Work-Related Injury Insurance, provided that the employer has contributed work-related injury insurance (e.g. through construction project insurance) for them.
