2022-05-10
海问劳动法双月报
作者：
刘宇翔
吴琼
Summary
小编文献综述
法规快递：国家修订职业教育法，对特困行业实行社会保险相关优惠政策，修改个人所得税专项附加扣除操作办🐲法
Quick View of New Regulations: Revised Vocational Education Law Adopted, Preferential Socꦐial Insurance-related Polici﷽es Carried out for Industries in Dire Straits, and Operating Measures of Special Additional Deductions for Individual Income Tax Revised
新政策快递：上海个税设定人𝓡社局财政处分裁量系数表，上海及吉林发表设定劳动改造纠纷劳动仲裁辖区的城市规程
Quick View of New Regulations: Beijing Issued the Benchmark Sheet of Municipal Human Resources and Social S♔ecurity Bureau for Administrative Penalty Discretion; Beijing an༒d Liaoning Issued Notice on Adjusting the Jurisdiction of Labor Dispute Arbitration Cases
新政快递：山东、广西省这两地修编《常住人口与年度计划养育条律》，河南和上海调节低月薪要求
Quick View of New Regulations: Fujian and Guangxi R💙evised Regulations on Population and Family Planning, Hunan and Sichuan Adjusted Minimum Wage Standards
典例案例库：最低群众人民司法局网发表的涉择业偏见相关的明显 装修案列分析，广州海淀区人民司法局网发表的3则男干部职工休陪产假的明显 装修案列分析，东莞高院等人民司法局🍎网发ꦍ表的劳动课争论明显 装修案列分析
Exploration of Typical Cases: The Supreme People’s Court Released Typical Cases Concerning Employment Discrimination; Beijing Haidian District People’s Court Published 3 Typical Cases Relevant to Paternity Leave for Male Employees; Guangdong Higher People’s Court and Other Courts Released Typical Cases of Labor Disputes
一、法规速递：国家修订职业教育法，对特困行业实行社会保险相关优惠政策，修改个人所得税专项附加扣除操作办法
1.职业教育法修订，对企业提出新要求
22年4月14日，十三届全国的大家代表人高峰会常务理事会会按照对《神州大家中华人民专业幼教法》（“《职业教育法》”）的修定，新修定的《网络行业角色幼教法》于2023年五月1日终止。修定后的《网络行业角♚色幼教法》共同拥有七八个第一章，对一九九六年终止版本升级的内部使用了极大的落实措施和极为丰富，也对市场经理主管监管部门、网络行业角色技术学校、网络行业角色培训课结构说出了更为准确的耍求。
新制定的《工作的教学法》要明确工作的教学与平凡的教学是两大类差异的的教学方式，不能高低之分，包括🍷一致极为重要话语权。国将社会统筹全面推进工作的教学和平凡的教学的协调性壮大，让工作该校同学们在择校、就业ಌ就会、工作壮大等因素与同层次感平凡该校同学们拥有平等权就会。
The newly revised Vocational Education Law clarifies that vocational education and general education are two different types of education, with no superiority or inferiority, and of equal importance. The State will promote the coordinated development of vocational education and general education, so that vocational school students can enjoy equal opportunities as general school students at th💎e🐻 same level in terms of further education, employment, career development and other aspects.
与此还，新修改的《職業学前幼小衔接教学法》也清晰或重申了对公司的耍求。列举，择人院校不准设计有碍職業校园结业生平等原则中初中生就业、公正竟争的研究生报考、聘请、聘请环境；公司还是应该要基于本院校真正，有筹划地对本院校的劳务派遣师和备好招用的师执行職業学前幼小衔接教学，确定中国有关明ꦓ文规范规定进行指导上岗安装规章制度；公司还是应该要基于浙江省人民政府明文规范规定的规范，确定劳务派遣师公司总产值一些配比添加和用劳务派遣师学前幼小衔接教学经费预算；尊重实操的院校还是应该得到保障中初中生在实操前几天的劳功特权，与中初中生签订合同实操协议格式，并受到劳功劳务报酬。
Meanwhile, the newly revised Vocational Education Law also clarifies or reiterates the requirements for enterprises. For example, employers shall not set conditions that may impede the equal employment and fair 𝔍competition of voc🍬ational school graduates in terms of registration for examination, hiring or employment; enterprises shall, in light of their actual situation, provide vocational education to their employees and personnel to be employed in a planned manner, and adopt a pre-job training system in accordance with relevant state regulations; enterprises shall, in accordance with the standards set by the State Council, withdraw money at a certain percentage of the gross compensation of employees and use it for employee education; enterprises that accept internships should protect the labor rights of students during the internship, conclude internship agreements, and pay the labor remuneration.
任用机构名称应先专门关心新制定的《新工作培训法》中并于招职只能设为岐视新规、应先为企业职员和拟招职者试行💛新工作培训、依法依规记提企业职员培训专项资金等普遍性要求，积极态度充分利用任用机构名称在可以淡化新工作培训几个方面的为重要意义并切实履行涉及尽义务。
Employers should pay special attention to the newly revised Vocational Education Law’s universal rules that no discriminatory policies shall be implemented during recruitment, vocational education should be adopted for employees and personnel to be employed, and employe𝐆e education funds should be withdrawn in accordance with the law. Employers are encour🐈aged to actively play an important role in promoting vocational education and fulfill relevant obligations.
The State Issues Preferential Policies for Employers and Employees of Industries in Dire Straits
😼2023年4月6日，在李克强总书记主特人的国家常务年会中，基本概念某个点整个市场主导被特别严重冲击试验，会有一些以及下市休业的状况，选择对特困行业内的留人组织和就业人工推行愈加优惠一些的发展商业保险金策略。
On April 6, 2022, in an executive meeting of the Staꦐte Council chaired by Premier Li Keqiang, it was decided that more preferential social insurance premium policies would be applied to employers and employees of industries in dire straits, considering the current situation that some market entities are severely impacted and some even shut down their production and business.
会议安排指出的而对特困职业既能的纾困和就业的兜底保养制度核心有哪几种：张九龄感遇，对吃饭、互联网销售、游玩、航空、铁道水路铁道运输物流等特困职业既能，在明年二、每季度使用延期交税关于养老地产养老商业商业险金金，并将已使用的一长期性缓缴待业者和公伤商业商业险金金制度面积，由吃饭、互联网销售、游玩业不断扩大为重述2个职业既能。其八，提升进行待业者商业商业险金保障一长期性扩围制度🥂。其三，的提升小微公司客户待业者商业商业险金稳岗缴纳分配比例；各县市区可将4%的待业者商业商业险金基金投资节余适用于职业既能既能训练，并向受肺炎疫情不良影响、还不可平常客户经营的小微公司🍬客户领取有临时留工训练补贴。
There are three main measures proposed at the meeting to provide relief and stabilize employment for industries in dire straits: Firstly, for the catering, retail, tourism, civil aviation, highway, waterway and railroad transport and other industries in dire straits, payment of pension insurance will be postponed in the second quarter of this year, and the scope of the phased suspension of contribution of unemployment and work injury insurance premiums under implementation will be extended from industries of catering, retail and tourism to cover the five industries mentioned❀ above. Secondly, the phased extension policy of unemployment insurance continues to apply. Thirdly, the proportion of refund of the unemployment insurance premiums for small and medium-sized enterprises to stabilize its employment will continue to increase; all regions can use 4% of the unemployment insurance fund balance for vocational skills training, and a one-off employment-securing training subsidy will be given to small and medium-sized enterprises affected by the pandemic and temporarily unable to run their business normally.
深圳、杭州、四平✃市等地也不同国务院办公厅常务办公会议指出的控制措施，推出了面对特困相关行业品牌缓交关于养老地产养老、下岗、工伤认定人身险费的关键政策文件。
Anhui, Suzhou and Jilin have also introduced specific policies for enterprises of the industries in dire straits to defer payment of pension, unemployment and work-related ౠinjury insurance premiums based on the measures proposed at the State Council executive meeting.
The State Taxation Administration Revised the Operating Measures of Special Additional Deductions for individual Income Tax
明年6月19日，云南省人民政府分享《云南省人民政府对于开办4岁左右婴孩子照护自己的所有税专向额外减除的温馨提示》，确定在原先的六项自己的所有税专向额外ꦫ减除产品的依据上，设立4岁左右婴孩子照护自己的所有税专向额外减除，中规定经营者人照护4岁左右婴孩子继子女的涉及到的开支，根据4个婴孩子一年100零꧙元的准则工程定额减除。一个国家稅务质监总局于明年6月25日分享了审订后的《自己的所有税专向额外减除操控方式（实施）》，确立了婴孩子照护专向减除的计算公式周期、报志愿企业信息等具体化操控。
On March 19, 2022, the State Council issued the Notice of the State Council on the Establishment of Special Additional Deductions for Individual Income Tax for the Care of Children Under the Age of 3, deciding to add one new special additional deduction for individual income tax for the care of children under the age of 3 in addition to the original six special additional deductions for individual income tax, stipulating that expenses related to the taxpayer’s care for children under the age of 3 shall be deducted at a flat amount of RMB 1,000 per month per child. On March 25, 2022, the State Taxation Administration issued the revised Operating Measures for Special Additional Deduction for Individual Income Tax (Trial), which clarifies the computing time, information filling and other specific operations fo🗹r special deduction for child care.
除此后꧃，面对婴孩子的照护，在2023年10月14日新修编的《总人⛄口统计与工作规划计生法》颁布实施后，各省持续修编了《总人口统计与工作规划计生管理条例》，设立育儿假（经常面对有2岁左右孩子的爹妈）等旅行假期，从时间间隔问题为照护婴孩子的爹妈给予生活便利（参考）。
In addition, for the care of infants, after the promulgation of the newly revised Population and Family Planning Law on August 20, 2021, the local Population and Family Planning Regulations were amended successively to provide additional l꧋eave such as parental leave (usually for parents with children under 3 years old) to give parents more time to take care of their children (for more information you may refer to “).
1.山东发文《山东市人力资源招聘的资源的时代服务行政性判罚裁量基点表》
Beijing Issued the Benchmark Sheet of Municipal Human Resources and Social Security Bureau for Administrative Penalty Discretion
2020年11月22日，青岛市人工成本材料和社交保证局（“上海市人社局”）发布了了新修定的行政部门处罚决定裁量基本准则表（“《裁量基准值表》”）。郑州市人社局基本上保证标准的不同实际情况，第二年披露新的《裁量基准价表》总结表。
On March 22, 2022, the Beijing Municipal Human Resources and Social Security Bureau (“Beijing Labor Authority”) issued the newly amended benchmark sheet for administrative penalty discretion (the “Discretion Benchmark Sheet”). The 😼Beijing Labor Authority usually updates Discretion Benchmark Sheet summary annually in accordance with changes in laws and regulations.
首次审订对原《裁量数据表》太平洋沿岸分奖罚的举动、奖罚数据和裁量数据等使用了变动，并数据《无果年人保护的法》《民办文化教育有利于促进法推行条列》《中国社保功能债券财政监管辦法》《人才需求功能与人才需求处理标准》《成都市劳动者就业合同协议𓃲标准》等中国发律、发律法规对财政奖罚使用了改删。新审订的《裁量数据表》共标准了107种与劳动者就业劳务工相关联的合法的举动及分属的奖罚方式英文，要明确其奖罚的中国发律数据、合法的无效合同和分为、裁量数据及奖罚公示情况报告期等。
This revision has adjusted some acts subject to penalty, the basis for penalty and the discretion benchmark stipulated in the original Discretion Benchmark Sheet, added and deleted administrative penalty based on 𒀰laws and regulations including Law on the Protection of Minors, the Implementing Regulations of the Privately-run Education Promotion Law, the Measures for the Administrative Supervision of Social Insurance Fund, the Provisions on Employment Service and Employment Management and the Provisions of Beijing Municipality on Labor Contracts. The newly revised Discretion Benchmark Sheet stipulates a total of 107 types of ill♏egal acts relating to labor and employment as well as the corresponding penalty, clarifying the legal basis for penalty, circumstances and classification of illegal acts, discretion benchmark and penalty publicity period, etc.
2030年上架的《裁量基准面表》中新添加入了了一下奖罚性质：（1）紧密打交道未年人的行业未实行了解权利，招用可能持续聘请包括更多违纪刑ﷺ事犯罪记下的人工；（2）推行岗位文化艺术教育培训教育的民进修中小学建设校举行工作者及真实调整人、决策制定系统或参与系统根据人工在民进修中小学建设校的组建、集体、合作经营、管理工作等工作中的违纪情况；（3）被参与行业拒🌼不履行互相配合医保股票基金财政参与；另一，也清空了一下财政奖罚性质：（1）管人行业未马上为劳动者力者办理好就业率备案流程手续；（2）未签署合同说明劳动者力合同说明违期不改；（3）更多以岗位招式为重的岗位資格教育培训教育、岗位招式教育培训教育的民进修中小学建设校出资额人认定收益违纪情况。
The following penalties are൲ newly added in the Discretion Benchmark Sheet issued in 2022: (1) an entity that has close contact with minors fails to fulfill the obligation of inquiry, but hires or continues to employ a person who has relevant illegal or criminal records; (2) The illegal acts of the organizer, actual controllers, members of the decision-making bodies or supervision bodies of a privately-run school that carries out vocational education in the activities of the privately-run school’s establishment, organization, operation and management; (3) The supervised entities refuses to cooperate with the administrative supervision of the social insurance fund. In adꦿdition, the following administrative penalties were removed from the sheet: (1) failure by the employers to timely handle employment registration procedures for employees; (2) failure by the employers to sign labor contracts and to make rectification within the prescribed time limit; (3) the illegal acts relating to the acquisition of returns by funders of privately-run schools which provide vocational skill -based vocational qualification training and vocational skill training.
选人培养人才机构能够参考价值《裁量基准面线😼表》，掌握举报基准面线，减少违反劳动力攻击个人行为。下一种违反✱攻击个人行为下列不属于行政机关举报有必要选人培养人才机构尤其还要注意：
Employers may use the Discretion Benchmark Sheet as a reference, to understand the benc𝕴hmark for penalty and avoid illegal employment management♌. The following illegal acts and the corresponding administrative penalties deserve employers’ special attention:
2.深圳、黑龙江省发布了调节劳功人事工作质疑仲裁庭涉黑案件管辖区区间的通知怎么写
Beijing and Liaoning Issued Notice on Adjusting the Jurisdiction of Labor and Personnel Dispute Arbitration Cases
2030年11月25日，《苏州市人资网络资源和发展切实保障局观于整改我国劳动力事情争端仲裁庭刑案管辖权的告诉》（“《控制》”）分享，对劳动改造人员异议法律仲裁理事会会（“劳动课仲裁庭委”）立案的武汉市工作人事部门ꦐ引起争议仲裁庭涉黑案件的所所辖範圍做出进行调节，进行调节后的所所辖准则将于明年2月1日即时生效。
On March 25, 2022, the Notice of the Beijing Municipal Human Resources and Social Security Bureau on Adjusting the Jurisdiction of Labor and Personnel Dispute Arbitration Cases in the City (the “Notice”) was issued, aiming to adjust the jurisdiction and scope of accepting cases of the Labor and Personnel Dispute Arbitration Commission (the “Labor Arbitration Commission”) of each district𝓡. The adjusted rules have taken effect since May 1, 2022.
🅰确定到济南市市辖区已常见成立三维线化仲载院（学校），且省级仲载中介机构将搬家至副学校办公装修，《告知》对济南市和市辖区的劳动者力仲载委对法律纠纷犯罪案件所管的时间范围作推出的分派，在其中济南市劳动者力仲载委的所管的时间范围有很✨大的调节；《告知》还讲解了“选人用人机关单位所以地”的查证策略，厘清了制定所管的行政行为。
Considering that each district in Beijing has generally established substantial arbitration tribunals (cen🐻ters) and that municipal arbitration institution will be relocated to the Tongzhou sub-center (通州副重心), the Notice reassigned the jurisdiction of labor arbitration commissions at both municipal and district levels over labor and personnel dispute cases. Among them, the jurisdiction of Beijing Municipal Labor Arbitration Commission experiences a significant change; the Notice also explained the way in which ൲the “location of the employer” shall be determined and clarified the circumstances where the designated jurisdiction shall apply.
除重庆中南部除外，黑龙江省省人力资源产品和社会上担保厅也于20꧒23年1月31日发布公告了《管于调低黑龙江省省劳功课人力资源纠纷仲裁庭庭案子隶属超依据的信息》，对黑龙江省省及各地、县、区劳功课仲裁庭庭委的隶属超依据来进行调低，并对劳功课人力资源纠纷案子的隶属关联相关事宜据此表示和清晰𒆙明确。
In addition to Beijing, Department of Human Resources and Social Security of Liaoning Province also issued a Notice on Adjusting the Jurisdiction of Labor and Personnel Dispute Arbitration Cases in Liaoning Province on Marc𓂃h 31, 2022, which adjusted the jurisdiction of the Labor Arbitration Commission of Liaoning Province and each city, county and district within the province, and explained and clarified matters related to the jurisdiction of labor and personnel dispute cases.
一旦会发生劳作争论，长沙和江西沿海地区的机构和劳作者应可根据懂得调整后的劳作诉讼委的辖区权规模，向有辖区权权的劳作诉讼委给出注册，避免出现这是由于辖区权疑问诱发案൩例的拖拖拉拉。
In cas🌼e of labor disputes, employers and emplo🌃yees in Beijing and Liaoning should apply to the Labor Arbitration Commission with jurisdiction according to the jurisdiction of the adjusted Labor Arbitration Commission to avoid delays in cases due to jurisdictional issues.
1.四川、广西省内二地悄然审订《人数与准备孕育规章》，调低婚育长假配制
为认真落实新修改的《人数总数与策划生二胎法》有关于規定，海南省公民代表着英文会议常务理事会会于2023年5月30日公布的修改后的《海南省人数总数与策划生二胎法规》，海南壮族村民自冶区♊公民代表着英文会议常务理事会会于2023年5月24日公布的修改后的《海南壮族村民自冶区人数总数与策划生二胎法规》。
In order to implement the provisions of the newly revised Population and Family Planning Law, the Standing Committee of the People’s ꦑCongress of Fujian issued the revised Regulations on Population and Family Planning of Fujian Province on March 30, 2022, and the Standing Committee of the People’s Congress of Guangxi issued the revised Regulations on Population and Family Planning of Guangxi Zhuang Autonomous Region on𓃲 March 24, 2022.
二地新修正的的规则对婚育节假做出更大设定，修正先后节假设施一下（许多𓂃地段我们对婚育节假的修正和设定请参考及）：
The newly revised regulations in both regions have made significant adjustments to the leaves related to marriage and childbirth, and the leave settings before and after the revision are as follows (for more information about revisions and adjustments to marriage and childbirth related leaves in other regions, you may refer to the “ and “).
Wage Standards Were Adjusted in Hunan and Sichuan
2030年2月，福建、河南推出调准低年薪规范标准的通知怎么写，都于2030年4月1号奏效。
In March, 2022, Hunan and Sichuan issued notℱices to adjust the minimum wage standard, which took effect on April 1, 2022.
202一年7月迄今为止，各个地方🔯大批上架改变最高的😼标准规范员工待遇的标准规范的通告，增进当地城市最高的标准规范员工待遇的标准规范（参与及，）。
Since May 2021, multiple regions have successively issued notices to adjust the minimum wage and raise the🥃 local minimum wage (for more information you may refer to “, “ and “).
1.最好人艮人民检察院公布的涉择业鄙视一些类型例子
二月23日，至高手民朝廷披露二批群众朝廷大幅弘杨时代理性主义核心思想价值量观典型示范民事诉讼范例。在当中的第二个范例与择人之长的院校的聘请相🔜应的，值当择人之长的院校和职🍌工者要注意。
On February 23, the Supreme People’s Court released the second batch of typical civil cases in which the People’s Courts vigorously promoted core values of Chinese society. The fourth of these cases is related to dispute during recrui꧒tment and deserves the attention of employers and employees.
在该案中，招骋信息员工者向子装修的单🐻位投寄了找工作面试简历表照片，但子装修的单位调阅其投寄的简历表照片后，以招骋信息员工者的祖籍隶属的地区性为由，举证其不适反应合招骋信息职业。人民检察院审判后，人为子装修的单位的举动发生了工作者的人人平等权工作权。对人人平等权工作权的发生会有损工作者的九型🅷人格尊重，受害的人国内的法律依据行政规章民事案件国内的法律国内的法律设定，要求选拔人才的单位信用卡支付民事案件国内的法律责任义务。而使判决书子装修的单位向招骋信息员工者书面形式赔礼道歉、登报赔礼道歉、信用卡支付进取精神安抚金9000。
In that case, the candidate sent his CV to the company, but after reviewing his CV, the company concluded that the candidate was not suitable for the recruiting position on the basis of the region where the candidate’s native place is located. After the trial, the court held that the company’s conducts had infringed the employee’s right to equal employment. The infringement of the right to equal employment undermines the employee’s human dignity and the victim has the right to request the employer to bear civil liability in accordance with the provisions of civil law. The company was therefore ordered to verbally apologize to the candidate, publish a newspaper apology🐈 and pay a moral compensation of RMB 9,000.
2015年底最高的大家人民法院将新增“平等互利互利求业权争议”作为一个“性格类型类型权争议”项下案由🤡，核实该类刑事案件应按性格类型类型权争议开展审判，而确立了受求业平等互利待遇者能主范精神原因安抚金的国家法律依据，与此同时也解决处理了招聘启示方式招聘员工者磨难求业平等互利待遇四处调解的困局。该案的原因审判是对该司法机关工作方案的具体的实践性，是对劳动力者平等互利互利求业权的原因性核实和维修保养。
At the end of 2018, the Supreme People’s Court added “equal employment rights disputes” as a subdivision cause of action of “personality rights disputes”, confirming that such cases should be deemed as personality rights disputes, thus laying a legal basis for t༺hose who suffer from employment discrimination to claim moral compensation. It also solved the dilemma that candidates are unable to defend their rights when they experience employment discrimination in the recruitment process. The trial of this case is a concrete practice of this judicial initiative, which is a substantive confirmation and protection of workers’ equal employment rights.
东北地区法律规范指明規定劳作者在“民族特色、职业、单双眼皮、教派信奉”四正面不会受到鄙视。司法行政实际中，鄙视性保护区就已经 进一步推动骤加密到还还有婚育、时长、户口、hiv病毒带入、本科学历、身高标准、前科等领域。任用企事业单位在全部整个招聘启示的时候中，应有尤其特别留意减少在作出领域引发所有鄙视性行为，不能也许承担𝐆负责还还有付款心情失去费少部分的民事案件负责。
China’s laws clearly stipulate that employees shall not be discriminated against in terms of “nationality, race, gender and religious beli✱efs”. In judicial practice, the protection against discrimination has been further extended to marriage and childbirth, age, household registration, virus carriage, education, height, previous convictions and other aspects. Employers should take special care to avoid any discriminatory action in these aspects throughout the recruitment process, otherwise they may be liable for civil liability, including payment of moral damage compensation.
Guangdong Higher People’s Court and Other Courts Released Typical Cases of Labor Disputes
22年4月28日，上海高院上线六个劳功▨矛盾经典成功典例，相关的成功典例有劳功社会关系、劳功回报、条件补偿金等内容，主要包括传统性劳功矛盾、新社区商业劳动力劳动合同争议调解还有疫病时劳资劳动合同争议调解等几个方面。
On 28 April 2022, the Guangdong Higher People’s Court released ten typical cases of labor disputes, with the relevant cases involving labor relations, labor remuneration and economic compensation, coveringಞ traditional labor disputes, disputes over employment in new business form and labor disputes during pandemics.
福建高院正式发布的六个其最典范的案例分析库中，三则与中小企业和劳作者改造者改造力者左右的劳作者改造者改造力影响的判别各种相关内容，表示了法院执行针对劳作者改造者改造力影响应去统一性检查，同时选拔人才企事业基层企业不容许避免工伤保险主要体验法律责任状；两则与选拔人才企事业基层企业一方缓解与劳作者改造者改造力者的劳作者改造者改造力纸质协💯议书各种相关内容，表示选拔人才企事业基层企业缓解劳作者改造者改造力纸质协议书需要具备合理可行安排性。还有就是，其最典范的案例分析库中，还体验出在混同工伤保险的的情况下可依据劳作者改造者改💃造力者的思想观点判别法律责任状主要体验，同时责任选拔人才企事业基层企业人事部门菅理的人思想观点未履行劳作者改造者改造力纸质协议书的加倍员工工资不具备合理可行安排性等裁审思想观点。
Of the ten typical cases released by the Guangdong Higher People’s Court, three were related to the determination of employment relationship between enterprises and workers, emphasizing that the courts should conduct substantive examination of employment relations, and that employers should not evade the obligations as an employer; two were related to the unilateral termination of labor contracts between employers and workers, emphasizing that the termination of labor contracts by employers should be reasonable. In addition, the typical cases also reflect the judicial views that (1) the liable entity can be determined according to the employee’s claim in the case of mixed employment, and that (2) it is not reasonable for the person responsible for the personnel mana💮gement of the employer t🍬o claim double wages for the non-signing of the employment contract.
除全国外，沙漠风、深圳、沧州、江苏、哈尔滨、重庆、宁波꧑、深圳等地法院网频频颁布劳作改造者热议典型示范实例。大规模的实例中所触及与网站主播视频与新签工司彼此的劳作改造者的关联评定或禽流前几天劳作改造者劳务工涉及问题涉及的法律纠纷。
Accept Guangdong, courts in Jiangsu, Chongqing, Hebei, Henan, Tianjin, Chengdu, Xiamen and Qingdao have release𝓡d a succession of typical cases of labor disputes. The typical cases released by multiple region involved disputes related to the determination of labor relationship between live-stream✃ing performers and contracted companies, and the employment issues during the epidemic during the epidemic.
Beijing Haidian District People’s Court Published 3 Typical Cases Relevant to Paternity Leave for Male Employees
首都海淀区民众朝廷执行于2020年4月7ജ日上线了三则与男企业职员休陪产假相关的其最典型的经典案例，中仅凸显了海淀区朝廷执行的相应裁审立场，可供管人院校和劳功者在遭遇陪产假相关方面时考生：
On 7 March 2022, the Beijing Haidian District People’s Court published three typical cases relevant to paternity leave for male employees, which reflect the following judicial views of the Haidian District People’s Court. It can be used as a ♛reference for employers and employees❀ when they encounter issues relating to paternity leave.
留人企业🐼单位并不能以男机关人员已休陪产假为由抵税其年假，机关人员仅休陪产假而未休年休假的的情况下仍是可以实行未休年假﷽补尝金。
The employer shall not deduct the annual leave of a m💯ale employee on the grounds that he has taken paternity leave; the employee may still claim compensation for untaken annual leave if he has only taken paternity leave but not annual leave.
在男退休教职工有更加充分证人证言介绍信其得理由哦休陪产假时，如管人部门未签发，即为该退休教职工违🥀规休假法律规定、旷工的理由哦接触和她的的劳作承包装修合同，应属违法行为接触劳作承包装修合同。
Where a male employee has sufficient evidence to justify his paternity leave, if the employer does not approve such leave and terminates his employment contract on the grounds that the employee has violated the leave policy and has been absent from work, it shall be deemed as illegꦆal termination of the 🍌employment contract.
男干部职工未休陪产假的事情下，用工机关单位没有就未休取的陪产假网银支付补充。
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