2023-07-11
海問勞動法雙月報（2023年5-6月）
作者：
劉宇翔
吳瓊
Summary
本期摘要
法規解讀：人社部發布規定，提升對人力資源服務機構合規要求
Interpretation of Laws and Regulations: MOHRSS Issues Regulations to Enhance Compliance Requirements for HR Service Agencies
新規速遞：浙江省人社廳發布新辦法，關注不符合確立勞動關系情形的特定人員單險種參加工傷保險
Quick View of New Regulations: Zhejiang Province Human Resources and Social Security Department Issued a New Measure, Focusing on the Specific Personnel Who Do Not Have Labor Relations to Participate in Single-type Work Injury Insurance
典型案例：北京市一中院發布涉股權激勵勞動爭議案件的裁判規則和典型案例
典型案例：人社部、最高法聯合發布新就業形態相關勞動爭議典型案例
典型案例：北京三中院發布服務保障“就業優先戰略”勞動爭議審判白皮書
Exploration of Typical Cases: Beijing Third Intermediate People’s Court Released the White Paper on Labor Disputes Trial Regarding Protection of Employment Promotion Strategy
典型案例：江蘇高院發布2022年度江蘇法院勞動人事爭議十大典型案例
Exploration of Typical Cases: Jiangsu Higher People’s Court Released Ten Typical Cases of Labor and Personnel Disputes in 2022
2023年6月29日，人力資源與社會保障部（“人社部”）發布《人力資源服務機構管理規定》（“《規定》”），就人力資源服務機構的行政許可和備案、服務規范、監督管理、法律責任等方面進行規定，系在《中華人民共和國就業促進法》《人力資源市場暫行條例》（“《條例》”）的基礎上，首部全國性的系統規范人力資源服務機構相關活動的部門規章。《規定》主要有下述新關注要點：
Clearly providing that no fraud, coercion or inducement of employees to register as Independent Business shall be used to help enterprises evade the employer’s responsibilities
《條例》中規定人力資源服務機構“不得改變用人單位與個人的勞動關系，不得與用人單位串通侵害個人的合法權益”。在平臺經濟的發展過程中，存在通過引導員工設立個體工商戶的方式主張員工和平臺之間建立的是合作關系而非勞動關系的實踐，本《規定》中進一步明確不得以欺詐、脅迫、誘導勞動者注冊為個體工商戶等方式改變用人單位與勞動者的勞動關系，幫助用人單位規避用工主體責任。
《規定》進一步明確，不得“以人力資源服務外包名義，實際上按勞務派遣，將勞動者派往其他單位工作”。如有違反，將按照《條例》的規定采取責令改正、沒收違法所得、處以罰款、吊銷人力資源服務許可證等行政處罰。
Putting forward other service specification requirements, such as HR service agencies shall not introduce minors under the age of 16 years old to employment
《規定》在《就業促進法》和《條例》的基礎上，提出了下述新服務規范：不得（1）介紹未滿16周歲的未成年人就業；（2）為無合法身份證件的勞動者提供職業中介服務；（3）介紹勞動者從事法律、法規禁止從事的職業；（4）以欺詐、偽造證明材料等手段騙取社會保險基金支出、社會保險待遇。
海問建議：人力資源服務機構自身，以及企業在和人力資源服務機構合作的過程中，應當避免出現惡意要求員工注冊個體工商戶、以外包名義提供派遣服務、虛構材料騙取社會保險待遇等法律禁止的行為。
Haiwen Suggestions: HR service agency itself and enterprises in the process of cooperation with HR service agencies, should avoid malicious requiring employees to register an independent business, providing labor dispatch in the name of providing outsourcing services, using fictitious materials to fraudulently obtain social insurance benefits and other acts prohibited by law.
二、新規速遞：浙江省人社廳發布新辦法，關注不符合確立勞動關系情形的特定人員單險種參加工傷保險
1. 擴大單險種繳納工傷保險的適用人員范圍
2. 將參保人員年齡限制在16-65周歲
3. 明確工傷保險申報基數
4. 允許多重參保并明確工傷保險責任主體
5. 同時享受養老保險和傷殘津貼的，以就高補差原則確定待遇
三、典型案例：北京市一中院發布涉股權激勵勞動爭議案件的裁判規則和典型案例
北京市一中院于2023年5月5日發布了《北京市第一中級人民法院涉股權激勵勞動爭議典型案例通報》，后又于2023年5月29日在《人民司法》（2023年第13期）發布了《涉股權激勵民事案件常見爭議裁判規則研究——以勞動爭議為視角》文章。
On May 5, 2023, the Beijing First Intermediate People’s Court issued the Notice of Typical Cases of Involving Equity Incentive Labor Disputes, and then on May 29, 2023, it published the article Research on the Judgment Rules of Common Disputes in Civil Cases Involving Equity Incentives - From the Perspective of Labor Disputes in People’s Justice Magazine (No.13, 2023).
The cases and the article summarized and analyzed the different views in the judicial practice and put forward the tendency judicial opinions around the common problems in the equity incentive disputes (such as the validity of the agreed extraterritorial jurisdiction clause, the determination of the litigants in cases involving third-party, whether the equity incentive can be used as the non-competition compensation, the disputes related to the exercise of rights, the validity of the clauses of the employees’ liability for breach of contract, etc.).
To a certain extent, these opinions have responded to many controversial and difficult issues in practice, and are of great significance to the implementation of equity incentive plan by employers.
四、典型案例：人社部、最高院聯合發布新就業形態相關勞動爭議典型案例
On April 24, 2023, MOHRSS and the Supreme People’s Court jointly released the third batch of typical cases on labor and personnel disputes. (For the second batch of typical cases, you may refer to “Haiwen Research: Haiwen Labor Law Bi-Monthly Newsletter” (2021 July - August)). A total of six typical cases on the protection of rights and interests of workers in new work models were released in this round, focusing on the identification of employment relationship between workers and platform enterprises. Among them, the following judicial opinions are worth noting:
1. 認定新就業形態下勞動者與平臺企業之間是否存在勞動關系，應當對照勞動管理的相關要素，綜合考量人格從屬性、經濟從屬性、組織從屬性的有無及強弱。
To identify whether there is an employment relationship between workers and the platform enterprises in new work models, whether there are certain elements, including personal subordination, economic subordination and organizational subordination, and the degree of subordination shall be comprehensively considered.
2. 不同平臺之間用工模式存在差異，在裁審實踐中，應注意審查平臺運營方式、算法規則等，充分考慮行業特點，明確企業運營模式，查明平臺企業是否對勞動者存在勞動管理行為，據實認定法律關系性質。
The workers shall not be identified as employees of a third-party labor company or as individual entrepreneurs by the outsourcing agreement or other appearance, and the labor relationship between the worker and the company shall not be denied based on the appearance either, but rather to examine the material elements such as the fact of labor management and the characteristics of subordination.
五、典型案例：北京三中院發布服務保障“就業優先戰略”勞動爭議審判白皮書
2023年5月16日，北京市第三中級人民法院（“北京三中院”）召開服務保障“就業優先戰略”勞動爭議審判白皮書（“白皮書”）新聞通報會。《白皮書》對2020-2022年間北京三中院受理的勞動爭議案件進行了大數據分析。數據顯示：勞動爭議收案數量持續高位運行，案件審理呈現勞動關系解除糾紛占比高、勞動爭議主體多元化、涉訴年齡趨于年輕化、新業態模式用工規范待加強等新特點。
On May 16, 2023, Beijing Third Intermediate People’s Court held a press briefing to release the White Paper on Labor Disputes Trial Regarding Protection of Employment Promotion Strategy (the “White Paper”). The White Paper provides a big data analysis of the labor dispute cases accepted by the Beijing Third Intermediate People’s Court during the period of 2020-2022. The data shows that the number of labor dispute cases remains at a high level, and the case trial reveals several new features such as disputes of termination of employment contracts takes a high proportion, labor dispute litigants diverse, the parties involved in cases tends to be younger, and employment of new work models needs to be further regulated.
Additionally, the White Paper released ten typical cases, among which we highlight below cases for reference:
1. 案例一中，用人單位在招聘面試及薪資待遇洽談過程中允諾了較高的薪水，在勞動者從原單位離職準備入職時發放的《入職邀請函》中方才告知勞動者真實工資待遇，二者存在明顯差異。法院認為，用人單位的上述行為違背誠信原則，給勞動者造成了信賴利益損失，應依法承擔締約過失責任。
In the first case, the employer promised a higher salary during the recruitment interview and salary negotiation process, but informed the employee of the real salary in the offer letter when the employee left the former employer and prepared to join, and the real salary was significantly lower than the salary promised. The court held that the above behaviors of the employer violated the legal principle of good faith and caused loss of reliance interests to the employee, so the employer shall bear the fault liability to contract according to law.
2. 案例八中，用人單位為勞動者辦理進京落戶指標并約定服務期，勞動者因自身原因未滿服務期離職的，違反了誠實信用原則并給用人單位造成辦理落戶、招錄新人等成本損失，應承擔損害賠償責任，由法院綜合其工作年限、離職原因、京戶指標的稀缺性等因素酌定公司的損失數額。
In the eighth case, the employer applied for Beijing Hukou quota for the employee and agreed on a service period, later the employee left early for his own reasons. As the employee violated the legal principle of good faith and caused losses to the employer for applying for Beijing Hukou quota and recruiting newcomers, the employee shall bear the liability for damages, and the losses of the employer shall be decided by the court based on actual service years, reasons for leaving, the scarcity degree of Beijing Hukou, etc.
3. 案例九中，用人單位出具的《離職證明》中寫明解除勞動合同的理由系勞動者嚴重違反公司規章制度。法院明確，離職證明的內容應僅限于法定事項，單位應當重新為員工開具離職證明，避免因用人單位的主觀意圖影響勞動者的就業擇業權。
In the ninth case, it is stated in the separation certificate issued by the employer that the employment contract was terminated due to the employee’s serious violation of the employer’s policies. The court clarified that the content of the separation certificate shall be limited to statutory items, and the employer should reissue the separation certificate for the employee to protect the employee’s rights to choose the employment from being affected by the employer’s subjective intent.
4. 案例十中，勞動者主張競業限制協議中約定的違約金過高要求酌減的，法院認定勞動者應承擔對違約金過分高于其違約行為給用人單位造成的損失的舉證責任，不宜簡單將用人單位支付的競業限制補償金數額與違約金數額相比較，應綜合考慮用人單位因此產生的損失程度。
六、典型案例：江蘇高院發布2022年度江蘇法院勞動人事爭議十大典型案例
Recently, Jiangsu Higher People’s Court released ten typical cases of labor and personnel disputes in 2022, involving various types of disputes, focusing on the protection of the rights and interests of special groups of employees and the proper exercise of enterprises’ employment autonomy. Among them, the following cases are worthy of attention:
In the fourth case, a former employee of the employer incorporated a solely-invested human resources company and signed a labor outsourcing agreement with the employer, agreeing that other employees who continued to work in their original positions were employees assigned to the employer by the human resources company. The court held that the main purpose of the establishment of the human resources company was to avoid paying social insurance contributions to the employees and to transfer the risk of employment to the human resources company through labor outsourcing, and the employees were still under the actual management of the employer. Accordingly, the court ruled that the labor relationship existed between the employees and the employer rather than the human resources company.
2. 案例六中，員工被兩名女實習生投訴稱工作期間言語輕薄、被要求為該員工捏肩、強行摟抱等，用人單位調查時員工承認存在要求實習生捏肩的行為，故以嚴重違紀解除勞動合同，員工后申請仲裁主張違法解除。法院認為，該員工利用其管理女實習生的職務便利實施騷擾行為，嚴重違反了勞動紀律和職業道德，用人單位解除勞動合同合法。
In the sixth case, the employee was complained by two female interns that he verbally harassed them, asked them to squeeze his shoulders and forcefully hugged them, etc. during the work period. When being investigated, the employee admitted he asked the interns to squeeze his shoulders. Therefore, the employer terminated the employee’s labor contract on the grounds of serious disciplinary violations. Later the employee applied for arbitration claiming illegal termination. The court held that since the employee used the convenience of his position in managing female interns to implement harassment, which is a serious violation of labor discipline and professional ethics, the termination of the labor contract by the employer is legal.
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