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Summary

本期摘要

法規(guī)解讀：《刑法修正案（十二）草案》發(fā)布，增設非國有企業(yè)人員背信和瀆職相關犯罪，調(diào)整賄賂類犯罪刑罰

Interpretation of Laws and Regulations: Draft Amendments to the Criminal Law (XII) Issued, Adding Crimes Related to Breach of Trust and Dereliction of Duty by Personnel of Non-State-Owned Enterprises, and Adjusting the Penalties for Bribery-Type Crimes

新規(guī)速遞：延長兩項個人所得稅優(yōu)惠政策，提高三項個人所得稅專項附加扣除標準

Quick View of New Regulations: Extension of Two Preferential Policies on Individual Income Tax and Increase of Three Additional Special Deduction Standards for Individual Income Tax

新規(guī)速遞：北京調(diào)整最低工資標準；天津更新勞動合同法實施細則；杭州出臺育兒補助實施辦法；五部門發(fā)布預防和消除工作場所不當管理風險隱患制度參考文本

Quick View of New Regulations: Beijing Adjusted Minimum Wage Standard; Tianjin Updated Labor Implementation Rules for the Labor Contract Law; Hangzhou Issued Implementation Measures for Childcare Subsidies; Five Departments Issue Reference Texts for System to Prevent and Eliminate Mismanagement Risks and Hazards

典型案例：最高人民法院發(fā)布抓實公正與效率踐行社會主義核心價值觀典型案例

Exploration of Typical Cases: The Supreme People’s Court Releases Typical Cases on Focusing Justice and Efficiency and Practicing Socialist Core Values

典型案例：北京市通州區(qū)人民法院發(fā)布三起勞動爭議典型案例

Exploration of Typical Cases: Tongzhou District People’s Court of Beijing Released Three Typical Cases of Labor Disputes

典型案例：北京市昌平區(qū)人民法院發(fā)布勞動爭議審判與誠信建設白皮書

Exploration of Typical Cases: Changping District People’s Court of Beijing Released the White Paper on Labor Disputes Trial and Integrity Construction

典型案例：蘇州市中級人民法院發(fā)布2018-2022年涉新就業(yè)形態(tài)糾紛案件審判白皮書暨十大典型案例

Exploration of Typical Cases: Suzhou Intermediate People’s Court Released the White Paper on Trial of Cases of Disputes Involving New Work Models and Ten Typical Cases in 2018-2022

一、法規(guī)解讀：《刑法修正案（十二）草案》發(fā)布，增設非國有企業(yè)人員背信和瀆職相關犯罪，調(diào)整賄賂類犯罪刑罰

《中華人民共和國刑法修正案（十二）（草案）》（以下簡稱“《草案》”）于2023年7月27日起公開征求意見?！恫莅浮饭矓M修正7條刑罰條文，涉及以下兩個方面：

The Draft Amendments to the Criminal Law of the PRC (XII) (“Draft”) was issued on July 27, 2023 for public consultation. The Draft proposed to amend seven penal provisions, covering the following two areas:

1. 將非法經(jīng)營同類營業(yè)、為親友非法牟利和徇私舞弊低價折股、出售國有資產(chǎn)罪的罪名主體擴展到非國有企業(yè)

Extending the subject matter of the Crime of Illegally Engaging in Similar Businesses, Crime of Illegally Seeking Profits for Relatives and Friends, and Crime of Practicing Favoritism by Converting Shares at Low Prices or Selling State-Owned Assets, to Non-State-Owned enterprises

《草案》將現(xiàn)行刑法一百六十五條規(guī)定的非法經(jīng)營同類營業(yè)罪、第一百六十六條規(guī)定的為親友非法牟利罪和第一百六十九條規(guī)定的徇私舞弊低價折股、出售國有資產(chǎn)罪的罪名主體從“國有公司、企業(yè)”擴展到非國有企業(yè)，將民營企業(yè)、外資企業(yè)等企業(yè)人員的背信和瀆職行為納入刑法規(guī)制的范疇。

The Draft extended the subject matter of Crime of Illegally Engaging in Similar Businesses as stipulated in Article 165, Crime of Illegally Seeking Profits for Relatives and Friends as stipulated in Article 166, and Crime of Practicing Favoritism by Converting Shares at Low Prices or Selling State-Owned Assets as stipulated in Article 169 of the current Criminal Law, from state-owned enterprises to non-state-owned enterprises, and also extended personnel’s breach of trust and dereliction of duty of the foreign-funded enterprises and other enterprises into the scope of criminal law.

2. 修改完善賄賂類犯罪的處罰規(guī)定，調(diào)整賄賂類犯罪刑事責任

The penalty provisions for bribery crimes were revised and improved, and the criminal liability for such crimes was adjusted.

《草案》修改完善了賄賂類犯罪的處罰規(guī)定，在行賄罪中增加了多次行賄、向多人行賄、國家工作人員行賄等六類從重處罰情形，并將賄賂類犯罪的刑罰檔次和最高刑進行調(diào)整，將單位受賄罪、對單位行賄罪、單位行賄罪從原來的一檔刑罰調(diào)整為兩檔刑罰，并將最高刑分別提高。

The Draft enhanced the penal provisions for bribery, with the inclusion of six aggravating circumstances. Some examples included offering multiple briberies, bribery towards multiple persons or state officials. Additionally, the penalty grades and maximum penalties for bribery penal provisions had been modified, with the Crime of Taking Bribes by Entities, Crime of Offering Bribes to an Entity, and Crime of Offering Bribes by an Entity being raised from a single grade of penalty to two. Maximum penalties had also been increased accordingly.

海問建議：2023年5月開始，國家十四部委聯(lián)合發(fā)布《2023年糾正醫(yī)藥購銷領域和醫(yī)療服務中不正之風工作要點》，中央紀委國家監(jiān)委召開動員會，部署紀檢監(jiān)察機關配合開展醫(yī)藥領域腐敗問題集中整治，各地方也迅速開啟醫(yī)藥領域的反腐風暴。結合刑法《草案》對賄賂類犯罪及背信和瀆職相關犯罪的修訂，企業(yè)應予以重視，著力完善源頭防范和內(nèi)部腐敗治理的體制機制，避免相關員工觸犯刑法紅線。

Haiwen Suggestions: Starting in May 2023, fourteen state ministries and commissions jointly issued the Points for Rectifying Unethical Medical Procurement and Sales and Services in 2023, the Disciplinary Committee of the Communist Party, National Supervisory Commission of the PRC held a mobilization meeting to coordinate Disciplinary Inspections and Supervisory Organizations in targeting corruption. Local anti-corruption efforts in the medical field had also been expedited. Combined with revising the breach of trust and dereliction of duty related to the Draft, enterprises should focus on enhancing prevention measures and internal governance systems to prevent employees from crossing the criminal law red line.

二、新規(guī)速遞：延長兩項個人所得稅優(yōu)惠政策，提高三項個人所得稅專項附加扣除標準

Quick View of New Regulations: Extension of Two Preferential Policies on Individual Income Tax and Increase of Three Additional Special Deduction Standards for Individual Income Tax

1. 財政部、國家稅務總局于2023年8月18日發(fā)布《關于延續(xù)實施全年一次性獎金個人所得稅政策的公告》，將全年一次性獎金不并入當年綜合所得、實施按月單獨計稅的政策延至2027年底。

The Ministry of Finance (MOF) and the State Administration of Taxation (SAT) issued an announcement on August 18, 2023, extending the implementation of the Policy on Individual Income Tax on Annual Lump-sum Bonus until the end of 2027. The policy permitted annual lump-sum bonuses to remain excluded from the current year’s consolidated income and enforced monthly separate taxation.

2. 財政部、國家稅務總局于2023年8月18日發(fā)布《關于延續(xù)實施上市公司股權激勵有關個人所得稅政策的公告》，將上市公司股權激勵不并入當年綜合所得、全額單獨計稅的政策延至2027年底。

The MOF and the SAT issued an Announcement on August 18, 2023, extending the implementation of the Policy on the Continuation of the Implementation of Individual Income Tax Policies on Equity Incentives for Listed Companies until the end of 2027. The policy ensured that equity incentives for listed companies would not be merged with the consolidated income of the current year, and full-amount separate taxation would instead apply.

3. 國務院于2023年8月28日發(fā)布《關于提高個人所得稅有關專項附加扣除標準的通知》，將3歲以下嬰幼兒照護、子女教育、贍養(yǎng)老人三項專項附加扣除標準分別提高了1000元/月，調(diào)整后的扣除標準自2023年1月1日起實施。

The State Council issued a Notification regarding the Increment of Special Additional Deductions Standard for Individual Income Tax on August 28, 2023. This increment had raised the standard of special additional deductions for infants and young children under the age of 3, children’s education, and support for the elderly by ￥1,000 per month. These new standards had been enforced since 1 January 2023.

三、新規(guī)速遞：北京調(diào)整最低工資標準；天津更新勞動合同法實施細則；杭州出臺育兒補助實施辦法；五部門發(fā)布預防和消除不當管理風險隱患制度參考文本

1. 北京調(diào)整最低工資標準

Beijing Adjusted Minimum Wage Standard

2023年7月11日，北京市人力資源和社會保障局發(fā)布《關于調(diào)整北京市2023年最低工資標準的通知》。2023年9月1日起，北京市最低工資標準由每小時不低于13.33元、每月不低于2320元，調(diào)整為每小時不低于13.91元、每月不低于2420元。其中，勞動者應得的加班、加點工資，勞動者個人應繳納的各項社會保險費和住房公積金等項目不作為最低工資標準的組成部分，用人單位應按規(guī)定另行支付。

On July 11, 2023, the Beijing MOHRSS issued a notice regarding the minimum wage standard in Beijing for 2023. Effective from September 1, 2023, the minimum wage standard in Beijing has been raised from not less than ￥13.33 per hour and ￥2,320 per month to not less than ￥13.91 per hour and ￥2,420 per month. Among them, items such as overtime pay owed to employees, and various employee social insurance contributions and housing fund payments were not included in the minimum wage standard. Employers must pay these separately in accordance with regulations.

2. 天津更新勞動合同法實施細則

Tianjin Updated Labor Implementation Rules for the Labor Contract Law

2023年8月1日，天津市人力資源和社會保障局發(fā)布的《天津市貫徹落實勞動合同法若干問題實施細則》生效。相較于2018年天津人社部門發(fā)布的實施細則，該細則明確了：（1）用人單位通過互聯(lián)網(wǎng)平臺招用、管理勞動者，根據(jù)實際用工情況，用人單位對勞動者進行勞動管理、有明確的工作任務要求，將構成勞動關系；（2）用人單位和勞動者協(xié)商一致可以訂立電子勞動合同，訂立時需按照勞動合同法、電子簽名法等法律要求的標準；（3）用人單位與勞動者約定的加班加點工資計算基數(shù)，不得低于勞動者所在崗位應得的工資報酬。

On August 1, 2023, the Implementation Rules for the Labor Contract Law issued by the Tianjin MOHRSS became effective. Compared to the version issued by the Tianjin MOHRSS in 2018, the new rules had clarified that (1) where an employer recruits and manages an employee through internet platforms, if the employer conducts management on employee and puts forward clear requirements for work, it would be deemed that there is a labor relationship based on the actual employment situation. and (2) the employer and the employee could enter into an e-labor contract by consensus, which must comply with the Labor Contract Law, Electronic Signature Law and other legally required standards. (3) the basis for calculating overtime pay, as agreed between the employer and the employee, shall not be lower than the wage due to the employee’s position.

3. 杭州出臺育兒補助實施辦法

Hangzhou Issued Implementation Measures for Childcare Subsidies

2023年8月7日，杭州市衛(wèi)生健康委員會、財政局發(fā)布《杭州市育兒補助實施辦法（試行）》，采用一次性發(fā)放現(xiàn)金形式向杭州戶籍的生育二孩、三孩家庭發(fā)放孕產(chǎn)補助和育兒補助，其中孕產(chǎn)補助標準為二孩2000元、三孩5000元，育兒補助標準為二孩5000元、三孩20000元。

On August 7, 2023, the Hangzhou Municipal Health Committee and the Finance Bureau issued the Implementation Measures for Childcare Subsidies in Hangzhou (Trial), which adopted the form of one-time cash payment to provide maternity subsidies and childcare subsidies to Hangzhou households with two or three children, with the standard of maternity subsidies being ￥2,000 for two children and ￥5,000 for three children, and the standard of childcare subsidies being ￥5,000 for two children and ￥20,000 for three children.

4. 五部門發(fā)布預防和消除工作場所不當管理風險隱患制度參考文本

Five Departments Issued Reference Texts for System to Prevent and Eliminate Mismanagement Risks and Hazards

2023年8月14日，人力資源和社會保障部等五部門印發(fā)《預防和消除工作場所不當管理風險隱患制度（參考文本）》（“參考文本”）。參考文本強調(diào)了用人單位應如實告知員工工作相關情況、不得扣押證件、不得要求提供擔保、處理違紀員工不要求職工額外勞動或對職工罰款，以及依法解除或終止勞動合同時一次性付清工資和經(jīng)濟補償并同時出具解除/終止勞動合同證明等事項。參考文本雖并非正式法律淵源，但對企業(yè)建立相關內(nèi)部制度、實施合規(guī)管理具有一定參考價值。

On August 14, 2023, the MOHRSS and five other departments issued the System for Preventing and Eliminating the Hidden Risks of Improper Management in the Workplace (Reference Text) (“Reference Text”). The Reference Text emphasized that employers should truthfully inform employees of work-related situations, not withhold credentials, not ask for guarantees, not require additional labor or impose fines on employees for handling disciplinary actions, and pay wages and compensation in one lump sum upon termination of the labor contract in accordance with the law and issue a certificate of termination of the labor contract at the same time. Although the reference text is not an official source of law, it has certain reference value for enterprises to establish relevant internal systems and implement compliance management.

四、典型案例：最高人民法院發(fā)布抓實公正與效率踐行社會主義核心價值觀典型案例

Exploration of Typical Cases: The Supreme People’s Court Released Typical Cases on Focusing Justice and Efficiency and Practicing Socialist Core Values

2023年8月2日，最高人民法院舉行新聞發(fā)布會，發(fā)布人民法院抓實公正與效率踐行社會主義核心價值觀典型案例十五個。與勞動用工相關的其中兩個案例體現(xiàn)出裁審機構的如下裁判觀點：

On August 2, 2023, the Supreme People’s Court held a press conference to issue fifteen typical cases of the People’s Courts in focusing justice and efficiency and practicing socialist core values. Two of the cases related to labor and employment reflected the following adjudication views:

1. 案例4中，用人單位未為勞動者繳納社會保險，勞動者自行繳納后請求用人單位返還。法院認為，本案依法屬于人民法院應當受理的案件范圍，判決用人單位返還勞動者墊付的社會養(yǎng)老保險斷檔補繳及滯納金。

In Case 4, the employee paid the social insurance contribution on his own due to the employer’s failure to make the contribution, and thus the employee requested the employer to return the payment. The court held that the case fallen within the scope of cases that should be accepted by the people’s court in accordance with the law, and ruled that the employer should return the amount of the employee’s advance payment for the interrupted social pension insurance and the amount of late payment fees.

2. 案例5中，勞動者被確診為腦死亡后家屬決定人體器官捐獻，臨滄市人力資源和社會保障（“臨滄市人社局”）根據(jù)醫(yī)院出具的死亡證明判斷勞動者從突發(fā)疾病到經(jīng)搶救無效死亡的時間已經(jīng)超過了48小時，作出不予認定工傷決定。法院認為，在人體器官捐獻情形下，應當以診療機構確認的腦死亡時間作為死亡時間，判決撤銷臨滄市人社局的不予認定工傷決定并要求其重新作出具體行政行為。

In Case 5, the employee’s family decided to donate his human organs after he was diagnosed with brain death, and the Lincang MOHRSS, based on the death certificate issued by the hospital, made a decision not to recognize the work-related injury in light of the time from the employee’s sudden illness to his death after being rescued had exceeded 48 hours. The court held that, in the case of human organ donation, the time of death should be based on the time of brain death confirmed by the hospital, and ruled that the Lincang MOHRSS’s decision on not to recognize work-related injuries should be reversed and the Lincang MOHRSS should be required to take a new decision.

五、典型案例：北京市通州區(qū)人民法院發(fā)布三起勞動爭議典型案例

Exploration of Typical Cases: Tongzhou District People’s Court of Beijing Released Three Typical Cases of Labor Disputes

2023年8月3日，北京市通州區(qū)人民法院（“通州法院”）召開“涉勞動爭議糾紛案件審理情況”新聞通報會，梳理近三年通州法院勞動爭議糾紛的審理情況，妥善處理勞爭糾紛的具體舉措，并發(fā)布三件典型案例。

On August 3, 2023, Tongzhou District People’s Court of Beijing (“Tongzhou Court”) held a press conference on Trials of Cases of Labor Disputes, inventorying the trials of labor disputes in the Tongzhou Court in the past three years and specific measures taken to handle labor disputes properly, and releasing three typical cases.

1. 案例一涉及高管離職糾紛。某集團擬聘用勞動者作為專業(yè)管理人才，出于對勞動者從上一家公司離職的補償以及對承諾在某集團任職需超過10年的激勵，某集團向勞動者支付了補償金1.5億元，勞動者與某集團建立了勞動關系。后某集團與勞動者的勞動關系解除（離職原因未明確）。通州法院經(jīng)審理認定，某集團支付給勞動者的1.5億元補償金中，對彌補勞動者離職上一家公司所受損失的性質的8800萬元，勞動者無需返還；對保障某集團與勞動者長期穩(wěn)定履行勞動合同的性質的6200萬元部分，按照勞動者在某集團的工作時間、退休年齡等因素對補償金予以折算，最終判令勞動者返還某集團4900萬余元。該案爭議類型較為新穎，案涉標的金額高達上億元，對勞動者和用人單位的利益均衡保護具有參考意義。

The first case is a dispute regarding separation of a senior executive. A group company intended to employ the employee as a professional management talent, to compensate the employee for his departure from the former employer and incentivize his commitment to serve in the group company for more than 10 years, the group company paid the employee ￥150 Million as compensation, and thus the employee established a labor relationship with the group company. Subsequently, the labor relationship between the group company and the employee was terminated (the reason for which was not specified). After the trial, Tongzhou Court held that, among the ￥150 Million compensation paid to the employee, ￥ 88 Million is not required to be returned since it was to make up for the loss caused by the employer’s departure from the former employer. However, for the rest of the compensation (￥ 62 Million) which was to ensure the long-term and stable employment between the group company and the employee, the court pro-rated it based on the employee’s service period with the group company, retirement age and other factors, and ordered the employee to return more than ￥49 Million the group company. This case is of a novel type, and the amount involved in is hundreds of millions, which has a reference significance for the balanced protection of the interests of employees and employers.

2. 案例二中，勞動者從事外賣配送工作，在公司的要求下注冊為個體工商戶。法院結合勞動者的工作內(nèi)容、某公司的業(yè)務內(nèi)容、某公司的經(jīng)營管理、勞動報酬的發(fā)放主體等因素，認定某公司與勞動者存在勞動關系。

In the second case, the worker was engaged in takeaway delivery and registered as an individual business as requested by the company. In consideration of the work content, the company’s business scope, the company’s operation and management, and the entity paid salary, etc., the court determined that an employment relationship existed between the parties.

3. 案例三中，勞動者在某公司從事網(wǎng)絡直播工作，雙方未簽訂勞動合同。法院結合某公司招聘專員曾明確表述勞動者系公司員工等證據(jù)，認定雙方存在勞動關系。

In the third case, the worker was engaged in network live-streaming in a company, and the two parties had not signed an employment contract. In consideration of the fact that the company’s recruitment officer had clearly stated that the worker was an employee of the company and other evidence, the court determined that an employment relationship existed between the two parties.

六、典型案例：北京市昌平區(qū)人民法院發(fā)布勞動爭議審判與誠信建設白皮書

Exploration of Typical Cases: Changping District People’s Court of Beijing Released the White Paper on Labor Disputes Trial and Integrity Construction

2023年7月18日，北京市昌平區(qū)人民法院發(fā)布《勞動爭議審判與誠信建設白皮書（2018-2022年）》，梳理了近五年勞動爭議案件整體情況，并通報了十起勞動爭議典型案例。

On July 18, 2023, Changping District People’s Court of Beijing released the White Paper on Labor Dispute Trial and Integrity Construction (2018-2022), inventorying the overall picture of labor dispute cases in the past five years, and circulating ten typical labor dispute cases.

典型案例中的裁判要點如下：

The judicial opinions in the typical cases are as follows:

1. 用人單位為勞動者辦理落戶指標并約定服務期，因勞動者提前辭職未能辦理落戶手續(xù)的，勞動者應向用人單位賠償人力資源成本支出的損失5萬元；

In the case that the employer applied for Beijing Hukou quota for the employee and agreed on a service period, and the employee failed to file the Hukou due to his resignation in advance, the employee was ordered to compensate the employer for the loss of ￥50,000 in human resource cost;

2. 勞動者提供虛假休假證明，用人單位有權以嚴重違反規(guī)章制度為由解除勞動合同；

The employer was considered to have the right to terminate the employment contract on the grounds of serious violation of rules and regulations in the case that the employee provided false leave certificates;

3. 法院查明用人單位篡改員工入職時間，支持勞動者主張的解除勞動合同經(jīng)濟補償金金額；

The court ascertained that the employer has tampered with the employee’s commencement date and upheld the amount of severance for termination of the employment contract claimed by the employee;

4. 勞動者承諾放棄社保無效，用人單位應賠償因社會保險經(jīng)辦機構已不能補辦導致勞動者無法享受社會保險待遇的損失；

The employee’s promise of waiving the payment of social insurance was held invalid, and the employer shall compensate for the employee’s social security benefits loss if the social insurance has been unable to be applied;

5. 勞動合同中約定了競業(yè)限制但未約定經(jīng)濟補償，勞動者履行了競業(yè)限制義務的，用人單位應按解除前十二個月平均工資的30%按月支付經(jīng)濟補償；

In the case that a non-competition restriction was agreed upon in the employment contract with no non-competition compensation, and the employee had fulfilled the non-competition obligation, the employer should pay non-competition compensation on a monthly basis at the rate of 30% of the average salary of twelve months prior to the termination of the employment;

6. 勞動者在離職時承諾再無爭議后反悔，向用人單位主張賠償，法院駁回勞動者主張；

The employee had promised no further disputes upon the termination of employment, but claimed compensation from the employer later. The court rejected such claim of the employee;

7.勞動者簽訂勞動合同次日被辭退，用人單位應支付違法解除勞動合同的賠償金；

The employee was dismissed the following day after signing an employment contract, and the employer should pay compensation for wrongful termination of the employment contract;

8. 用人單位與勞動者簽訂《勞務協(xié)議》掩蓋勞動關系，勞動者主張支付加班費的主張獲支持；

The employer signed a Contract of Service with the employee to cover up the employment relationship, and the employee’s claim for overtime pay was upheld;

9. 勞動者求職簡歷造假，實際學歷為中專但偽造本科學歷應聘，用人單位以試用期不符合錄用條件為由解除勞動合同合法；

The employee falsified the job application resume by falsifying a bachelor’s degree despite the fact that his/her actual academic qualification is a technical secondary school. The employer terminated the employment contract on the ground that the employee did not satisfy the employment conditions during the probationary period, and the termination was deemed lawful;

10. 事業(yè)單位工作人員在聘用期內(nèi)違反約定提前離職，應向所在單位支付違約金。

In the case that a staff of a public institution violated the engagement agreement by resigning prior to the expiration of his/ her engagement term, he/she shall pay liquidated damages to the public institution.

七、典型案例：蘇州市中級人民法院發(fā)布2018-2022年涉新就業(yè)形態(tài)糾紛案件審判白皮書暨十大典型案例

Exploration of Typical Cases: Suzhou Intermediate People’s Court Released the White Paper on Trial of Cases of Disputes Involving New Work Models and Ten Typical Cases in 2018-2022

2023年7月12日，蘇州市中級人民法院舉行座談會，發(fā)布《涉新就業(yè)形態(tài)糾紛案件審判白皮書（2018-2022）》（“白皮書”）以及涉新就業(yè)形態(tài)十大典型案例。

On 12 July 2023, Suzhou Intermediate People’s Court held a symposium, releasing the White Paper on the Trial of Cases of Disputes Involving over New Work Models (2018-2022) (the “White Paper”) as well as ten typical cases involving new work models.

白皮書梳理了蘇州市近五年涉新就業(yè)形態(tài)案件審理的總體情況。據(jù)統(tǒng)計，全市法院共審結涉新就業(yè)形態(tài)糾紛862件，主要涉及外賣騎手、快遞員、網(wǎng)絡主播、網(wǎng)約車司機四類群體。白皮書明確了平臺經(jīng)濟發(fā)展和勞動者權益“雙保護”的司法理念、“事實優(yōu)先”的司法審查一般原則、“要素式+從屬性”的認定勞動關系的方法等主要裁判思路。

The White Paper inventoried the overall picture of the trial of cases involving new work models in Suzhou in the past five years. According to statistics, the courts in Suzhou concluded a total of 862 disputes involving new work models, mainly involving four groups: takeaway riders, couriers, streamers, and online car-hailing service drivers. The white paper clarified the judicial principle of protecting both the platform economic development and employees’ rights and interests, the general principle of priority of facts in judicial review, and the method of identifying employment relationship by analyzing the elements and the subordination, etc.

十大典型案例中主要裁審觀點如下：

The main judicial views in the ten typical cases are as follows:

1. 案例1-4為請求確認勞動關系案件，裁審機構根據(jù)案情認定其中3個案件構成勞動關系。

Cases 1-4 are cases regarding confirmation of employment relationship, and the labor arbitration committees determined that there was employment relationship between the employee and the employer in three of the cases based on the facts of the cases.

2. 案例5中，裁審機構認定平臺企業(yè)未征得勞動者的知情同意，單方改變規(guī)則，損害勞動者合法權益的，該規(guī)則不具有法律約束力，平臺企業(yè)應當賠償因此造成的損失。

In Case 5, the labor arbitration committee determined that as the platform enterprise unilaterally changed the rules without obtaining the workers’ consent and infringed the workers’ lawful rights and interests, the rules were not legally binding on the workers, accordingly the platform enterprise should compensate for the losses caused.

3. 案例6中，租車人駕駛互聯(lián)網(wǎng)租車平臺車輛發(fā)生交通事故造成他人損害的，租車平臺未合理履行風險控制義務存在過錯時，應承擔相應的賠償責任。

In Case 6, the car renter caused damage to a third person in a traffic accident while driving a vehicle rented from an Internet car rental platform, the car rental platform should bear corresponding compensation liability as it was at fault for failing to properly perform the risk control duty.

4. 案例7-9對新業(yè)態(tài)員工執(zhí)行工作任務致人損害時，侵權責任承擔主體進行了認定。

Cases 7-9 identified the main subject of the tort liability when employees in new work models caused damage to a third party in performance of their work.

5. 案例10中，具備用工主體資格的用人單位將相關業(yè)務或經(jīng)營權發(fā)包給不具備用工主體資格的主體后招用的勞動者因工傷亡的，由發(fā)包方承擔工傷保險責任。

In Case 10, if the employer with qualification of employing outsources the relevant business or operation to an entity without qualification of employing and caused work-related injury or death to the workers hired, the party issuing outsourcing shall bear the responsibility for work injury insurance.

作者信息

劉宇翔

反腐敗與合規(guī)，勞動法

吳瓊

爭議解決，反腐敗與合規(guī)，勞動法，常年法律顧問

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海問勞動法雙月報（2023年7-8月）

作者信息