新規(guī)速遞：《實(shí)施彈性退休制度暫行辦法》發(fā)布
Quick View of New Regulations: The Interim Measures for the Implementation of Flexible Retirement System was Issued
新規(guī)速遞：人社部修改在中國(guó)境內(nèi)就業(yè)的外國(guó)人參加社會(huì)保險(xiǎn)暫行辦法，印發(fā)新就業(yè)形態(tài)勞動(dòng)者權(quán)益協(xié)商指引，全面實(shí)施個(gè)人養(yǎng)老金制度，貫徹實(shí)施全國(guó)年節(jié)及紀(jì)念日放假辦法
Quick View of New Regulations: MOHRSS Revised Temporary Measures for Foreigners Employed in China to Participate in Social Insurance, Issued Guidelines for Negotiation of Rights of New Work Forms, Fully Implemented the Personal Pension System, and Enforced Public Holidays for National Festivals and Memorial Days典型案例：人民法院案例庫(kù)新增7件勞動(dòng)爭(zhēng)議案例，并將4件歷史入庫(kù)案例調(diào)整為指導(dǎo)性案例
Exploration of Typical Cases: The People's Court Case Database Added 7 New Labor Dispute Cases, and Adjusted 4 Historical Cases as Guiding Cases
典型案例：北京市發(fā)布涉勞動(dòng)爭(zhēng)議典型案例
Exploration of Typical Cases: Beijing Municipality Released Typical Cases of Labor Disputes典型案例：重慶市、武漢市等多地陸續(xù)發(fā)布勞動(dòng)人事爭(zhēng)議案件典型案例
Exploration of Typical Cases: Chongqing, Wuhan and Other Places Successively Released Typical Cases of Labor and Personnel Dispute Cases
一、新規(guī)速遞：《實(shí)施彈性退休制度暫行辦法》發(fā)布
Quick View of New Regulations: The Interim Measures for the Implementation of Flexible Retirement System was IssuedOn January 1, 2025, the Ministry of Human Resources and Social Security (“MOHRSS”) and two other departments issued the Interim Measures for the Implementation of Flexible Retirement System (“Measures”). The Measures implement the relevant provisions regarding the gradual delay of statutory retirement age as formulated by the Standing Committee of the National People’s Congress and the State Council (for details, please refer to “Haiwen Research | Haiwen Labor Law Bi-Monthly Newsletter (September-October 2024)” and “Haiwen Observation | A Global Perspective on New Statutory Retirement Age Regulation: Interpretation, Impact, and Strategic Responses”. Specifically:
1. 明確彈性提前退休條件。職工自愿選擇彈性提前退休的條件是：1）職工可以自愿選擇，但需至少在選擇的退休時(shí)間前3個(gè)月以書面形式告知單位；2）所選退休時(shí)間應(yīng)達(dá)到國(guó)家規(guī)定的按月領(lǐng)取基本養(yǎng)老金最低繳費(fèi)年限（以提高最低繳費(fèi)年限情況表為準(zhǔn)）；3）提前時(shí)間距法定退休年齡（以延遲法定退休年齡對(duì)照表為準(zhǔn)）最長(zhǎng)不超過3年，即在1個(gè)月至36個(gè)月期間范圍進(jìn)行選擇；4）退休年齡不得低于原法定退休年齡，即女50/55男60。Clarification of Conditions for Flexible Early Retirement. The conditions for employees to voluntarily choose flexible early retirement are as follows: 1) Employees may voluntarily choose early retirement but must inform their employer in writing at least three months before the selected retirement date. 2) The years of the employee’s social insurance contribution upon the selected retirement date must meet the minimum contribution period required by national regulations for receiving basic pension payments (see table of increased minimum contribution periods). 3) The period advancing the statutory retirement age (see table of delayed statutory retirement age) shall not exceed three years, meaning employees can choose to take early retirement within a range of 1 month and 36 months before reaching statutory retirement age. 4) The retirement age must not be earlier than the original statutory retirement age, i.e., 50/55 for women and 60 for men.2. 明確彈性延遲退休條件。職工彈性延遲退休的條件是：1）用人單位和職工需協(xié)商一致，應(yīng)提前1個(gè)月以書面形式明確延遲退休時(shí)間等事項(xiàng)；2）達(dá)到法定退休年齡（以延遲法定退休年齡對(duì)照表為準(zhǔn)），并達(dá)到本人法定退休年齡對(duì)應(yīng)年份最低繳費(fèi)年限（以提高最低繳費(fèi)年限情況表為準(zhǔn)）；3）延遲時(shí)間距法定退休年齡最長(zhǎng)不超過3年；4）彈性延遲退休時(shí)間確定后，不再延長(zhǎng)；5）彈性延遲退休期間，所在單位與職工協(xié)商一致，可以終止彈性延遲退休。Clarification of Conditions for Flexible Delayed Retirement. The conditions for delayed retirement are as follows: 1) The employer and employee must reach a mutual agreement and formalize the relevant arrangements such as delayed retirement date in writing at least one month in advance. 2) The employee must have reached statutory retirement age (see table of delayed statutory retirement age) and years of the employee’s social insurance contribution have met the minimum contribution period for their specific statutory retirement age (see table of increased minimum contribution periods). 3) The period after the statutory retirement age shall not exceed three years. 4) Once the flexible delayed retirement period has been set, it cannot be extended further. 5) During the period after the statutory retirement age, the employer and employee may terminate the flexible delayed retirement arrangement through mutual agreement.3. 明確彈性延遲退休期間的勞動(dòng)人事關(guān)系。彈性延遲退休期間，所在單位與職工的勞動(dòng)關(guān)系或人事關(guān)系延續(xù)，單位和職工應(yīng)按時(shí)足額繳納社會(huì)保險(xiǎn)費(fèi)。達(dá)到彈性延遲退休時(shí)間，勞動(dòng)關(guān)系或人事關(guān)系終止，所在單位應(yīng)按規(guī)定為其辦理退休手續(xù)。Clarification of Employment Relations During Flexible Delayed Retirement. During the period of flexible retirement, the employment relations between the employee and the employer continues. Both parties are obliged to pay social security contributions in full and on time. Upon reaching the end of the flexible delayed retirement period, the employment relations terminate, and the employer must carry out the formalities of retirement in accordance with the regulations.4. 明確彈性退休制度的適用群體。公務(wù)員、國(guó)有企事業(yè)單位領(lǐng)導(dǎo)人員及其他管理人員不適用彈性延遲退休的特別規(guī)定，到法定退休年齡時(shí)應(yīng)當(dāng)及時(shí)辦理退休手續(xù)。機(jī)關(guān)和國(guó)有企事業(yè)單位工作人員彈性退休的，應(yīng)當(dāng)按照干部人事管理權(quán)限和規(guī)定程序報(bào)批同意。Clarification of the Applicable Group for Flexible Retirement System. The Measures do not apply to civil servants, leaders and other managerial personnel of state-owned enterprises, their retirement formalities must be completed when they reach the statutory retirement age, and flexible retirement should be approved according to the cadre management authority and the prescribed approval procedures.二、新規(guī)速遞：人社部修改在中國(guó)境內(nèi)就業(yè)的外國(guó)人參加社會(huì)保險(xiǎn)暫行辦法，印發(fā)新就業(yè)形態(tài)勞動(dòng)者權(quán)益協(xié)商指引，全面實(shí)施個(gè)人養(yǎng)老金制度，貫徹實(shí)施全國(guó)年節(jié)及紀(jì)念日放假辦法
Quick View of New Regulations: MOHRSS Revised Temporary Measures for Foreigners Employed in China to Participate in Social Insurance, Issued Guidelines for Negotiation of Rights of New Work Forms, Fully Implemented the Personal Pension System, and Enforced Public Holidays for National Festivals and Memorial Days1. 人社部修改在中國(guó)境內(nèi)就業(yè)的外國(guó)人參加社會(huì)保險(xiǎn)暫行辦法
MOHRSS Revised Temporary Measures for Foreigners Employed in China to Participate in Social Insurance2024年12月23日，人社部發(fā)布了關(guān)于修改《在中國(guó)境內(nèi)就業(yè)的外國(guó)人參加社會(huì)保險(xiǎn)暫行辦法》的決定。此次修改完善了在中國(guó)境內(nèi)就業(yè)的外國(guó)人的法律規(guī)定依據(jù)和證件名稱；對(duì)在中國(guó)境內(nèi)外享受按月領(lǐng)取社會(huì)保險(xiǎn)待遇的外國(guó)人每年核驗(yàn)社會(huì)保險(xiǎn)待遇享受資格的具體程序進(jìn)行了規(guī)定，增加了通過互聯(lián)網(wǎng)自助辦理的措施；并對(duì)附件《外國(guó)人社會(huì)保障號(hào)碼編制規(guī)則》作出了相應(yīng)修改。On December 23, 2024, the MOHRSS issued the decision to amend the Temporary Measures for Foreigners Employed in China to Participate in Social Insurance. This revision improves the legal basis and certificate names for foreigners employed in China, specifies the procedure for annual verification of foreigners’ eligibility for social insurance benefits both in and outside China, introduces self-service measures via the Internet, and revises the Rules for the Compilation of Foreigners’ Social Security Numbers.2. 人社部辦公廳等四部門印發(fā)新就業(yè)形態(tài)勞動(dòng)者權(quán)益協(xié)商指引
Guidelines for Negotiation of Rights of New Work Forms Issued by the MOHRSS and Four Other Departments2024年11月6日，人社部辦公廳、中華全國(guó)總工會(huì)辦公廳等四部門發(fā)布關(guān)于印發(fā)《新就業(yè)形態(tài)勞動(dòng)者權(quán)益協(xié)商指引》的通知。該指引主要涉及線上接受互聯(lián)網(wǎng)平臺(tái)發(fā)布的配送、出行、運(yùn)輸、家政服務(wù)等工作任務(wù)，按照平臺(tái)要求提供平臺(tái)網(wǎng)約服務(wù)，通過勞動(dòng)獲取勞動(dòng)報(bào)酬的勞動(dòng)者，規(guī)范企業(yè)和工會(huì)組織、勞動(dòng)者代表平等協(xié)商涉及勞動(dòng)者權(quán)益事項(xiàng)，如制修訂涉及勞動(dòng)者權(quán)益的制度規(guī)則和算法、建立健全協(xié)商機(jī)制，要求企業(yè)在協(xié)商成果生效后10日內(nèi)以適當(dāng)方式向所有適用的勞動(dòng)者公布，并據(jù)此共同遵照履行。On November 6, 2024, the General Office of the MOHRSS and four other departments issued a notice on the Guidelines for Negotiation of Rights of New Work Forms. The guidelines mainly focus on workers who accept tasks such as delivery, transportation, and domestic services provided via internet platforms, and receiving compensation based on platform orders. The guidelines standardize the negotiation process between enterprises, trade unions, and worker representatives on issues related to workers’ rights, such as revising systems and algorithms concerning workers’ rights, establishing negotiation mechanisms, and ensuring that employers publish the negotiation results to all affected workers within 10 days of the agreement.3. 人社部、財(cái)政部等五部門全面實(shí)施個(gè)人養(yǎng)老金制度
Full Implementation of the Personal Pension System by the MOHRSS, Ministry of Finance, and Other Three Departments2024年12月10日，人社部、財(cái)政部等五部門聯(lián)合發(fā)布了《關(guān)于全面實(shí)施個(gè)人養(yǎng)老金制度的通知》（“《通知》”）。自2024年12月15日起在中國(guó)境內(nèi)參加城鎮(zhèn)職工基本養(yǎng)老保險(xiǎn)或者城鄉(xiāng)居民基本養(yǎng)老保險(xiǎn)的勞動(dòng)者，均可以參加個(gè)人養(yǎng)老金制度，稅收優(yōu)惠政策的實(shí)施范圍從先行城市（地區(qū)）同步擴(kuò)大到全國(guó)等內(nèi)容；《通知》新增了參加人患重大疾病、領(lǐng)取失業(yè)保險(xiǎn)金達(dá)到一定條件或者正在領(lǐng)取最低生活保障金的，可以申請(qǐng)?zhí)崆邦I(lǐng)取個(gè)人養(yǎng)老金的情形，規(guī)定參加人可以選擇按月、分次或者一次性領(lǐng)取個(gè)人養(yǎng)老金，并可以向銀行提出變更領(lǐng)取方式。On December 10, 2024, the MOHRSS, Ministry of Finance, and other three departments jointly issued a notice on The Full Implementation of the Personal Pension System (“Notice”). Starting from December 15, 2024, employees who have participated in the basic pension insurance for urban employees or the basic pension insurance for urban and rural residents in China are eligible to join the personal pension system, with tax benefits expanding from pioneer cities to nationwide. The notice adds provisions for early withdrawal in cases of serious illness or unemployment, allows individuals to choose between monthly, multiple, or lump-sum pension payments, and permits changes to the payment method with the bank.4. 人社部貫徹實(shí)施全國(guó)年節(jié)及紀(jì)念日放假辦法
Enforced Public Holidays for National Festivals and Memorial Days by MOHRSS- 2025年1月1日，人社部辦公廳發(fā)布了關(guān)于做好《國(guó)務(wù)院關(guān)于修改〈全國(guó)年節(jié)及紀(jì)念日放假辦法〉的決定》貫徹實(shí)施工作的通知。該通知要求各地要指導(dǎo)企事業(yè)等單位依法安排職工休假，確保廣大職工應(yīng)休盡休。通知還特別指出，企業(yè)等單位依法安排職工在法定節(jié)假日工作的，應(yīng)當(dāng)另外支付給職工不低于勞動(dòng)合同規(guī)定的其本人日或小時(shí)工資標(biāo)準(zhǔn)的300%支付工資報(bào)酬（即300%不含本人工資）。On January 1, 2025, The MOHRSS issued a notice on the implementation of the Revised Regulations on Public Holidays for National Festivals and Memorial Days. The notice requires local governments to guide employers to legally arrange holidays for employees. It also clarifies that employers should pay employees 300% of their daily or hourly wage rates (excluding base salary) for working on legal public holidays.
- 2025年1月1日，人社部發(fā)布了《關(guān)于職工全年月平均工作時(shí)間和工資折算問題的通知》。因制度工作時(shí)間計(jì)算時(shí)需扣除13天法定節(jié)假日，月均工作日由原20.83天變更為20.67天，即（365天-104天休息日-13天法定節(jié)假日）÷12月＝20.67天。但因法定節(jié)假日用人單位仍應(yīng)當(dāng)依法支付工資，折算日工資時(shí)不剔除13天法定節(jié)假日，月計(jì)薪天數(shù)仍需按照21.75天計(jì)算，即（365天-104天休息日）÷12月＝21.75天。On January 1, 2025, The MOHRSS issued a notice regarding the calculation of average monthly working days and wages for employees was issued. As holidays are deducted from working days, the monthly average working days per month are adjusted from 20.83 to 20.67. However, the employee’s average pay days shall still be 21.75 days/ month.
三、典型案例：人民法院案例庫(kù)新增7件勞動(dòng)爭(zhēng)議案例，并將4件歷史入庫(kù)案例調(diào)整為指導(dǎo)性案例
Exploration of Typical Cases: The People's Court Case Database Added 7 New Labor Dispute Cases, and Adjusted 4 Historical Cases as Guiding Cases自2024年2月人民法院案例庫(kù)（“案例庫(kù)”）上線并向公眾開放以來(lái)，已收錄58件勞動(dòng)、人事爭(zhēng)議案件，其中7件于2024年12月新收錄入庫(kù)。2024年12月23日，最高院發(fā)布首批新就業(yè)形態(tài)勞動(dòng)爭(zhēng)議專題指導(dǎo)性案例，4件案例均為案例庫(kù)歷史收錄案例，本次案例庫(kù)調(diào)整為指導(dǎo)性案例。主要裁判要點(diǎn)總結(jié)如下：Since the People's Court Case Database ("Case Database") has launched to the public in February 2024, it has collected 58 labor and personnel dispute cases, among which 7 were newly included in December 2024. On December 23, 2024, the Supreme People's Court released the first batch of guiding cases on new employment forms, with 4 cases previously recorded in the Case Database now adjusted to guiding cases. The main opinions are summarized as follows:1. 4件指導(dǎo)性案例關(guān)注新就業(yè)形態(tài)勞動(dòng)關(guān)系的確認(rèn)，強(qiáng)調(diào)了法院對(duì)于勞動(dòng)關(guān)系應(yīng)進(jìn)行實(shí)質(zhì)審查，以及用人單位不得規(guī)避用工主體責(zé)任。
Four Cases Focus on the Confirmation of Employment Relationship in the New Work Form, Emphasizing That the Court Should Conduct A Substantive Review of the Employment Relationship and That the Employer Should Not Circumvent the Main Responsibility of Employing Workers在指導(dǎo)性案例237號(hào)中，法院根據(jù)勞動(dòng)者的出勤時(shí)間、報(bào)酬領(lǐng)取方式、根據(jù)系統(tǒng)派單完成任務(wù)情況，認(rèn)定該員工與公司之間存在從屬性，用人單位不能以簽訂承攬、合作協(xié)議為由規(guī)避勞動(dòng)關(guān)系的成立。在指導(dǎo)性案例238號(hào)中，外賣騎手按平臺(tái)要求注冊(cè)為個(gè)體工商戶后再簽訂承攬、合作協(xié)議，法院根據(jù)協(xié)議實(shí)際履行情況，結(jié)合勞動(dòng)者接單規(guī)則、薪資來(lái)源、日常工作管理，認(rèn)定雙方之間存在勞動(dòng)關(guān)系。In Guiding Case No. 237, the court determined that there was subordination between the employee and the employer based on the employee's attendance times, methods of remuneration receipt, and the completion of tasks according to system-assigned orders. The employer cannot evade the establishment of employment relationship by citing the signing of contracting or cooperation agreements. In Guiding Case No. 238, a take-away rider registered as individual businesses according to platform requirements and then signed contracting or cooperation agreements. In view of actual performance of the agreements, rules of orders-acceptance, payment of remuneration, and daily work management, the court determined that the employment relationship had been established between the parties.但在指導(dǎo)性案例239號(hào)中，由于經(jīng)紀(jì)公司對(duì)網(wǎng)絡(luò)主播的工作時(shí)間、工作內(nèi)容及工作過程控制程度不強(qiáng)，法院認(rèn)定雙方不存在勞動(dòng)關(guān)系，明確了因經(jīng)濟(jì)關(guān)系所產(chǎn)生的履約要求與支配性勞動(dòng)管理的界限；指導(dǎo)性案例240號(hào)中，法院亦認(rèn)定勞動(dòng)者對(duì)用人單位并無(wú)較強(qiáng)從屬性，認(rèn)定雙方不存在勞動(dòng)關(guān)系。However, in Guiding Case No.239, as the talent agency did not have a strong control over the working hours, working contents and working process of a live streamer, the court determined that the employment relationship did not exist between the parties, and clarified the boundary between the performance requirement arising from economic cooperation and dominant labor management. In Guiding Case No. 240, the court also determined that the employees and the company does not have strong subordination and there is no employment relationship between the parties.2. 7件新增案例涉及勞動(dòng)關(guān)系的訂立及解除、工傷認(rèn)定、約定不定時(shí)工時(shí)制度下加班費(fèi)支付等問題。
Seven Cases Involve the Establishment and Termination of Employment Relationship, Verification of Work Injury and Payment of Overtime under the Agreed Flexible Working System在張某訴某公交公司案中，法院認(rèn)定勞動(dòng)者在某平臺(tái)實(shí)名投訴用人單位不按規(guī)定配發(fā)口罩，不符合因勞動(dòng)者自身原因用人單位可以不續(xù)訂無(wú)固定期限勞動(dòng)合同的無(wú)過失性辭退情形；勞動(dòng)者符合勞動(dòng)合同法規(guī)定的續(xù)訂無(wú)固定期限勞動(dòng)合同的條件的，依法享有單方選擇權(quán)，用人單位無(wú)權(quán)拒絕續(xù)訂勞動(dòng)合同。In the case of Mr. Zhang v. Public Transportation Company, the employee complained on a platform under his real name regarding that the employer did not provide him with face masks, and it was held that this case does not fall under the circumstance of a no-fault dismissal where the employer could choose not to renew the open-ended labor contract due to the employee's personal reasons; If the employee meets the conditions for renewal of an open-term labor contract as stipulated in the Labor Contract Law, he or she has the right to make a unilateral choice in accordance with the law, and the employer does not have the right to refuse to renew the labor contract.在黃某訴重慶某某公司案中，法院認(rèn)定公司履行民主公示程序制定相關(guān)規(guī)定，明確滋擾或騷擾女職工將被開除，黃某利用職務(wù)之便對(duì)其部門女職工實(shí)施騷擾行為，導(dǎo)致多名女職工離職，屬于嚴(yán)重違反勞動(dòng)合同及規(guī)章制度。In the case of Mr. Huang v. A Chongqing Company, the court held that the employer had fulfilled the democratic publicity procedures, specifying that nuisance or harassment of female workers would lead to dismissal, while the employee took advantage of his position to harass the female employees of his department, causing many female employees to resign, which constituted a serious violation of the labor contract and regulations.在某勞務(wù)公司訴天津市武清區(qū)人社局案中，法院認(rèn)為，職工在下班后回宿舍收拾行李、前往乘車地點(diǎn)、回家這一整體過程，符合職工工作、生活銜接的客觀需要，應(yīng)當(dāng)認(rèn)定為《工傷保險(xiǎn)條例》第十四條第六項(xiàng)所規(guī)定的“上下班途中”受到非本人主要責(zé)任的交通事故應(yīng)當(dāng)認(rèn)定為工傷的情形。In the case of A Labor Service Company v. Tianjin Wuqing District MOHRSS, it was held that the overall process of the employee returning to the dormitory after work to pack up luggage, going to the bus place and returning home was in line with the objective needs of the employee's work and life, and should be regarded as the circumstance in which the employee is injured in a traffic accident which was not caused by him/her “while commuting to or from work” as stipulated in Article 14(6) of the Regulations on Work Injury Insurance.孟某訴天津某云商公司案中，勞動(dòng)合同約定為不定時(shí)工時(shí)制，但雙方并未實(shí)際履行，孟某實(shí)際每周工作六天，每天工作7.5個(gè)小時(shí)，法院認(rèn)定用人單位應(yīng)當(dāng)按照標(biāo)準(zhǔn)工時(shí)工作制依法支付加班工資。In the case of Mr. Meng v. Tianjin Yunshang Company, the employment contract stipulated flexible working hours system, but without the actual performance of the parties. Mr. Meng actually worked six days a week and 7.5 hours a day, so the court ruled that the employer shall pay the overtime wages under the standard working hour system in accordance with the law.四、典型案例：北京市發(fā)布涉勞動(dòng)爭(zhēng)議典型案例
Exploration of Typical Cases: Beijing Municipality Released Typical Cases of Labor Disputes2024年12月17日，北京市人社局發(fā)布了2024年度十大勞動(dòng)人事爭(zhēng)議仲裁典型案例，涵蓋網(wǎng)約家政工勞動(dòng)關(guān)系認(rèn)定、勞動(dòng)合同解除、事業(yè)單位人事爭(zhēng)議等多個(gè)方面。我們認(rèn)為可以重點(diǎn)提示的裁審觀點(diǎn)有：On December 17, 2024, Beijing MOHRSS released ten typical labor dispute arbitration cases in 2024, covering many aspects such as labor relationship determination of gig domestic workers, termination of labor contract, public institution personnel disputes, etc. The judicial views that we would like to highlight are as follows:1. 某家政公司和職工簽訂《合作協(xié)議書》及《家政服務(wù)用工協(xié)議》規(guī)避《勞動(dòng)合同法》，裁審機(jī)構(gòu)根據(jù)雙方主體資格、用工管理情況等認(rèn)定雙方存在勞動(dòng)關(guān)系。
A housekeeping company and the employee entered into the Cooperation Agreement and the Housekeeping Service Employment Agreement to evade the Labor Contract Law. The labor arbitration committee held that labor relationship shall be identified based on the subject qualifications and employment management of the parties.
2. 職工為索要未簽勞動(dòng)合同雙倍工資差額，多次拒絕簽訂書面勞動(dòng)合同，裁審機(jī)構(gòu)認(rèn)為勞動(dòng)者為謀取不正當(dāng)利益惡意拒絕簽署，違反誠(chéng)實(shí)信用原則，駁回其仲裁請(qǐng)求。
The employee repeatedly refused to sign a written employment contract with the company and later claimed double pay for failing to sign the contract. It was considered that the employee maliciously refused to sign for the purpose of seeking improper benefits and violated the principle of good faith, and the labor arbitration committee rejected such arbitration claim of the employee.
3. 勞動(dòng)者雖未于勞動(dòng)合同約定的工資異議期內(nèi)提出書面意見，不能以單純的沉默行為即視為勞動(dòng)者對(duì)工資的認(rèn)可和對(duì)工資請(qǐng)求權(quán)作出放棄的處分，且該約定屬于“用人單位免除自己的法定責(zé)任、排除勞動(dòng)者權(quán)利的”無(wú)效約定，裁審機(jī)構(gòu)對(duì)勞動(dòng)者主張績(jī)效獎(jiǎng)金差額的訴求予以支持。
Although the employee fails to put forward written opinions within the wage objection period as agreed in the employment contract, it shall not be deemed that the employee has recognized the wages and waived his/her right to claim for wages by simple silence act, and the such agreement was invalid because it "exempted the employer from its legal liability and excludes the employee's rights". The labor arbitration committee upheld the employee's claim for the difference in performance bonus.
4. 女職工在孕期不能適應(yīng)原勞動(dòng)的，用人單位應(yīng)減輕勞動(dòng)量或安排其他適應(yīng)的勞動(dòng)。某公司未與懷孕女職工協(xié)商一致，單方面調(diào)崗增加女職工負(fù)擔(dān)，職工未同意后要求解除勞動(dòng)關(guān)系，認(rèn)定構(gòu)成違法解除。
When a female employee cannot adapt to her original work style during pregnancy, the employer shall reduce her workload or arrange other suitable work for her. Where a company failed to negotiate with a pregnant female employee and unilaterally transferred her to another post, thereby increasing her burden, and the employee refused, the company's request to terminate the labor relationship with the employee shall be determined to be an illegal termination.
5. 職工被認(rèn)定為工傷后未按用人單位要求于指定時(shí)間到指定地點(diǎn)就診，但根據(jù)其傷情在居住地附近醫(yī)院就診并開具休假證明。裁審機(jī)構(gòu)認(rèn)定認(rèn)為用人單位在未有證據(jù)證明職工病假存疑的情況下以其不配合調(diào)查為由解除勞動(dòng)合同缺乏合理性，構(gòu)成違法解除。
An employee, recognized as having a work-related injury, failed to take the medical treatment at the location and specified time as designated by the employer. Instead, the employee sought medical attention at a hospital near his residence due to the nature of the injury and obtained a medical leave certificate. The labor arbitration committee determined that the employer's decision to terminate the employment contract on the grounds of the employee's non-cooperation in the investigation, without evidence questioning the validity of the employee's sick leave, was unreasonable and constituted an unlawful termination.
6. 用人單位不得濫用競(jìng)業(yè)限制損害勞動(dòng)者權(quán)益，若職工不屬于高級(jí)管理人員、高級(jí)技術(shù)人員和其他負(fù)有保密義務(wù)的人員，則用人單位與該人員關(guān)于競(jìng)業(yè)限制的約定無(wú)效。
Employers must not abuse non-compete restrictions to the detriment of employees' rights. If an employee is not a senior manager, senior technical staff, or other personnel with confidentiality obligations, any agreement on non-compete restrictions between the employer and such personnel is invalid.
7. 職工與醫(yī)院約定醫(yī)師規(guī)范化培訓(xùn)的服務(wù)期為5年，違約金為500,000元，職工培訓(xùn)期間享受了相應(yīng)補(bǔ)貼和工資待遇，裁審機(jī)構(gòu)認(rèn)定服務(wù)期相關(guān)約定合法有效，最終判決職工提前2年離職支付培訓(xùn)違約金150,000元。
An employee entered into an agreement with a hospital for a standardized physician training service period of 5 years, with a penalty for breach of contract set at RMB 500,000. The employee enjoyed corresponding subsidies and salary benefits during the training period. The labor arbitration committee determined that the service period-related agreement (bonding agreement) was legally valid and effective. The employee was ultimately ordered to pay the penalty of RMB 150,000 for breach of contract due to leaving 2 years ahead of schedule.
五、典型案例：重慶市、武漢市等多地陸續(xù)發(fā)布勞動(dòng)人事爭(zhēng)議案件典型案例
Exploration of Typical Cases: Chongqing, Wuhan and Other Places Successively Released Typical Cases of Labor and Personnel Dispute Cases2024年12月26日，重慶市第五中級(jí)人民法院發(fā)布7個(gè)勞動(dòng)爭(zhēng)議糾紛典型案例。其中，我們認(rèn)為以下案例值得關(guān)注：On December 26 2024, the Fifth Intermediate People's Court of Chongqing Municipality released seven typical cases of labor disputes. Among them, we believe that the following cases are noteworthy:1. 案例1中，勞動(dòng)關(guān)系存續(xù)期間，用人單位將本應(yīng)向勞動(dòng)者支付的“工資”以“經(jīng)濟(jì)補(bǔ)償金”之名義向勞動(dòng)者支付，勞動(dòng)合同到期后主張已經(jīng)履行經(jīng)濟(jì)補(bǔ)償義務(wù)，裁審機(jī)構(gòu)認(rèn)定相關(guān)約定侵害了勞動(dòng)者的合法權(quán)益，應(yīng)屬無(wú)效。
In Case 1, the employer paid the wages that should have been paid to the employee in the name of “economic compensation” during the period of the employment relationship, and claimed that it had fulfilled the obligation of economic compensation after the expiration of the labor contract, and the labor arbitration committee found that the agreement infringed on the lawful rights and interests of the employee and was invalid.
2. 案例2中，用人單位以職工差欠墊付社保等費(fèi)用為由拒絕履行申報(bào)退休手續(xù)，裁審機(jī)構(gòu)認(rèn)為及時(shí)為勞動(dòng)者申請(qǐng)辦理退休手續(xù)是用人單位的法定義務(wù)，用人單位不能因職工差欠其墊付的社會(huì)保險(xiǎn)費(fèi)等理由拒絕為職工辦理退休手續(xù)。
In Case 2, the employer refused to process the retirement procedures, citing that the employee owed social security fee advances to the employer. The labor arbitration committee ruled that it is the employer's legal duty to promptly apply for retirement procedures and that the employer cannot refuse to process these procedures for the employee based on alleged social security advances owed by the employee.
3. 案例5中，公司設(shè)置績(jī)效工資及其支付條件，屬于依法行使自主經(jīng)營(yíng)管理權(quán)的行為。職工因任職期間故意或者重大過失行為導(dǎo)致用人單位虧損，用人單位有權(quán)依照《中華人民共和國(guó)公司法》和公司章程的規(guī)定，經(jīng)合法程序形成內(nèi)部決議，延遲或者停止發(fā)放績(jī)效工資。
In Case 5, the setting of performance pay and its payment conditions by a company is considered a lawful exercise of its autonomous management rights. The employer has the right to suspend or stop the payment of performance pay in accordance with the provisions of the Company Law of the People's Republic of China and the articles of association of the company, and through legal procedures to form an internal resolution.
2024年11月12日，武漢東湖高新區(qū)人民法院發(fā)布了5個(gè)勞動(dòng)爭(zhēng)議典型案例，涵蓋新業(yè)態(tài)用工關(guān)系認(rèn)定、企業(yè)商業(yè)秘密保護(hù)與人才合理流動(dòng)、超齡勞動(dòng)者合法權(quán)益等領(lǐng)域。案例5中，認(rèn)定員工嚴(yán)重違反規(guī)章制度并行使勞動(dòng)合同解除權(quán)時(shí)，除應(yīng)審查制度合法性外，還應(yīng)考量施行的合理性。公司以員工多次提前1分鐘離開工位認(rèn)定為“早退”明顯欠缺合理性，且公司此前并從未向員工提及早退或整改事宜，公司解除勞動(dòng)合同違法。On November 12, 2024, the People's Court of Wuhan East Lake High-Tech Development Zone released five typical cases of labor disputes, covering the identification of employment relationships in new work forms, the protection of trade secrets, the reasonable mobility of talent, and the legitimate rights and interests of workers over the age of retirement. In Case 5, when an employee is found to have seriously violated the rules and regulations, and the employer exercises the right to terminate the labor contract, both the legality of the system and the reasonableness of its implementation should be examined. The company's decision to regard the employee's repeated one-minute early departure from the workstation as ‘early off-duty (without approval)’ was clearly unreasonable. Moreover, the company had never mentioned the early off-duty issue to the employee or requested the employee’s rectification. Therefore, the company's termination of the employment contract was deemed unlawful.此外，上海、重慶等地法院接連發(fā)布勞動(dòng)爭(zhēng)議典型案例。多地的案例中都涉及與網(wǎng)絡(luò)主播、外賣騎手、快遞員等典型新就業(yè)形態(tài)勞動(dòng)者與平臺(tái)企業(yè)之間的勞動(dòng)關(guān)系認(rèn)定相關(guān)糾紛。In addition, courts in Shanghai, Chongqing and other places have released a series of typical labor dispute cases. Many of these cases involve disputes related to the determination of employment relationship between platform enterprises and employees engaged in new forms of employment, such as live streamers, take-away riders, and couriers.題21-1_畫板 1 副本.png)
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