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Summary
本期摘要
法規(guī)速遞：國家修訂職業(yè)教育法，對特困行業(yè)實行社會保險相關(guān)優(yōu)惠政策，修改個人所得稅專項附加扣除操作辦法
Quick View of New Regulations: Revised Vocational Education Law Adopted, Preferential Social Insurance-related Policies Carried out for Industries in Dire Straits, and Operating Measures of Special Additional Deductions for Individual Income Tax Revised
新規(guī)速遞：北京出臺人社局行政處罰裁量基準(zhǔn)表，北京及遼寧發(fā)布調(diào)整勞動爭議仲裁管轄的地方規(guī)定
Quick View of New Regulations: Beijing Issued the Benchmark Sheet of Municipal Human Resources and Social Security Bureau for Administrative Penalty Discretion; Beijing and Liaoning Issued Notice on Adjusting the Jurisdiction of Labor Dispute Arbitration Cases
新規(guī)速遞：福建、廣西兩地修訂《人口與計劃生育條例》，湖南和四川調(diào)整最低工資標(biāo)準(zhǔn)
Quick View of New Regulations: Fujian and Guangxi Revised Regulations on Population and Family Planning, Hunan and Sichuan Adjusted Minimum Wage Standards
典型案例：最高人民法院發(fā)布涉就業(yè)歧視相關(guān)典型案例，北京海淀區(qū)法院發(fā)布3則男職工休陪產(chǎn)假的典型案例，廣東高院等法院發(fā)布勞動爭議典型案例
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、法規(guī)速遞：國家修訂職業(yè)教育法，對特困行業(yè)實行社會保險相關(guān)優(yōu)惠政策，修改個人所得稅專項附加扣除操作辦法
1.職業(yè)教育法修訂，對企業(yè)提出新要求
2022年4月20日，第十三屆全國人民代表大會常務(wù)委員會通過對《中華人民共和國職業(yè)教育法》（“《職業(yè)教育法》”）的修訂，新修訂的《職業(yè)教育法》于2022年5月1日生效。修訂后的《職業(yè)教育法》共有八個章節(jié)，對1996年生效版本的內(nèi)容進行了較大的細化和豐富，也對行業(yè)主管部門、職業(yè)學(xué)校、職業(yè)培訓(xùn)機構(gòu)提出了更加具體的要求。
新修訂的《職業(yè)教育法》明確職業(yè)教育與普通教育是兩種不同的教育類型，沒有高下之分，具有同等重要地位。國家將統(tǒng)籌推進職業(yè)教育和普通教育的協(xié)調(diào)發(fā)展，讓職業(yè)學(xué)校學(xué)生在升學(xué)、就業(yè)、職業(yè)發(fā)展等方面與同層次普通學(xué)校學(xué)生享有平等機會。
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 the same level in terms of further education, employment, career development and other aspects.
與此同時，新修訂的《職業(yè)教育法》也明確或重申了對企業(yè)的要求。例如，用人單位不得設(shè)置妨礙職業(yè)學(xué)校畢業(yè)生平等就業(yè)、公平競爭的報考、錄用、聘用條件；企業(yè)應(yīng)當(dāng)根據(jù)本單位實際，有計劃地對本單位的職工和準(zhǔn)備招用的人員實施職業(yè)教育，按照國家有關(guān)規(guī)定實行培訓(xùn)上崗制度；企業(yè)應(yīng)當(dāng)根據(jù)國務(wù)院規(guī)定的標(biāo)準(zhǔn)，按照職工工資總額一定比例提取和使用職工教育經(jīng)費；接納實習(xí)的單位應(yīng)當(dāng)保障學(xué)生在實習(xí)期間的勞動權(quán)利，與學(xué)生簽訂實習(xí)協(xié)議，并給予勞動報酬。
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 competition of vocational 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.
用人單位應(yīng)當(dāng)特別關(guān)注新修訂的《職業(yè)教育法》中關(guān)于招聘不得設(shè)置歧視政策、應(yīng)當(dāng)為職工和擬招聘者實施職業(yè)教育、依法計提職工教育經(jīng)費等普適性規(guī)則，積極發(fā)揮用人單位在促進職業(yè)教育方面的重要作用并履行相關(guān)義務(wù)。
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 employee education funds should be withdrawn in accordance with the law. Employers are encouraged 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
2022年4月6日，在李克強總理主持的國務(wù)院常務(wù)會議中，基于當(dāng)前一些市場主體受到嚴重沖擊，有些甚至停產(chǎn)歇業(yè)的情況，決定對特困行業(yè)的用人單位和從業(yè)人員實行更加優(yōu)惠的社會保險費政策。
On April 6, 2022, in an executive meeting of the State 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.
會議提出的針對特困行業(yè)的紓困和就業(yè)兜底保護措施主要有三種：其一，對餐飲、零售、旅游、民航、公路水路鐵路運輸?shù)忍乩袠I(yè)，在今年第二季度實施暫緩繳納養(yǎng)老保險費，并將已實施的階段性緩繳失業(yè)和工傷保險費政策范圍，由餐飲、零售、旅游業(yè)擴大至上述5個行業(yè)。其二，延續(xù)執(zhí)行失業(yè)保險保障階段性擴圍政策。其三，提高中小微企業(yè)失業(yè)保險穩(wěn)崗返還比例；各地可將4%的失業(yè)保險基金結(jié)余用于職業(yè)技能培訓(xùn)，并向受疫情影響、暫時無法正常經(jīng)營的中小微企業(yè)發(fā)放一次性留工培訓(xùn)補助。
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.
安徽、蘇州、吉林等地也根據(jù)國務(wù)院常務(wù)會議提出的措施，出臺了針對特困行業(yè)企業(yè)緩交養(yǎng)老、失業(yè)、工傷保險費的具體政策。
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 injury 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
2022年3月19日，國務(wù)院發(fā)布《國務(wù)院關(guān)于設(shè)立3歲以下嬰幼兒照護個人所得稅專項附加扣除的通知》，決定在原有的六項個人所得稅專項附加扣除項目的基礎(chǔ)上，增設(shè)3歲以下嬰幼兒照護個人所得稅專項附加扣除，規(guī)定納稅人照護3歲以下嬰幼兒子女的相關(guān)支出，按照每個嬰幼兒每月1000元的標(biāo)準(zhǔn)定額扣除。國家稅務(wù)總局于2022年3月25日發(fā)布了修訂后的《個人所得稅專項附加扣除操作辦法（試行）》，明確了嬰幼兒照護專項扣除的計算時間、填報信息等具體操作。
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 for special deduction for child care.
除此之外，針對嬰幼兒的照護，在2021年8月20日新修訂的《人口與計劃生育法》頒布后，各地陸續(xù)修訂了《人口與計劃生育條例》，增設(shè)育兒假（通常針對有3歲以下子女的父母）等假期，從時間方面為照護嬰幼兒的父母提供便利（參見《海問·研究︱海問勞動法雙月報》（2021年11-12月））。
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 leave 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 “Haiwen Labor Law Bi-Monthly Newsletter” (2021 November-December)).
1.北京印發(fā)《北京市人力資源社會保障行政處罰裁量基準(zhǔn)表》
Beijing Issued the Benchmark Sheet of Municipal Human Resources and Social Security Bureau for Administrative Penalty Discretion
2022年3月22日，北京市人力資源和社會保障局（“北京市人社局”）發(fā)布了新修訂的行政處罰裁量基準(zhǔn)表（“《裁量基準(zhǔn)表》”）。北京市人社局通常依據(jù)法規(guī)的變化情況，每年發(fā)布新的《裁量基準(zhǔn)表》匯總表。
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.
本次修訂對原《裁量基準(zhǔn)表》中部分處罰行為、處罰依據(jù)和裁量基準(zhǔn)等進行了調(diào)整，并依據(jù)《未成年人保護法》《民辦教育促進法實施條例》《社會保險基金行政監(jiān)督辦法》《就業(yè)服務(wù)與就業(yè)管理規(guī)定》《北京市勞動合同規(guī)定》等法律、法規(guī)對行政處罰進行了增刪。新修訂的《裁量基準(zhǔn)表》共規(guī)定了107種與勞動用工相關(guān)的違法行為及其對應(yīng)的處罰方式，明確其處罰的法律依據(jù)、違法的情形和分類、裁量基準(zhǔn)及處罰公示期等。
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 laws 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 illegal 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.
2022年發(fā)布的《裁量基準(zhǔn)表》中新增了以下處罰類型：（1）密切接觸未成年人的單位未履行查詢義務(wù)，招用或者繼續(xù)聘用具有相關(guān)違法犯罪記錄的人員；（2）實施職業(yè)教育的民辦學(xué)校舉辦者及實際控制人、決策機構(gòu)或監(jiān)督機構(gòu)組成人員在民辦學(xué)校的設(shè)立、組織、經(jīng)營、管理等活動中的違法行為；（3）被監(jiān)督單位拒不配合社保基金行政監(jiān)督；另外，也刪除了以下行政處罰類型：（1）用人單位未及時為勞動者辦理就業(yè)登記手續(xù)；（2）未簽訂勞動合同逾期不改；（3）關(guān)于以職業(yè)技能為主的職業(yè)資格培訓(xùn)、職業(yè)技能培訓(xùn)的民辦學(xué)校出資人取得回報違法行為。
The following penalties are 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 addition, 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.
用人單位可以參考《裁量基準(zhǔn)表》，了解處罰基準(zhǔn)，避免違法用工行為。以下幾種違法行為及其行政處罰值得用人單位格外注意：
Employers may use the Discretion Benchmark Sheet as a reference, to understand the benchmark for penalty and avoid illegal employment management. The following illegal acts and the corresponding administrative penalties deserve employers’ special attention:
2.北京、遼寧發(fā)布調(diào)整勞動人事爭議仲裁案件管轄范圍的通知
Beijing and Liaoning Issued Notice on Adjusting the Jurisdiction of Labor and Personnel Dispute Arbitration Cases
2022年3月25日，《北京市人力資源和社會保障局關(guān)于調(diào)整我市勞動人事爭議仲裁案件管轄的通知》（“《通知》”）發(fā)布，對勞動人事爭議仲裁委員會（“勞動仲裁委”）受理的北京市勞動人事爭議仲裁案件的管轄范圍進行調(diào)整，調(diào)整后的管轄規(guī)則將于2022年5月1日生效。
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 district. The adjusted rules have taken effect since May 1, 2022.
考慮到北京市各區(qū)已普遍建成實體化仲裁院（中心），且市級仲裁機構(gòu)將搬遷至副中心辦公，《通知》對北京市和各區(qū)的勞動仲裁委對爭議案件管轄范圍作出新的分配，其中北京市勞動仲裁委的管轄范圍有較大調(diào)整；《通知》還解釋了“用人單位所在地”的認定方式，明確了指定管轄的情形。
Considering that each district in Beijing has generally established substantial arbitration tribunals (centers) and that municipal arbitration institution will be relocated to the Tongzhou sub-center (通州副中心), 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 the “l(fā)ocation of the employer” shall be determined and clarified the circumstances where the designated jurisdiction shall apply.
除北京地區(qū)以外，遼寧省人力資源和社會保障廳也于2022年3月31日發(fā)布了《關(guān)于調(diào)整遼寧省勞動人事爭議仲裁案件管轄范圍的通知》，對遼寧省及各市、縣、區(qū)勞動仲裁委的管轄范圍進行調(diào)整，并對勞動人事爭議案件的管轄相關(guān)事宜作出解釋和明確。
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 March 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.
如果發(fā)生勞動爭議，北京和遼寧地區(qū)的企業(yè)和勞動者應(yīng)當(dāng)根據(jù)調(diào)整后的勞動仲裁委的管轄范圍，向有管轄權(quán)的勞動仲裁委提出申請，避免因為管轄問題造成案件的拖延。
In case of labor disputes, employers and employees 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.福建、廣西兩地陸續(xù)修訂《人口與計劃生育條例》，調(diào)整婚育假期配置
為落實新修訂的《人口與計劃生育法》相關(guān)規(guī)定，福建省人民代表大會常務(wù)委員會于2022年3月30日發(fā)布修訂后的《福建省人口與計劃生育條例》，廣西壯族自治區(qū)人民代表大會常務(wù)委員會于2022年3月24日發(fā)布修訂后的《廣西壯族自治區(qū)人口與計劃生育條例》。
In order to implement the provisions of the newly revised Population and Family Planning Law, the Standing Committee of the People’s Congress 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 on March 24, 2022.
兩地新修訂的條例對婚育假期作出較大調(diào)整，修訂前后假期設(shè)置如下（其他地區(qū)對于婚育假期的修改和調(diào)整請參見《海問·研究︱海問勞動法雙月報》（2021年11-12月）及《海問·研究︱海問勞動法雙月報》（2022年1-2月））：
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 “Haiwen Research: Haiwen Labor Law Bi-monthly Newsletter” (November-December 2021) and “Haiwen Research: Haiwen Labor Law Bi-monthly Newsletter” (January-February 2022)).
Wage Standards Were Adjusted in Hunan and Sichuan
2022年3月，湖南、四川發(fā)布調(diào)整最低工資標(biāo)準(zhǔn)的通知，都于2022年4月1日生效。
In March, 2022, Hunan and Sichuan issued notices to adjust the minimum wage standard, which took effect on April 1, 2022.
2021年5月至今，各地陸續(xù)發(fā)布調(diào)整最低工資標(biāo)準(zhǔn)的通知，提高當(dāng)?shù)刈畹凸べY標(biāo)準(zhǔn)（參見《海問·研究︱海問勞動法雙月報》（2021年5-6月）及《海問·研究︱海問勞動法雙月報》（7-8月），《海問·研究︱海問勞動法雙月報》（2021年11-12月））。
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 “Haiwen Research: Haiwen Labor Law Bi-Monthly Newsletter” (May – June 2021), “Haiwen Research: Haiwen Labor Law Bi-Monthly Newsletter” (July – August 2021) and “Haiwen Research: Haiwen Labor Law Bi-Monthly Newsletter” (November- December 2021)).
1.最高人民法院發(fā)布涉就業(yè)歧視相關(guān)典型案例
2月23日，最高人民法院發(fā)布第二批人民法院大力弘揚社會主義核心價值觀典型民事案例。其中的第四個案例與用人單位的招聘相關(guān)，值得用人單位和勞動者注意。
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 recruitment and deserves the attention of employers and employees.
在該案中，應(yīng)聘者向公司投遞了求職簡歷，但公司查閱其投遞的簡歷后，以應(yīng)聘者的籍貫所在的地域為由，認定其不適合招聘崗位。法院審理后，認為公司的行為侵害了勞動者的平等就業(yè)權(quán)。對平等就業(yè)權(quán)的侵害會損害勞動者的人格尊嚴，受害人有權(quán)依照民事法律規(guī)定，請求用人單位承擔(dān)民事責(zé)任。因而判決公司向應(yīng)聘者口頭道歉、登報道歉、支付精神撫慰金9000元。
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.
2018年底最高人民法院新增“平等就業(yè)權(quán)糾紛”作為“人格權(quán)糾紛”項下案由，確認此類案件應(yīng)按人格權(quán)糾紛進行審理，從而奠定了遭受就業(yè)歧視者可以主張精神撫慰金的法律基礎(chǔ)，同時也解決了招聘環(huán)節(jié)應(yīng)聘者遭遇就業(yè)歧視無處維權(quán)的困境。本案的實質(zhì)審理是對這一司法舉措的具體實踐，是對勞動者平等就業(yè)權(quán)的實質(zhì)性確認和維護。
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 those 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.
我國法律明確規(guī)定勞動者在“民族、種族、性別、宗教信仰”四方面不受歧視。司法實踐中，歧視性保護已經(jīng)進一步擴展到包括婚育、年齡、戶籍、病毒攜帶、學(xué)歷、身高、前科等方面。用人單位在整個招聘過程中，應(yīng)當(dāng)特別注意避免在上述方面產(chǎn)生任何歧視性行動，否則可能承擔(dān)包括支付精神損失費在內(nèi)的民事責(zé)任。
China’s laws clearly stipulate that employees shall not be discriminated against in terms of “nationality, race, gender and religious beliefs”. 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
2022年4月28日，廣東高院發(fā)布十個勞動爭議典型案例，相關(guān)案例涉及勞動關(guān)系、勞動報酬、經(jīng)濟補償?shù)葍?nèi)容，涵蓋傳統(tǒng)勞動爭議、新業(yè)態(tài)用工糾紛以及疫情期間勞資糾紛等方面。
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, covering traditional labor disputes, disputes over employment in new business form and labor disputes during pandemics.
廣東高院發(fā)布的十個典型案例中，三則與企業(yè)和勞動者之間的勞動關(guān)系的認定相關(guān)，強調(diào)了法院對于勞動關(guān)系應(yīng)進行實質(zhì)審查，以及用人單位不得規(guī)避用工主體責(zé)任；兩則與用人單位單方解除與勞動者的勞動合同相關(guān)，強調(diào)用人單位解除勞動合同應(yīng)當(dāng)具有合理性。另外，典型案例中，還體現(xiàn)出在混同用工的情況下可根據(jù)勞動者的主張確定責(zé)任主體，以及負責(zé)用人單位人事管理的人員主張未簽訂勞動合同的雙倍工資不具有合理性等裁審觀點。
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 management of the employer to claim double wages for the non-signing of the employment contract.
除廣東外，江蘇、重慶、河北、河南、天津、成都、廈門、青島等地法院接連發(fā)布勞動爭議典型案例。多地的案例中都涉及與網(wǎng)絡(luò)主播與簽約公司之間的勞動關(guān)系認定以及疫情期間勞動用工問題相關(guān)的糾紛。
Accept Guangdong, courts in Jiangsu, Chongqing, Hebei, Henan, Tianjin, Chengdu, Xiamen and Qingdao have released 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-streaming 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
北京海淀區(qū)人民法院于2022年3月7日發(fā)布了三則與男職工休陪產(chǎn)假相關(guān)的典型案例，其中體現(xiàn)了海淀區(qū)法院的如下裁審觀點，可供用人單位和勞動者在遇到陪產(chǎn)假相關(guān)問題時參考：
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.
用人單位不能以男職工已休陪產(chǎn)假為由抵扣其年假，職工僅休陪產(chǎn)假而未休年休假的情況下仍可以主張未休年假補償金。
The employer shall not deduct the annual leave of a male 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.
在男職工有充分證據(jù)證明其有理由休陪產(chǎn)假時，如用人單位未批準(zhǔn)，并以該職工違反休假規(guī)定、曠工的理由解除與其的勞動合同，屬于違法解除勞動合同。
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 illegal termination of the employment contract.
男職工未休陪產(chǎn)假的情況下，用人單位無需就未休取的陪產(chǎn)假支付補償。
聲明：本文所載信息僅供參考之用，并不代表我們的法律建議或法律意見。如您需要進一步討論，請聯(lián)系您在本所的日常聯(lián)系人或聯(lián)系海問勞動法團隊的以下人員。
Disclaimer: This newsletter is for general information only and does not constitute our legal advice or legal opinions. For further discussions, please consult your regular contact at our firm, or any of the following Haiwen Labor Law Team members.
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