新規(guī)速遞：《國有企業(yè)管理人員處分條例》發(fā)布，規(guī)范對國有企業(yè)管理人員的處分事宜
Quick View of New Regulations: Regulation on Disciplinary Actions Against the Management Personnel of State-Owned Enterprises was Issued to Regulate Disciplinary Actions Against Managers of State-Owned Enterprises新規(guī)速遞：最高院發(fā)布《法答網(wǎng)精選答問（第六批）》，天津、山東發(fā)布涉及工傷保險支付待遇的地方性規(guī)定
Quick View of New Regulations: The Supreme People's Court Released the Sixth Batch of Selected Q&As, Tianjin Municipality and Shandong Province Issued Local Regulations Involving Payment Methods and Insurance Benefits Regarding Work-Related Injury Insurance典型案例：北京市海淀法院及西城法院發(fā)布勞動人事糾紛典型案例
Exploration of Typical Cases: Beijing Haidian District People’s Court and Xicheng District People’s Court Released Typical Cases of Labor and Personnel Disputes典型案例：廣東省深圳中院及廣州中院發(fā)布勞動爭議案件典型案例
Exploration of Typical Cases: Shenzhen Intermediate People’s Court of Guangdong Province and Guangzhou Intermediate People's Court Released Typical Cases of Labor and Personnel Disputes
典型案例：最高檢、天津、上海等多地發(fā)布勞動爭議相關(guān)的典型案例
Exploration of Typical Cases: The Supreme People’s Procuratorate, Tianjin Municipality and Shanghai Municipality and other Several Different Regions Released Typical Labor Dispute Cases
一、新規(guī)速遞：《國有企業(yè)管理人員處分條例》發(fā)布，規(guī)范對國有企業(yè)管理人員的處分事宜
Quick View of New Regulations: Regulation on Disciplinary Actions Against the Management Personnel of State-Owned Enterprises was Issued to Regulate Disciplinary Actions Against Managers of State-Owned Enterprises2024年5月21日，國務(wù)院公布《國有企業(yè)管理人員處分條例》（“《條例》”），自2024年9月1日起施行。《條例》全文共7章52條，規(guī)定進(jìn)一步建立健全國有企業(yè)管理人員監(jiān)督制約機制，規(guī)范對國有企業(yè)管理人員的處分事宜。具體而言：On May 21, 2024, the State Council issued the Regulation on Disciplinary Actions Against the Management Personnel of State-owned Enterprises ("Regulation"), which will take effect on September 1, 2024. The Regulation, consisting of seven chapters and 52 articles, aims to regulate the disciplinary action for those personnel in managerial positions of state-owned enterprises (“SOE”) (“SOE Management Personnel”). Specifically:1. 《條例》明確了適用對象的范圍，沿用《中華人民共和國監(jiān)察法實施條例》對國有企業(yè)管理人員的界定。本規(guī)定適用于“國有企業(yè)管理人員任免機關(guān)、單位”按照干部管理權(quán)限對國有企業(yè)管理人員作出的處分，有別于監(jiān)察機關(guān)對國有企業(yè)管理人員作出的政務(wù)處分。The Regulation clarified the scope of application, following the definition of SOE Management Personnel set out in the Regulation on the Implementation of the Supervision Law of the PRC. The Regulation applies to the disciplinary action made by the “SOE Management Personnel appointment and removal organs and institutions”, which is different from the disciplinary actions made by the supervisory organ.2. 《條例》規(guī)定了對國有企業(yè)管理人員處分的種類及處分期等內(nèi)容。《條例》第七條和第八條對處分的種類及處分期加以明確，包括以下六類：警告，6個月；記過，12個月；記大過，18個月；降職，24個月；撤職，24個月；開除。對于“處分期”，根據(jù)《條例》第三十七條，國有企業(yè)管理人員受到開除以外的處分，在處分期內(nèi)有悔改表現(xiàn)且沒有“再犯”情形的，處分期滿后處分自動解除，考核、晉升等不再受影響；但降級、撤職解除后，不恢復(fù)原職務(wù)、職級、級別、崗位和職員等級、職稱、薪酬待遇等級等。The Regulation set out the types and the periods of disciplinary action against SOE Management Personnel. Article 7 and 8 of the Regulation specified the types and periods of disciplinary action, including the following six categories: warning for 6 month, recording of a demerit for 12 months, recording of a serious demerit for 18 months; demotion for 24 months; removal from office for 24 months; and discharge from employment. For the "disciplinary period", according to Article 37 of the Regulation, where a SOE Management Personnel subject to disciplinary action (other than discharge from employment) shows repentance during the period of disciplinary action, without committing another violation, the disciplinary action will be automatically lifted upon expiration of the period of disciplinary action. After a disciplinary action is lifted, promotion to a higher grade of the salary scale, a higher rank or post shall no longer be affected by the former disciplinary action. However, the lift of a disciplinary action for demotion to a lower rank or removal from office shall not thus be deemed as the reinstatement in the former rank or post.3. 在有關(guān)國有企業(yè)管理人員違法和追責(zé)方面，《條例》將原散見于法律法規(guī)、黨政文件中的主要規(guī)定進(jìn)行了梳理和分類。《條例》將《政務(wù)處分法》第三章關(guān)于違反政治要求（第二十八條）、違反組織程序（第三十條）、違反廉潔要求（第三十三條）、違反薪酬管理制度（第三十五條）、違規(guī)從事或者參與營利性活動（第三十六條）、侵犯服務(wù)對象合法權(quán)益或者社會公共利益（第三十八條）以及違反工作要求（第三十九條）等七類違法情形，具化為51項違法行為；并將《關(guān)于規(guī)范中央企業(yè)貿(mào)易管理嚴(yán)禁各類虛假貿(mào)易的通知》不準(zhǔn)參與特定利益關(guān)系企業(yè)間開展的無商業(yè)目的的貿(mào)易業(yè)務(wù)（第二條）、不準(zhǔn)開展任何形式的融資性貿(mào)易（第四條）等違法情形在條例中進(jìn)行了呼應(yīng)和明確。Regarding the illegal activities and accountability of SOE Management Personnel, the Regulation organized and categorized the main provisions previously scattered across laws, regulations, and party and government documents. The Regulation set out 51 specific illegal behaviors based on the seven types of violations outlined in Chapter 3 of the Law on Administrative Sanctions for Public Officials, including violations of political requirements (Article 28), organizational procedures (Article 30), integrity requirements (Article 33), salary management systems (Article 35), engaging in or participating in profit-making activities (Article 36), infringing on the legitimate rights and interests of service recipients or the public interest (Article 38), and work requirements (Article 39). Additionally, the Regulation echoed and clarified the illegal activities specified in the Notice on Regulating Trade Management of Central Enterprises and Prohibiting Various Forms of False Trade, such as prohibiting trade activities with no commercial purpose between enterprises with specific interest relationships (Article 2) and prohibiting any form of financing trade (Article 4).值得關(guān)注的是，為了在落實《條例》的過程中確保不違反《勞動合同法》等相關(guān)法律法規(guī)，國有企業(yè)可以考慮參照《條例》規(guī)定的違法行為以及對應(yīng)的處分后果，在用人單位內(nèi)部規(guī)章制度中予以規(guī)定，以與勞動法規(guī)中關(guān)于員工嚴(yán)重違反用人單位規(guī)章制度可以解除勞動合同的規(guī)定相銜接。It is noteworthy that, to ensure the compliance of the Labor Contract Law and other relevant labor laws during the implementation of the Regulation, SOEs may consider incorporating (or referring to) the illegal behaviors and corresponding sanctions stipulated in the Regulation into their internal rules and policies, in order to align with the rules under the labor laws that permit the termination of employment for serious violations of the employer's policies.二、新規(guī)速遞：最高院發(fā)布《法答網(wǎng)精選答問（第六批）》，天津、山東發(fā)布涉及工傷保險支付待遇的地方性規(guī)定
Quick View of New Regulations: The Supreme People's Court Released the Sixth Batch of Selected Q&As, Tianjin Municipality and Shandong Province Issued Local Regulations Involving Payment Methods and Insurance Benefits Regarding Work-Related Injury Insurance
1. 最高人民法院發(fā)布《法答網(wǎng)精選答問（第六批）》
The Supreme People's Court Released the Sixth Batch of Selected Q&As2024年6月13日，最高院發(fā)布《法答網(wǎng)精選答問（第六批）》，其中問題2為“用人單位與勞動者連續(xù)兩次訂立固定期限勞動合同，期滿后用人單位對續(xù)訂無固定期限勞動合同是否享有選擇權(quán)？”最高法的答疑意見認(rèn)為，在已具備勞動合同法第十四條規(guī)定的應(yīng)當(dāng)訂立無固定期限勞動合同條件的情況下，勞動者續(xù)訂無固定期限勞動合同的權(quán)利應(yīng)予保障，如果用人單位不同意續(xù)訂合同，應(yīng)當(dāng)承擔(dān)違法解除或繼續(xù)履行的法律后果。The Supreme People's Court released the sixth batch of selected Q&As on June 13, 2024, in which Question 2 was "if employers and employees have concluded two consecutive fixed-term employment contracts, does the employer have the right to choose to renew the open-ended employment contract after the expiration of the term?" Reply of the Supreme People's Court considered that the right of employees to renew an open-ended employment contract should be protected when the conditions for concluding an open-ended employment contract as stipulated in Article 14 of the Employment Contracts Law have been met, and that if the employer does not agree to the renewal of the contract, the employer shall bear the legal consequences of unlawful termination or continuation of the performance of the contract.
2. 天津發(fā)布涉及工傷保險支付待遇的地方性規(guī)定
Tianjin Municipality issued local regulations on the payment methods and insurance benefits related to work-related injury insurance天津市人社局于2024年6月印發(fā)了《關(guān)于進(jìn)一步明確工傷保險待遇支付有關(guān)問題的通知》（“《通知》”）。通知聚焦工傷保險待遇支付常見問題，供天津市處理工傷保險待遇糾紛案件時作為參考。The Tianjin MOHRSS issued the Notice on Further Clarifying Issues Relating to the Payment of Work-Related Injury Insurance Benefits ("Notice") in June 2024. The Notice focuses on common issues regarding the payment of work-related injury insurance benefits, and is intended to be used as a reference for dealing with work-related injury insurance benefit dispute cases in Tianjin.《通知》對用人單位未按時為職工辦理工傷保險參保、職工參加工傷保險后用人單位間斷繳費、用人單位未依法足額繳納工傷保險費、工傷職工復(fù)查鑒定傷殘等級發(fā)生變化時如何調(diào)整工傷保險待遇、職工多次發(fā)生工傷時的工傷保險待遇以及工傷保險待遇中“本人工資”的計算等問題進(jìn)行了詳細(xì)說明，《通知》為天津市用人單位在處理工傷保險待遇及相關(guān)問題方面，提供了實質(zhì)性的參考與指引。The Notice provided detailed explanations on several issues, including employers' failure to timely participate in work-related injury insurance for its employees, employers’ suspension on the contribution of work-related injury insurance after its employees are covered by the work-related injury insurance, employers' failure to fully / timely contribute work-related injury insurance as required by law, adjustments to work-related injury insurance benefits when the disability grade of an injured employee changes upon re-examination, benefits for employees who suffer multiple work-related injuries, and the calculation of "individual wages" in work-related injury insurance benefits. The Notice offered substantial guidance and reference for employers in Tianjin in handling work-related injury insurance benefits and related matters.
3. 山東發(fā)布特定從業(yè)人員單險種參加工傷保險的地方性規(guī)定
Shandong Province issued local provisions on participation in work-related injury insurance for specific employees with the single insurance type2024年5月30日，山東省人社廳等7部門印發(fā)了《超齡人員和實習(xí)學(xué)生等特定從業(yè)人員參加工傷保險辦法（試行）》（“《辦法》”），進(jìn)一步分散各類用人單位工傷風(fēng)險，推進(jìn)職業(yè)人群工傷保險全覆蓋，將從2024年7月1日起實施。《辦法》將超齡人員、年滿16周歲的職業(yè)院校實習(xí)學(xué)生及見習(xí)單位見習(xí)人員、住院規(guī)培醫(yī)學(xué)在讀研究生、家政服務(wù)人員等4類人員納入工傷保險保障范圍。On May 30, 2024, the Shandong MOHRSS and seven other departments issued the Measures for the Participation of Specific Workers such as Over-Age Personnel and Intern Students in Work-Related Injury Insurance (“Measures”), to further spread the risk of work-related injuries in various types of employers and to promote the full coverage of work-related injury insurance for the occupational groups, which will be implemented as of July 1, 2024. The Measures include four categories of personnel under the coverage of work-related injury insurance, including over-age personnel, internship students of vocational colleges/universities and trainees of apprenticeship units over the age of 16, postgraduate students undergoing resident standardization training, and domestic helpers.三、典型案例：北京海淀區(qū)法院及西城法院發(fā)布勞動人事糾紛典型案例
Exploration of Typical Case: Beijing Haidian District People’s Court and Xicheng District People’s Court Released Typical Cases of Labor and Personnel Disputes2024年5月16日，北京海淀區(qū)法院召開“勞動人事爭議審判白皮書（2020年度-2023年度）”發(fā)布會，發(fā)布了2020年度至2023年度八件勞動人事爭議的典型案例。案例涉及裁審銜接、臺港澳在內(nèi)地就業(yè)是否構(gòu)成勞動關(guān)系的認(rèn)定、勞動者離崗前職業(yè)健康檢查、預(yù)告解除勞動合同、居家辦公、醫(yī)療期滿解雇勞動者以及用人單位與勞動者競業(yè)限制約定等常見問題。其中，我們認(rèn)為可以重點提示的案例有：On May 16, 2024, Beijing Haidian District People’s Court held a press conference on "White Paper on Labor and Personnel Dispute Trials (2020-2023)". During the event, eight typical cases of labor and personnel disputes from 2020 to 2023 were presented. The cases involved common issues such as the connection between adjudication and trial, the determination of whether the employment in Mainland of China by individuals from Taiwan, Hong Kong and Macao constitutes a labor relationship, pre-departure occupational health examinations for employees, advance notice for termination of labor contracts, remote work, dismissal of employees after the expiration of medical leave, and non-compete agreements between employers and employees. Among these, we believe the following cases merit special attention:1. 勞動者預(yù)告解除期滿，用人單位拖延辦理工作交接，勞動者有權(quán)要求確認(rèn)勞動關(guān)系已經(jīng)解除。勞動者提前30日向某公司提交辭職報告后，某公司拖延辦理工作交接，勞動者發(fā)出的30天預(yù)告解除期滿之日屆至?xí)r，發(fā)生雙方勞動關(guān)系解除的法律后果。Upon the expiration of the notice period for termination initiated by the employee, if the employer delays the handover process, the employee has the right to request confirmation that the labor relationship has been terminated. After the employee submitted a resignation letter to a company 30 days in advance, the company delayed the handover process. When the 30-day notice period expired, the legal consequence of the termination of the labor relationship between the two parties occurred.2. 用人單位享有用工管理權(quán)，居家辦公情況下，勞動者仍應(yīng)服從用人單位的依法用工管理，在工作時間內(nèi)正常提供勞動。某公司安排全體員工居家辦公，勞動者未遵守某公司關(guān)于“工作時間在辦公軟件中即時回復(fù)公司信息，超過2次書面警告將予以辭退”的規(guī)定，法院認(rèn)定用人單位以嚴(yán)重違反公司勞動紀(jì)律為由與勞動者解除勞動關(guān)系合理合法。The employer has its right to manage the employment, and employees working from home are still required to comply with the employer's lawful management of employment and provide labor normally during working hours. A company arranged for all employees to work from home. An employee failed to comply with the company's regulation that required "immediate response to company messages on the office software during working hours, with dismissal after more than two written warnings." The court found that the employer's termination of the labor relationship with the employee on the grounds of serious violation of company labor discipline was reasonable and lawful.3. 勞動者因患病或非因工負(fù)傷，醫(yī)療期滿后不能從事原工作時，用人單位應(yīng)先根據(jù)勞動者的身體狀況給勞動者另行安排工作崗位。某公司在勞動者醫(yī)療期滿后未另行安排工作崗位，僅以勞動者存在醫(yī)療期滿后繼續(xù)提交假條的行為，直接推定勞動者必然不能從事用人單位另行安排的工作，徑行辭退勞動者，構(gòu)成違法解除勞動關(guān)系。When employees are unable to perform their original job due to illness or non-work-related injury after the expiration of the medical treatment period, the employer should first arrange another job position for the employee based on their physical condition. A company, after the expiration of the employee's medical treatment period, did not arrange another job position and directly presumed that the employee could not perform the newly arranged job based solely on the employee's continued submission of medical leave notes. The company then proceeded to dismiss the employee, which constitutes an unlawful termination of the labor relationship.此外，2024年7月1日北京市西城法院審結(jié)了首例適用2023年的修訂《公司法》（“新公司法”）加速到期規(guī)則案件，該案根據(jù)《最高人民法院關(guān)于適用〈中華人民共和國公司法〉時間效力的若干規(guī)定》，依法適用新公司法第54條的規(guī)定，在公司不能清償?shù)狡趥鶆?wù)的情形下，公司或者已到期債權(quán)的債權(quán)人有權(quán)要求已認(rèn)繳出資但未屆出資期限的股東提前繳納出資。新公司法加速到期規(guī)則在該案中的適用，體現(xiàn)出我國在依法保護(hù)債權(quán)人利益，平衡債權(quán)人和股東權(quán)益上的重大進(jìn)步。In addition, on July 1, 2024, Beijing Xicheng District People’s Court concluded the first case applying the accelerated maturity rule under the 2023 revised Company Law ("New Company Law"). The case was adjudicated in accordance with the Several Provisions of the Supreme People's Court on the Temporal Effect of the Application of the Company Law of the People's Republic of China, and applied Article 54 of the New Company Law. Under this provision, in situations where a company is unable to repay its due debts, the company or the creditors of the due debts have the right to demand that shareholders who have subscribed but not yet paid their capital contributions to pay their contributions in advance. The application of the accelerated maturity rule under the New Company Law in this case demonstrates significant progress in China’s efforts to legally protect creditors’ interests and balance the rights of creditors and shareholders.四、典型案例：廣東省深圳中院及廣州中院發(fā)布勞動爭議案件典型案例
Exploration of Typical Case: Shenzhen Intermediate People’s Court of Guangdong Province and Guangzhou Intermediate People's Court Released Typical Cases of Labor and Personnel Disputes2024年5月1日，廣東省深圳中院發(fā)布了六個勞動爭議典型案例。2024年5月16日，廣東省廣州中院召開“廣州法院勞動爭議案件審判白皮書暨典型案例”新聞發(fā)布會，并發(fā)布了勞動爭議糾紛十大典型案例。其中，我們認(rèn)為可以重點提示的案例有：On May 1, 2024, Shenzhen Intermediate People's Court of Guangdong Province released six typical labor dispute cases. On May 16, 2024, Guangzhou Intermediate People's Court of Guangdong Province held a press conference to release the "White Paper on the Adjudication of Labor Dispute Cases by Guangzhou Courts and Typical Cases," and published ten typical labor dispute cases. Among these, we believe the following cases merit special attention:1. 某物產(chǎn)公司《司機管理制度》載明司機累計收到公司警告信三次（含）以上的屬于嚴(yán)重違反公司規(guī)章制度。該公司以某駕駛員入職后近4年存在拒絕公司出車安排等行為共收到3次警告信為由解除了勞動合同。法院認(rèn)為時間要件是“累加式處罰”制度能夠成立的必要條件，而該制度未設(shè)置處罰期限、未給予勞動者改正和消除過錯的機會，過于嚴(yán)苛，故認(rèn)定公司屬于違法解除勞動合同。The Driver Management System of a materials company stipulates that drivers who receive three or more warning letters from the company cumulatively are considered to have seriously violated the company's rules and regulations. The company terminated the labor contract with a driver who had received three warning letters over nearly four years for refusing dispatch orders of the company and other behaviors. The court held that the temporal requirement is a necessary condition for the "cumulative punishment" system to be valid. Since the system did not set a punishment period and did not provide the employee with an opportunity to correct and eliminate the misconduct, it was deemed excessively harsh. Therefore, the court determined that the company had unlawfully terminated the labor contract.2. 某公司使用員工的個人身份信息注冊及實名認(rèn)證了自媒體平臺賬戶，公司以該員工離職后未向公司交還該賬號為由主張賠償經(jīng)濟損失。法院認(rèn)定賬戶系員工使用個人信息實名認(rèn)證，公司應(yīng)當(dāng)首先辦理涉案賬戶實名認(rèn)證的變更手續(xù)或重新開立新的商事主體賬戶并完成賬戶內(nèi)容的遷移，員工為保障自身權(quán)益及避免法律風(fēng)險而未將涉案賬號交予公司具有正當(dāng)理由并無過錯，無需向公司賠償經(jīng)濟損失。A company used an employee's personal identification information to register and verify a social media platform account. The company claimed compensation for economic losses on the grounds that the employee did not return the account to the company after resignation. The court determined that the account was verified by using the employee's personal information. The company should first handle the change of real-name verification for the account in question or open a new commercial entity account and complete the migration of account content. The employee had justifiable reasons and no fault for not handing over the account to the company, as it was to protect his own rights and avoid legal risks. Therefore, the employee is not required to compensate the company for economic losses.3. 員工在離職前特意詢問了公司財務(wù)部上年度是否有年終獎，在財務(wù)部明確答復(fù)沒有年終獎之后員工與公司簽署《解除勞動合同協(xié)議書》。但在員工離職后，公司向員工原部門的在職員工發(fā)放了上年度的年終獎。法院認(rèn)為《解除勞動合同協(xié)議書》中“不存在其他未支付款項”的約定，系員工基于公司誤導(dǎo)后產(chǎn)生的錯誤認(rèn)識，屬于重大誤解，判決撤銷該約定條款，公司需向員工支付上年度的年終獎。Before resigning, an employee specifically inquired with the company's finance department about whether there was a year-end bonus for the previous year. After the finance department explicitly replied that there was no year-end bonus, the employee signed the "Agreement on Termination of Labor Contract" with the company. However, after the employee's resignation, the company issued the previous year's year-end bonus to the employees who remained in the employee's original department. The court held that the clause in the "Agreement on Termination of Labor Contract" stating "there are no other unpaid amounts" was based on the employee's misunderstanding induced by the company's misleading information, constituting a significant misunderstanding. The court ruled to rescind this clause, and the company was required to pay the employee the previous year's year-end bonus.五、典型案例：最高檢、天津、上海等多地發(fā)布勞動爭議相關(guān)的典型案例
Exploration of Typical Case: The Supreme People’s Procuratorate, Tianjin Municipality and Shanghai Municipality and other Several Different Regions Released Typical Labor Dispute Cases2024年5月21日，最高檢《檢察日報·明鏡周刊》發(fā)布了三起民企關(guān)鍵崗位人員侵害企業(yè)利益，被判處職務(wù)侵占罪的案例。案例中體現(xiàn)出員工以虛假合同及委托付款方式侵占公司財物，以虛設(shè)公司、虛增交易環(huán)節(jié)的方式套取公司款項，以及通過“低買高賣”賺差價的行為，嚴(yán)重侵害了企業(yè)的利益，構(gòu)成職務(wù)侵占罪。On May 21, 2024, "Procuratorate Daily · Mirror Weekly" of the Supreme People's Procuratorate published three cases where key personnel in private enterprises were convicted of the crime of embezzlement for infringing on the interests of their companies. The cases demonstrated that employees embezzled company assets through false contracts and entrusted payment methods, siphoned company funds by setting up fictitious companies and inflating transaction steps, and engaged in "buy low and sell high" schemes to earn price differences. These actions severely infringed on the interests of the enterprises and constituted the crime of embezzlement.2024年6月6日，天津高院與天津市人社局聯(lián)合發(fā)布勞動人事爭議典型案例，涉及新入職員工當(dāng)年度的帶薪年休假、確認(rèn)勞動關(guān)系案件的仲裁時效、未與人事行政專員續(xù)訂書面勞動合同的二倍工資認(rèn)定、勞動者休息日線上工作的加班認(rèn)定、違反競業(yè)限制義務(wù)的認(rèn)定標(biāo)準(zhǔn)，以及網(wǎng)絡(luò)主播的勞動關(guān)系認(rèn)定事項。On June 6, 2024, the Tianjin Higher People's Court and the Tianjin MOHRSS jointly released typical cases of labor and personnel disputes. These cases involve issues such as paid annual leave for new employees in their first year, the arbitration limitation period for cases confirming labor relationships, the determination of double wages for failing to renew a written labor contract with a HR and administrative officer, the recognition of overtime for employees working online on rest days, the criteria for determining violations of non-compete obligations, and the recognition of labor relationships for online streamers.2024年6月13日，上海高院發(fā)布“2023年度上海法院十大涉民生典型案例”，其中案例1中，公司因員工乙肝取消錄用侵犯了員工的平等就業(yè)權(quán)，構(gòu)成就業(yè)歧視；案例6中，勞動者和公司約定分期支付工資但公司方在審理中不認(rèn)可的，可以使用債務(wù)加速到期制度。On June 13, 2024, the Shanghai Higher People's Court released the "Top Ten Typical Cases Involving People's Livelihood in Shanghai Courts for 2023." In Case 1, a company was found to have committed employment discrimination by canceling the employment of an employee due to hepatitis B, thereby infringing on the employee's right to equal employment. In Case 6, where the employee and the company had agreed on installment payments of wages but the company did not acknowledge this agreement during the trial, the debt acceleration rule could be applied.2024年6月21日，江蘇昆山法院召開2023年度勞動人事爭議審判十大典型案例新聞發(fā)布會，涵蓋了就業(yè)歧視、勞動報酬標(biāo)準(zhǔn)認(rèn)定、調(diào)整上班地點的合理邊界，以及適用競業(yè)限制義務(wù)的適格主體等內(nèi)容。On June 21, 2024, Kunshan People's Court of Jiangsu Province held a press conference to release the "Top Ten Typical Cases of Labor and Personnel Dispute Adjudication for 2023," covering issues such as employment discrimination, the determination of labor remuneration standards, the reasonable boundaries for adjusting work locations, and the eligible subjects for applying non-compete obligations.2024年6月27日，西安中院聯(lián)合市人社局、市總工會共同發(fā)布勞動爭議典型案例，涉及用人單位延長試用期屬于違法約定試用期，以及勞動者提供虛假信息入職，單位應(yīng)在合理期限內(nèi)及時核查等關(guān)鍵勞動法問題。On June 27, 2024, Xi'an Intermediate People's Court, in conjunction with the Xi’an MOHRSS and the Municipal Federation of Trade Unions, jointly released typical labor dispute cases. These cases involve key labor law issues such as the illegality of employers extending the probation period beyond the agreed terms, and the requirement for employers to promptly verify false information provided by employees within a reasonable period.
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