作者:姜俊禄 黄依心 金杜律师事务所商务合规部

《菲律宾星报》2017年7月31日报道,菲律宾劳动就业部30日发布报告称,中国打算聘请菲律宾家政服务人员前往北京、上海、厦门等五个大城市就业,双方正在研究为受聘的菲律宾家政服务员提供最高10万比索月薪(约合1.3万人民币)的可能性。这一报道虽未得到官方的肯定回应,但引发了极大关注。

菲律宾的家政培训体系完善,菲佣大都有较高的文化素养和专业技能,菲佣因此被誉为“世界上最专业的保姆”。此外,菲佣较高的英语能力对孩子的英语学习也很有帮助。相比于“好吃懒做、闲言碎语不断”的国内保姆,菲佣无疑会成为国内一些家庭的“优秀雇员”。2016年9月,菲律宾劳工及就业部长贝鲁曾透露,在中国大陆工作的菲佣接近20万人。然而,这个惊人数字背后的鲜活个体,她们的工作是合法的吗? Continue Reading 菲佣真的要来了吗?

作者:徐晓丹 李洪川 金杜律师事务所商务合规部

​北京市《关于审理劳动争议案件法律适用问题的解答》第13条。

张仲裁员的麻烦案件

在张仲裁员的印象里,已经很久没有劳动争议可以让他犯难了。“不要被当事人的思路带偏,要自己判断纠纷的实质”,张仲裁员常常跟单位新来的年轻人这么说。但是在今天这个纠纷里,他似乎也很难裁决得干净利落。  Continue Reading 给“严重违纪解聘”制度打个补丁

作者:姜俊禄 李若维 金杜律师事务所商务合规部

jiang_junlu张先生打小就是大多数父母眼里“别人家的孩子”,聪明、懂事、成绩好。1995年的一天,意气风发的小张怀揣理想、背上行囊,踏上了赴美求学的道路。一晃20多年过去了,一路功成名就且已加入美籍的张先生最近却郁郁寡欢起来。身为高级技术人才的他近期被北京中关村一家用人单位高薪聘请,张先生心里乐开了花。本想借工作之便长期定居中国,一来方便照看日渐年迈的双亲,二来可以搭乘国内经济发展的快车寻求更好的职业发展,但重返故土定居这一路上却障碍重重:

办理中国工作签证的手续复杂,且签证的期限还比较短,需要频繁地延长或更新,否则就构成非法居留;除了签证,在国内就业还需再办理就业许可,工作稍有变动就需要更新证件;处理这些证件费钱、费时,还误事不说,张先生在国内买张高铁票、看个小病都成了头疼的大事。 Continue Reading “中国绿卡”是全球最难申请绿卡之一?

By Linda Liang and Li Ruowei King & Wood Mallesons’ Commercial & Regulatory group

梁燕玲Enterprises’ management over employees is by no means limitless, but is, to varying degrees in different circumstances, restricted by employees’ individual rights. For example, the law provides that an employer can ask an employee for information directly related to the employment contract, but if an employer requests information beyond this category, such as personal medical records or parent information, it may be considered a violation of the employee’s privacy. However, although privacy is a statutory right of citizens, its scope and content always vary with the changes of a person’s social roles. For instance, the scope of an individual’s privacy towards his or her family is narrower than that towards strangers. So, based on the personal dependency characteristics of employment relationships, to what degree should employees’ privacy rights be subject to employers’ management? Continue Reading How to Draw a Line Between Employers’ Management and Employees’ Privacy Rights?

作者:梁燕玲 李若维 金杜律师事务所商务合规部

liang_linda企业对员工的管理权并非是无限的,在不同情形下受到员工个人权利不同程度的制约。举例说明,法律规定企业可以了解与员工劳动合同直接相关的信息,但是如果要求提供的信息超出这个范畴,常见的比如个人病历、父母信息等,则有可能被认为是侵犯员工隐私。然而,隐私权虽然是公民的法定权利,其范围和内容总是随着个人社会角色的变化而有所不同。比如,个人对亲人享有的隐私权与其相对陌生人享有的权利范围相比要狭窄。那么基于劳动关系的人身依附属性,劳动者的隐私权在多大程度上受制于企业管理呢? Continue Reading 以案说法:企业管理权与员工个人隐私权界限何在?

This article was written by King & Wood Mallesons’ Labor law group.
jiang_junluliang_lindaxu_xiaodan
We have split the explanation of Beijing’s Answers to Questions Concerning the Application of Law in Adjudication of Employment Disputes (the “Answers”) published on the 24th of April 2017 into three parts, so that the main provisions can be easily understood. This is the third in our series and starts from point 8 of the Answers. Continue Reading Summary of Beijing’s Answers to Questions About the Application of Law in Adjudication of Employment Disputes (Part Three)

This article was written by King & Wood Mallesons’ Labor law group.
jiang_junluliang_lindaxu_xiaodan

We split the explanation of Beijing authorities’ Answers to Questions of Law Application in the Handling of Employment Disputes published on 24 April 2017 into three parts, in order that the Answers’ main provisions can be easily understood. This is the second part of our explanation.

The circumstances constituting “major changes in objective circumstances” 

The Answers provides that“a major change in objective circumstances” means a change after the conclusion of an employment contract that could not be foreseen at the conclusion of the contract, and renders the employment contract or its main articles unenforceable, or makes continued performance result in unfair situations such as excessive cost, which will then in turn make the purpose of the contract difficult to be achieved. Continue Reading Summary of Beijing Authorities’ Answers to Questions of Law Application in the Handling of Employment Disputes (Part Two)

This article was written by King & Wood Mallesons’ Labor law group.
jiang_junluliang_lindaxu_xiaodan

On 24 April, 2017, the Beijing Higher People’s Court and the Beijing Employment and Labour Arbitration Commission jointly issued a document entitled Answers to Questions of Law Application in the Handling of Employment Disputes (the “Answers”), referred to as “Meeting Minutes 3” when it was being drafted and discussed. Attacking controversial issues head on, the ambitious Answers aims to harmonize rules applicable to difficult disputes, and was given high expectations at the outset. Continue Reading Summary of Beijing Authorities’ Answers to Questions of Law Application in the Handling of Employment Disputes (Part One)

By Xu Xiaodan King & Wood Mallesons’ Commercial & Regulatory group

xu_xiaodanAnswers to Questions on Trial of Labor Disputes (IV) (“Answers (IV)”] was released by the Zhejiang High People’s Court and the Labor Disputes Arbitration Commission of Zhejiang Province on 30 December 2016. These clarify some common questions about judicial practice and existing rules. The following questions arise:

Is an employee entitled to double his salary if statutory clauses are not included in his employment contract?

Pursuant to Answers (IV), if an employment contract omits statutory clauses (such as employment duration, job duties, remuneration, labour protection, working conditions) but there is a genuine intention for the parties (employer and employee) to establish an employment relationship, the contract is likely to be deemed valid. The employee’s claim for double his salary will not be supported. In this situation, the parties can negotiate any omissions in the contract. Failing this, relevant provisions from collective contracts (if any), laws and regulations can be applied. Continue Reading Latest Judicial Guidance on Labor Disputes in Zhejiang Province

作者:徐晓丹 金杜律师事务所商务合规部

xu_xiaodan浙江省高级人民法院和浙江省劳动人事争议仲裁院于2016年12月30日下发《关于审理劳动争议案件若干问题的解答(四)》(以下简称《解答(四)》),针对劳动争议审判实践中的一些常见问题进行解答,以统一案件裁审尺度。解答(四)中特别值得关注的内容如下:

劳动者是否有权以劳动合同缺乏必备条款为由主张二倍工资

解答(四)认为,对于缺乏劳动合同期限、工作内容、劳动报酬、劳动保护、劳动条件等部分内容的劳动合同,如果能够确定合同双方当事人主体身份且能够认定该合同系双方的真实意思表示,一般可认定合同成立,劳动者主张二倍工资的,不予支持。对合同欠缺的内容,双方当事人可以重新协商,协商不成的可适用集体合同及国家有关规定。 Continue Reading 浙江省劳动争议最新审判口径