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

By Lucy Lu, Ding Wu  King & Wood Mallesons’ Commercial & Regulatory group

陆慧文At the end of 2015, the Administrative Examination and Approval Reform Office of the State Council decided to integrate the Employment Permit for Foreigners (issued by the Ministry of Human Resources and Social Security) and the Foreign Expert Work Permit (issued by the State Administration of Foreign Experts Affairs) into the Foreigner’s Work Permit in China. This new policy has been implemented nationwide since 1 April 2017. Being more than just a simple combination of permits, the “Two-in-One License” reform realizes the unified management of foreigner’s employment in China. Below are highlights of the new policy.

Unification of the Certificate Name  Continue Reading New Policy on Foreigner’s Employment in China

作者:陆慧文 丁戊 金杜律师事务所商务合规部

lu_lucy2015年底,国务院审改办决定将人社部负责的“外国人来华就业许可”和国家外国专家局实施的“外国专家来华工作许可”整合为“外国人来华工作许可”。新版许可自2017年4月1日起全国统一实施。“两证整合”不仅是简单合并,而是统一外国人来华工作管理服务,对于这一新政的亮点,我们作出如下简要解读,以供参考。

统一证件名称 

本次新版许可在旧版的基础上,对许可证书进行了整合。原《外国专家来华工作许可证》、《外国人就业许可证》统一整合为《外国人工作许可通知》,采用电子化在线打印;原《外国专家证》和《外国人就业证》统一整合为《外国人工作许可证》。《外国人工作许可证》作为外国人在中国工作的合法证件,一人一号、终生不变。 Continue Reading 外国人就业新政:1+1>2?

作者:姜俊禄 梁燕玲 徐晓丹 金杜律师事务所劳动法团队 

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就2017年4月24日公布的北京市《关于审理劳动争议案件法律适用问题的解答》(“《解答》”),我们分三期与各位分享其主要内容,本文是其中第三篇。在第一篇和第二篇中,我们主要从以下方面解读了《解答》的主要内容:

  • 有条件地确认了在特定情形下企业的单方调岗权利;
  • 列举“劳动合同无法继续履行”的若干情形;
  • 放宽试用期解除的审查标准;
  • “客观情况发生重大变化”的情形;
  • 劳动者严重违反劳动纪律和职业道德的,用人单位可以解除劳动合同;
  • 劳动者提前解除劳动合同时特殊待遇的处理;
  • 即使符合签订无固定期限劳动合同条件,实际已签订的固定期限劳动合同也有效。

Continue Reading 不谈理想,聊聊工资——北京最新劳动争议审理意见解读(三)

作者:姜俊禄 梁燕玲 徐晓丹 金杜律师事务所劳动法团队 

jiang_junluliang_lindaxu_xiaodan就2017年4月24日公布的北京市《关于审理劳动争议案件法律适用问题的解答》(以下简称《解答》),我们分三篇与各位分享其主要内容,本文是第二篇。在第一篇中,我们主要从以下三方面进行了分享。

  • 有条件地确认了在特定情形下企业的单方调岗权利;
  • 列举“劳动合同无法继续履行”的若干情形;
  • 放宽试用期解除的审查标准。

本篇将从第四点开始分享。 Continue Reading 上班玩王者荣耀,难道开不掉?——北京最新劳动争议审理意见解读(二)

作者:姜俊禄 梁燕玲 徐晓丹 金杜律师事务所劳动法团队 

jiang_junluliang_lindaxu_xiaodan2017年4月24日,北京市高级人民法院、北京市劳动人事争议仲裁委员会联合公布了《关于审理劳动争议案件法律适用问题的解答》(“《解答》”)。在起草和讨论阶段,这份解答通常被称作“《会议纪要(三)》”。《解答》立意深远,敢于直面争议,试图在疑难问题上作出统一的审理尺度,在起草之初便被寄以厚望。

我们密切关注了《解答》的酝酿全程,并从执业律师的角度向起草单位提出了诸多建议。总的来说,我们预期《解答》可以迎合《劳动合同法》的修改呼声,在审理尺度上为用工管理提供一些灵活性。但是,从最终的成文来看,这份文件仅仅部分实现了预期目标,反而在个别问题上对企业的要求趋于严格。

惊喜有之、遗憾有之,《解答》干货十足,我们将分三期与各位分享。 Continue Reading 试用期解除终于比离婚简单了——北京最新劳动争议审理意见解读(一)

BY Lucy Lu,Li Xin and Hang Ying. King & Wood Mallesons’ Commercial & Regulatory group.

陆慧文According to the PRC labor laws, an employer is obliged to ensure employee’s right to stipulated medical treatment period if an employee is suffering from illness.  In practice, when an employee goes to the hospital and seeks professional advice from a doctor, the doctor will take account of all factors concerning illness and health risks of the employee and then issue official medical certificate, with which the employee may apply for sick leave with the employer.  Accordingly, under this general sick leave application practice, if an ill-meaning employee is well acquainted with some doctors from the hospital who provides him or her with fake or improper medical certificate, the employee may apply for sick leave with the employer, an act deemed as unreasonable application for sick leave. What measures can an employer prepare to prevent the abovementioned situations from happening? And what measures can an employer take against the employee who has already enjoyed unreasonable sick leave? Below we recommend several tricks to employers for dealing with such occasions. Continue Reading How to deal with Employees’ Unreasonable Application for Sick Leave