作者：徐晓丹 罗凯天 金杜律师事务所商务合规部
2015年7月30日，山西省人大常委会审议通过了《山西省女职工劳动保护条例》（以下简称“《山西条例》”）。《山西条例》已于2015年10月1日起实施。作为国务院颁布的《女职工劳动保护特别规定》（以下简称“《特别规定》”）实施以来女职工保护领域的第一个省级地方性法规，《山西条例》对《特别规定》的内容进行了细化，并新增了一些颇具特色的保护措施，值得用人单位关注。下面，我们选取《山西条例》的部分要点，进行解读，请点击此处进行阅读。
公司发现员工提交虚假简历即可将其解除？没那么简单
Could false resume leads to unilateral termination? Not that simple!
By Jiang Junlu and Zhu Yuting King & Wood Mallesons’ Commercial & Regulation Group
In recent years, with the employment situation becoming gradually grim, some employees tend to “embellish” their resumes to enhance their competitiveness in a job interview. After signing the employment contract with the employee, once the employer discovers that the employee’s resume
如何实施裁员方案？
Panacea for Employment Termination: Brief Analysis on Application of “A Significant Change Has Occurred in the Objective Circumstance”
By Xu xiaodan and Pei xiu King&Wood Mallesons’ Labor Group
A company’s HR department is sometimes faced with such situation that the business unit (“BU”) needs to be internally adjusted and thus the HR needs to help dismissing certain employees in a particular BU. However, it always causes troubles if the employment contract of the concerned employee is yet to expire, or this employee has never committed any gross misconduct or is found incompetent for his/her work. In such a circumstance, if this employee does not consent on mutual termination, what ground can the HR personnel use to terminate the employment contract?
Continue Reading Panacea for Employment Termination: Brief Analysis on Application of “A Significant Change Has Occurred in the Objective Circumstance”
解除员工的万金油?——浅析“客观情况发生重大变化”的适用条件
企业的人力资源部门有时会遇到这种情况：业务部门要做内部调整，于是公司告知人力，需要解聘该部门的某某。如果这名员工的劳动合同尚未到期，也没有严重违纪或不胜任工作的情形，企业人力就该头疼了——如果这名员工不同意协商解除，我应该用什么理由与这名员工解除劳动合同呢?
这时候，有些人力资源人员会将《劳动合同法》第四十条第三项规定的“客观情况发生重大变化”当作万金油，据此单方解除员工的劳动合同。那么，在现有的法律框架下，这一解除理由是否真的那么好用呢?
Continue Reading 解除员工的万金油?——浅析“客观情况发生重大变化”的适用条件
The Interpretation of Amendment to Shanghai Collective Agreement Regulation
By Lucy Lu and Ding Wu King&Wood Mallesons’ Labor Group
Recently, the Standing Committee of People’s Congress of Shanghai has approved the Amendment to Shanghai Collective Agreement Regulation (the “Amendment”), which shall become effective on 1 October 2015. This Amendment further improves the clauses regarding the scope for collective negotiation of salary, emphasizes on the effect of superior trade union in the collective negotiation, and stipulates certain punishment on enterprises that refuse to conduct the collective negotiation.
Continue Reading The Interpretation of Amendment to Shanghai Collective Agreement Regulation
解读《上海市集体合同条例修正案》
近日，上海市人大常委会表决通过《上海市集体合同条例修正案》(“修正案”)，该修正案将于2015年10月1日起实施。修正案进一步完善了工资集体协商内容方面的条款，强调了工会在集体协商当中的作用，并对拒绝进行集体协商的企业规定了一定程度上的处罚。
工资集体协商内容的完善
修正案在常规的工资分配制度、工资标准、工资分配形式、工资支付办法和工资调整幅度之外，明确将(1)奖金、津贴、补贴等分配办法；和(2)加班、试用期、病假、事假的工资待遇纳入工资集体协商的内容。
Continue Reading 解读《上海市集体合同条例修正案》
Better late than never – Shenzhen launches new maternity insurance policy
By Yin Juquan and Zhang Yuanhao King&Wood Mallesons’ Labor Group
The Shenzhen Municipal Bureau of Human Resources and Social Security (“SMBHRSS”) recently issued the “Implementation Measures of the ‘Rules of Guangdong Province on Maternity Insurance for Employees’” (Hereinafter as the “Implementation Measures”), which includes a series of operation specifications in accordance with the “Rules of Guangdong Province on Maternity Insurance for Employees” (Hereinafter as the “Rules”), as well as in combination with the local practice. Below is the summary of several key points of the “Implementation Measures” to present the updates of legal practice on maternity insurance in Shenzhen.
Continue Reading Better late than never – Shenzhen launches new maternity insurance policy
见微知著：深圳市生育保险实务新热点
近日，深圳市人力资源和社会保障局发布了《深圳市人力资源保障局关于<广东省职工生育保险规定>的实施办法》（下称“《实施办法》”），针对《广东省职工生育保险规定》（下称“《规定》”）并结合本地实际制定一系列具体的操作规范。以下将选取《实施办法》的几个要点作简要介绍，以呈现深圳市生育保险实务的最新情况。
Continue Reading 见微知著：深圳市生育保险实务新热点