Labor & Employment

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By Xu Xiaodan  Zhang Jingjing, King & Wood Mallesons’ Labor Group

xu_xiaodanThe newly amended Safe Production Law has come into effect as of December 1, 2014. In general, the new legislation elaborated management personnel’s administration responsibilities towards safe production. In the meantime, it also increased penalties on violations of the law. This article will introduce management personnel’s obligations and possible liabilities under the new legislation.

1. Management Personnel’s Obligations

The Safe Production Law specifies management personnel’s statutory obligations, including:
Continue Reading How can Management Personnel Deal with the Newly Amended Safe Production Law?

作者：徐晓丹 张晶晶 金杜律师事务所劳动部

xu_xiaodan修订后的《安全生产法》已于2014年12月1日生效。总体而言，新法细化了企业管理人员对安全生产的管理责任，同时也加重了对违法行为的处罚力度。本文将介绍企业管理人员在新法下的义务以及可能承担的法律责任。

一、企业管理人员的义务

《安全生产法》明确规定了以下几种企业管理人员的法定义务，其中包括：
Continue Reading 新《安全生产法》：企业管理人员应如何应对？

By Linda Liang and Wen Qin, King & Wood Mallesons’ Labor Group

untitledMs. Li was first employed by Company A as Chief Financial Officer on November 29, 2012. The two parties had signed a three-year employment contract, the term of which is from November 29, 2012 to November 28, 2015, and the probation period is from November 29, 2012 to January 28, 2013. The Company and Ms. Li agreed in the Offer Letter that, the Company is entitled to extend the probation period based on Ms. Li’s performance during that period. On January 16, 2013, the Company conducted a performance evaluation on Ms. Li, and the result showed that the Company needed to extend Ms. Li’s probation period for another one month. Ms. Li had no objection to this decision and the Company extended her probation period to February 28, 2013. When the extended probation period was about to expire, the Company conducted another performance evaluation on Ms. Li, which showed that Ms. Li’s performance was unsatisfactory. Meanwhile, taking Ms. Li’s fake education credentials, frequent lateness and serious absenteeism into consideration, the Company terminated the employment relationship with Ms. Li on February 23, 2013 in accordance with Article 39 (1) of PRC Employment Contract Law. According to this Article 39 (1), if the employee is proved as having failed to meet the recruitment requirements during the probation period, the employer is entitled to dismiss him/her.
Continue Reading Extending the Probation Period?——Don’t Be So Capricious

作者：梁燕玲 秦雯 金杜律师事务所劳动部

untitled李女士于2012年11月29日加入A公司担任财务总监，双方签订了一份为期三年的劳动合同，期限自2012年11月29日至2015年11月28日，其中约定试用期自2012年11月29日至2013年1月28日。公司与李女士在《录用通知书》中约定，公司可根据试用期情况考虑延长试用期。2013年1月16日，公司对李女士进行表现考评，考评结果是需要将试用期延长一个月。李女士对此决定无异议，于是公司将其试用期延长了一个月至2013年2月28日。延长的试用期届满前，公司对李女士的试用期考核结果为不合格，同时综合考虑李女士存在虚报学历，上班经常迟到，旷工现象严重的情况。因此，公司依法以《劳动合同法》第三十九条第（一）款“试用期内不符合录用条件”为由，于2013年2月23日解除了与李女士的劳动关系。

李女士对公司的决定不服，于是向劳动争议仲裁委提起仲裁，要求公司支付违法解除的经济补偿。在仲裁阶段，仲裁委裁决公司解除违法。公司不服该裁决诉至一审法院。一审法院判决认为，同一用人单位与同一劳动者只能约定一次试用期，公司延长李女士试用期的行为不合法，因此公司解除李女士时其应视为已经转正，而公司仍以试用期不合格为由与其解除劳动合同，不符合法律规定。公司不服提起上诉，二审法院维持了原判。

本案当中，试用期的约定与延长成为了争议的焦点，其中有以下问题值得我们关注：
Continue Reading 延长试用期？——不可任性而为之

作者：姜俊禄 王世玉 金杜律师事务所劳动部

jiang_junlu近日，《职业病危害因素分类目录(征求意见稿)》发布，公开征求社会意见。《征求意见稿》把职业病危害因素分类由原来的10类修订为6类，即粉尘类、化学因素类、物理因素类、放射因素类、生物因素类和其他因素类，并大大细化了职业病危害因素，由原来的133种修订为460种。

但是，我们注意到，在这次修改中，备受社会关注的“过劳死”仍未列入其中。

纵观我国现有的法律法规，并没有“过劳死”这一法律概念。能够为“过劳死”提供一定程度法律支持的是《工伤保险条例》的规定：“职工在工作时间和工作岗位，突发疾病死亡或者在48小时之内经抢救无效死亡的，视同工伤。”虽然这里包括了劳动者在工作时间和工作岗位突发疾病死亡以及“在48小时之内经抢救无效死亡的”的情形，但由于“过劳死”是疲劳蓄积导致，劳动者突发疾病时未必在工作过程中或工作岗位上。因此，在我国，“过劳死”如果没有发生在工作时间和工作岗位，很难得到工伤保险的救济。
Continue Reading “过劳死”算职业病吗？

作者： 陆慧文 戴政操 金杜律师事务所劳动部

LU, Lucy (Huiwen)自2002年底《劳动合同法》修改以来，伴随着一系列行政法规、部门规章的颁布，劳务派遣似乎有一种逐渐衰落的态势。整个劳动市场同样疑虑重重，在进退之间难以抉择。然而，上海市人社局与上海高院联合公布了《关于劳务派遣适用法律若干问题的会议纪要》(“《会议纪要》”)，对违反派遣规定的法律后果、退回情形、劳务外包等若干疑难问题作出进一步的解释，给处于进退维谷之间的广大用人单位，注入了一针强心剂。劳务派遣会因连续出台的法律限制在短时间内迅速衰落吗？用人单位会因目前的劳务派遣不合规状况而承受重大的法律责任吗？根据我们以下的分析及评论，答案恐怕没那么简单。
Continue Reading 劳务派遣的衰落？没那么简单

作者：徐晓丹 朱钰婷 金杜律师事务所劳动部

xu_xiaodan《劳动合同法》规定,用人单位在某些情形下有义务与劳动者订立无固定期限劳动合同，例如劳动者在用人单位连续工作满十年，或者劳动者与用人单位已连续订立两次固定期限劳动合同等。在劳务派遣关系中，劳务派遣公司就是《劳动合同法》中所称的用人单位，而被派遣员工则为劳动者。既然如此，为什么本文题目还会有此一问？

《劳动合同法》在关于劳务派遣的特别条款中规定：“劳务派遣单位应当与被派遣劳动者订立二年以上的固定期限劳动合同。”同时，《劳务派遣暂行规定》第五条也重申了该内容。

那么问题来了：假设一个劳务派遣员工满足了“应当订立无固定期限劳动合同”的条件，究竟他/她是有权要求与劳务派遣公司订立无固定期限劳动合同呢，还是囿于前述特别条款，仍然只能订立“二年以上的固定期限劳动合同”？ 
Continue Reading 劳务派遣员工适用无固定期限劳动合同吗？

By Yin Juquan  Pan Faluan  King&Wood Mallesons’ Labor Group

yin_juquanTo hear labor dispute cases fairly and efficiently and to keep the trial criteria of labor dispute cases consistent, many local arbitral and judicial organizations have promulgated guiding opinions based on labor related laws, regulations, and judicial interpretations and with the consideration of local judicial practice.  Anhui Provincial High People’s Court ( “Anhui Provincial Court”) promulgated the Guiding Opinions of Anhui Provincial High Court on Certain Issues in Handling Labor Disputes (“Guiding Opinions”) on January 20th, 2015. The Guiding Opinions absorb some major opinions of national judicial interpretations of labor disputes and local guiding opinions of other municipalities and provinces, and also have some updates on current local judicial practices in handling labor disputes. A good command of these updates could help enterprises mitigate the risks in handling labor disputes. In this article, we will highlight and briefly discuss three main points of the Guiding Opinions. 
Continue Reading Updates of Local Judicial Practice in Labor Disputes — Highlights of Guiding Opinions of Anhui Provincial High Court on Certain Issues in Handling Labor Disputes

作者：尹居全 潘发銮 金杜律师事务所劳动部

yin_juquan为了公正、高效审理劳动争议案件，统一劳动争议案件的裁判标准，不少地方裁审机构会根据劳动法相关的法律法规、司法解释并结合当地的裁审实践出台相应的指引。安徽省高级人民法院（以下简称“安徽省高院”）亦于2015年1月20日印发施行《关于审理劳动争议案件若干问题的指导意见》（以下简称《指导意见》）。该《指导意见》之内容，既体现对现行劳动争议司法解释及其他地方裁审指引内容的吸收，也提出了一些解决劳动争议的新审判思路。把握这些新思路，更有助于用人单位降低处理劳动争议的风险，以下将选其中三个要点作介绍。
Continue Reading 劳动争议审判实务的新思路——解读安徽省高级人民法院《关于审理劳动争议案件若干问题的指导意见》亮点

By Lucy Lu  Dai Zhengcao King&Wood Mallesons’ Labor Group

lu_lucySince the amendment of the Employment Contract Law in late 2012, together with the release of a series of administrative statutes and divisional regulations, the labor dispatch method seems to become gradually less used.  Worries about the labor dispatch system have spread throughout the whole labor market, which also makes it difficult to determine whether to adopt the method or discard it.  Recently, the Shanghai Administration of Human Resources and Social Security and Shanghai High People’s Court jointly issued Meeting Minutes regarding Applicable Laws on Labor Dispatch (the “Minutes”).  The Minutes provide interpretation regarding the legal consequences of infringement of laws on labor dispatch, the circumstances for sending a dispatched employee back, outsourcing and other problems.  For those employers trapped in such dilemmas, the Minutes are widely considered as a shot in the arm.  Will labor dispatch quickly fade away in a short period due to legal limitations successively released? Will companies assume huge liabilities due to current noncompliance with labor dispatch regulations? The answers may not be  a simple “yes” or “no” based on our following analysis and comments.
Continue Reading Is Labor Dispatch Fading Away? Not That Simple