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）
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）
2017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）
How to deal with Employees’ Unreasonable Application for Sick Leave
BY Lucy Lu,Li Xin and Hang Ying. King & Wood Mallesons’ Commercial & Regulatory group.
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
Employers: Be Cautious with Pay Cuts
By Yin Juquan, Zhang and Yuanhao. King & Wood Mallesons’ Commercial & Regulatory group.
Reduction of an employee’s salary is often a consequence of the employer’s decision to demote the employee for some reason. However, the employer should refrain from meting out a pay cut arbitrarily. Usually, lawful pay cuts occur in two circumstances – when both employer and employee agree on it, or when the employer enforces it by law.
Pay cut agreement between employer and employee
Remuneration is a necessary clause of an employment contract. Article 35 of the Labor Contract Law provides that the terms and conditions of an employment contract may be modified if employer and employee agree so, and any modification must be made in writing. A pay cut derived from consultation and confirmed in writing is of course in accordance with legal requirements.
Continue Reading Employers: Be Cautious with Pay Cuts
降薪不可任意为之
作者：尹居全 张元浩 金杜律师事务所商务合规部
“降薪”也即降低劳动者劳动报酬，最为常见的情形是用人单位对员工进行降职降级处分从而伴随降薪的后果，但用人单位对员工的降薪也不能任性为之。一般而言，合法降薪包括用人单位与劳动者协商一致进行降薪和用人单位依法单方对劳动者进行降薪两类情形。
用人单位与劳动者协商一致进行降薪
劳动报酬是劳动合同的必备条款， 根据《劳动合同法》第三十五条规定，用人单位与劳动者协商一致可变更劳动合同，变更劳动合同以书面方式进行。那么双方对降薪协商一致并进行书面确认自然符合法律要求。
Continue Reading 降薪不可任意为之
New Rules for Basic Pension Transfer and Continuation
By LUO Ai and TANG Xiaojing King & Wood Mallesons’ Commercial & Regulatory group.
On November 28, 2016, the Ministry of Human Resources and Social Security (“MHRSS”) issued the Notice on Several Issues in the Transfer and Continuation of Basic Pension Insurance of Urban Enterprise Employees (the “Notice”) clarifying several issues arising from the implementation of the Interim Measures for the Transfer and Continuation of Basic Pension Insurance of Urban Enterprise Employees(the “Interim Measures”) since 2010.
Regulations on Urban Employees’ Basic Pension Transfer and Continuation
Under the Social Insurance Law of the People’s Republic of China enacted in 2010, the basic pension fund should gradually be pooled at a nationwide level, and other social insurance funds gradually be put under provincial pooling. Currently, however, the basic pension fund is provincially pooled.
Continue Reading New Rules for Basic Pension Transfer and Continuation
基本养老保险关系转移接续新规解读
作者：罗艾 汤晓静 金杜律师事务所商务合规部
人力资源和社会保障部于2016年11月28日发布《关于城镇企业职工基本养老保险关系转移接续若干问题的通知》（以下简称《通知》），就《城镇企业职工基本养老保险关系转移接续暂行办法》自2010年实施以来出现的一些新问题新情况，作出了更为明确的规定。
城镇企业职工基本养老保险转移接续的制度沿革
按照2010年出台的《社会保险法》的规划，基本养老保险基金应逐步实行全国统筹，其他社会保险基金应逐步实行省级统筹，但在现阶段，我国基本养老保险基金仍属省级统筹。
Continue Reading 基本养老保险关系转移接续新规解读
员工“泡病假”，公司有妙招
作者：陆慧文 李馨 杭莺 金杜律师事务所商务合规部
根据劳动法的相关规定，当员工患病时，公司应当赋予员工休病假的权利。实践中，当员工前往医院就诊并要求医生出具病假建议时，医生会综合考虑员工的疾病状况及健康风险等因素，出具病假证明文件，员工拿到病假证明就可以向公司告假。可是，有不少投机主义员工会利用休病假的机制，辗转于医院中“人情医生”的关系，虚开病假事由长期告假，而这也就是所谓的“泡病假”行为。公司如何在日常管理中对这类行为防微杜渐？又如何在“泡病假”行为发生后巧妙应对？我们在这里给公司提供几招应对之策。
第一招：完善内部规章制度约束
公民的休息权必须受到法律保护，但公司同样也有权对员工休息权的申请设置相应的程序。为了完善日常经营管理需要，公司可以在内部规章制度中详细列明请病假的手续。
Continue Reading 员工“泡病假”，公司有妙招
员工虚假考勤，可以解聘吗？
The “Ethnic Chinese Card” is coming!
By Jiang Junlu Pei Xiu King & Wood Mallesons’ Commercial & Regulatory group
Since the idea of the Ethnic Chinese Card (“ECC”) was raised by Hong GUO (Director of the Administrative Committee of Zhongguancun) on 27 November 2015, Chinese communities worldwide have been following the discussion with interest.
On 13 March 2016, Yuanping QIU, Director