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By Fernando Badenes, King & Wood Mallesons’ Madrid Office

The last step of the reform of the electricity sector carried out by the Spanish Government has been the final straw. That step was the enactment of a Ministerial Order that has set the parameters of remuneration for different renewable energy technologies. This regulatory change supposes the retrenchment of the profitability that the Spanish state had promised and stimulated and which had been the reason for fresh private equity funds in the sector. This change of regime was initiated some years ago by the Spanish Government with the aim of reducing the tariff deficit of the system and has triggered foreign alarms to investors who had invested in the renewal energy sector relying on the Government’s promises on keeping premium fees throughout the lifetime of the plants. These investors have now initiated arbitration proceedings under the protection of the Energy Charter Treaty (“ECT”) to claim from the Spanish State fees lost as a result of this change of regulation.
Continue Reading Energy Charter Treaty: The umbrella for international arbitration against Spanish energy renewal

作者：Fernando Badenes 金杜律师事务所马德里办公室

西班牙政府对电力行业改革实施的最后举措成为了“最终一击”。政府制定了行政命令，并在命令中规定了不同可再生能源技术的补贴参数。此次监管变革预示着西班牙政府曾经承诺并鼓励的盈利能力将有所减退，并导致该行业出现新的私募股权基金。西班牙政府数年前发起了该项制度变革，旨在降低这一制度的关税赤字，对于依赖政府做出的在工厂运转期间保持溢价收费不变的承诺，并已投资可再生能源行业的投资者来说，这一变革也引起了他们的恐慌。这些投资者目前已经根据《能源宪政条约》（“ECT”）的保护提起了仲裁程序，以向西班牙政府主张由于监管变革而损失的费用。
Continue Reading 《能源宪章条约》：国际仲裁用以对抗西班牙能源革新的保护伞

作者：张帆 李文杰 金杜律师事务所争议解决组

2012年新修订的《民事诉讼法》增设了第三人撤销之诉制度。经过历次民事诉讼法的修订，目前，我国案外第三人权益保护的救济手段主要有以下三种：案外人申请再审、第三人撤销之诉以及案外人执行异议之诉。上述三项制度的并存曾经形成了法律适用上的紧张格局，在适用对象和程序救济功能方面存在很大程度的重合，同时又缺乏必要的冲突规则，在实践中产生了不少问题，甚至有学者建议，废止案外人申请再审程序。2015年发布的《最高人民法院关于适用〈中华人民共和国民事诉讼法〉的解释》（以下简称《司法解释》），进一步对案外人权益保护的三项制度作出规定，厘清了不同程序之间的梯次。本文将对案外人合法权利受损时如何实现其权利救济，以及民事诉讼中案外人申请再审与第三人撤销之诉、执行异议之诉的界限和分工作进一步的阐述。 
Continue Reading 案外第三人权利救济程序的适用

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

yin_juquanAfter an employee has been illegally terminated, a court or arbitrator may order their employer to reinstate them and compensate them for lost wages. How will the amount of lost wages be calculated, given that the employee was not actually working for the employer during the relevant time period?

We will give a brief introduction to this topic through a review and analysis of Judgment no. 11644, (2014), Civil Tribunal, Beijing Second Intermediate People’s Court.

1. Summary of the Case

Employee A joined Company B on July 11, 2011. The labor contract between the two parties stated that A would be paid a monthly base salary of RMB 12,100 and a monthly performance bonus of RMB 9,900 (in the PRC, performance bonuses are generally fixed sums). As of January 2012, the base salary and performance bonus had been adjusted to RMB 14,520 and RMB 11,880 respectively (26,400 RMB in total). Company B terminated its labor contract with A on July 30, 2012.
Continue Reading Once a Labor Contract Has Been Illegally Terminated, How Will A Court Calculate Lost Wages?

作者：尹居全 潘发銮 金杜律师事务所劳动部

yin_juquan用人单位被法院认定违法解除劳动合同并被判令继续履行劳动合同后，往往会面临如何向劳动者支付违法解除劳动合同期间之工资损失的问题。由于劳动者在该段期间并未实际提供劳动，此时应如何确定相应的工资数额？

以下将结合北京第二中级人民法院（下称“北京二中院”）作成的（2014）二中民终字第11644号判决，对当前司法实务现状作一个简要的介绍和分析。

一、案情概要

A于2011年7月11日入职B公司，双方签订了劳动合同并在劳动合同附件中约定A的基本工资为12100元，绩效奖金基数为9900元；2012年1月起工资调整为基本工资14520元，绩效工资11880元。2012年7月30日，B公司单方与A解除劳动合同。
Continue Reading 违法解除劳动合同期间，工资损失怎么算？

By Jiang Junlu  Li Hongchuan King & Wood Mallesons’ Labor Group 

jiang_junlu1. Where no agreement is reached, the law provides no remedy

Coming out of the conference room, Zhang Ran appeared depressed. Leaning on her elbow at the desk, Zhang Ran felt she had met her biggest difficulty since taking the office of HR director. In March, the Head Office informed her that all the legal departments of its China entities would be integrated into the Asia Pacific head office, and accordingly, only the position of Legal Business Partner would still be offered in the China entities. Since then, Zhang Ran had this challenge: how to negotiate with the Legal Director at her branch about the change of position? When she greeted the Legal Director in the office, even the expression on her face became unnatural. Today, they finally had a chance to talk about this matter directly for an hour and a half. During the conversation, the Legal Director expressed reluctance about the change and even struck the desk in anger. At last, the negotiation ended in acrimony. “Oh my goodness…Just a change in title and no change in terms of salaries or other treatment, how can he be so stubborn?” Zhang Ran complained to her colleagues in a low voice. 
Continue Reading The Deadlock in Labor Law

作者：姜俊禄 李洪川 金杜律师事务所劳动部

jiang_junlu一、谈判谈不拢，法律也没办法

从会议室出来，张然就一副闷闷不乐的样子。回到办公桌上，她用手杵着头，似乎遇到了履职这家公司HR总监以来的最大的麻烦。3月份，总部的HR部门来通知，说要把中国区各个公司的法务部都整合到亚太地区总部，相应地，公司以后只保留Legal Business Partner的职位。从那时起，张然就为这事儿头疼：该怎么跟法律总监谈呢？她在办公室里和法律总监时不时就碰到，连打招呼的表情也变得有点不自然。今天，终于把这事儿摆在台面上说了一个半小时，结果法律总监非常不乐意，还拍了桌子，不欢而散。“哎，不就是变个Title，工资和待遇都没变，他怎么就那么犟呢？”，张然和同事小声抱怨着。

法律总监李小钦那边也不高兴。他半年前才被猎头挖过来，说实话，最让他满意的就是这个Legal Director的头衔，从法学院毕业七八年了，好不容易熬到一个知名公司法务部的头儿，怎么能说取消就取消呢？他在会议室和张然据理力争：“劳动合同上写着职位，我们就应该依照那个职位来履行”，“当初挖我的时候约好的职位，不能说变就变”、“劳动合同变更？我觉得是一个协商的结果，而我这边没法同意”，他一股脑地把不满都发泄出来。回到座位上冷静了一会儿，李小钦觉得有点后悔，给张然发了微信，说刚才不是针对她个人的。 
Continue Reading 劳动法上的“僵局”

作者：梁燕玲  王召刚 金杜律师事务所劳动部

untitled在美国电影、电视剧中，经常可以看到老板跟员工说，你被解雇了，下一个场景就是员工收拾东西、搬着小箱子走人。在中国，用人单位是不可以如此任性为之的。

与美国自由雇佣制度不同，中国法律规定了法定解除的情形。不管是个案解除还是一次性与较多员工解除劳动关系（“裁员”），用人单位要么与员工协商一致解除劳动关系，要么需要符合法律规定的可以单方解除劳动关系的情形。当然在裁员项目中，协商解除与单方解除可以搭配使用，例如：先尝试与员工协商解除劳动关系，如果无法与员工达成一致，再考虑单方解除劳动关系。
Continue Reading 如何确定裁员理由？——裁员系列文章之（一）

By Liang Yanling(Linda)  Wang Zhaogang  King&Wood Mallesons’ Labor Group

untitledThose who watch Hollywood films and American television shows will be familiar with the following scene: A hapless employee is informed of his termination by his boss and must immediately pack up his things and leave the office. The employee is then seen leaving, carrying a Bankers Box, possibly engendering sympathy from the audience. Chinese films do not typically show such scenes because in China, employers are not allowed to fire someone at-will in this manner.

Unlike At-Will Employment as found in the US context, Chinese law stipulates select grounds under which employers are allowed to dismiss their employees. Regardless of the number of employees terminated, whether it is one layoff or a mass layoff, the employer shall either reach a consensus on mutual termination with the employee(s) through consultation, or unilaterally terminate the employees under certain circumstances in accordance with relevant clauses in the law. In a mass layoff, employers may use both mutual consultation and unilateral termination. For instance, the employer may consider unilateral termination if the previous attempt to reach a mutual termination has failed.
Continue Reading How to Determine the Legal Ground for a Layoff: What You Need to Know——Article 1 in a series on layoffs

作者：钟鑫 胡喆 陈府申 金杜律师事务所银行部

钟鑫胡哲2015年7月18日, 中国人民银行、工业和信息化部、公安部、财政部、国家工商总局、国务院法制办、中国银行业监督管理委员会、中国证券监督管理委员会、中国保险监督管理委员会、国家互联网信息办公室日前联合印发了《关于促进互联网金融健康发展的指导意见》(银发〔2015〕221号, 以下简称《指导意见》)。此次发布的《指导意见》是政府部门首次全方位针对互联网支付、网络借贷、股权众筹融资、互联网基金销售、互联网保险、互联网信托和互联网消费金融等互联网金融主要产品加以综合规定, 预示着互联网金融行业将进入”有法可依”的时代。
Continue Reading 三张图表逐条解读《互联网金融指导意见》