有一种说法认为2014年是互联网金融的元年，2015年是春天刚刚到来。的确，在互联网金融领域能做且需要做的事情还有很多。传统的金融业经历了多年的发展，牌照资源依然稀缺，且国内还处于利率市场化刚刚起步的阶段，因此行业中新产品的开发 本身动力还是不足。金融监管机关对金融机构的“呵护”比较多， 其实和中国的消费者保护以及集团诉讼制度缺位是密切相关的。一些观点建议实行注册制，进行充分的信息披露。但尽管一切都写得明明白白，若一旦出现不实披露，该如何救济？目前来看：没有强制惩罚措施导致违约成本比较低，进行不实信息披露也不会导致严重不利后果，投资者适当性和投资者教育更无从谈起。此 为金融监管趋严的外因，是为大背景。
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信托受益权再融资安排及风险分析
近期证券交易二级市场行情火爆，部分具备较强投资能力的信托计划受益人不再满足于年化10%上下的信托投资预期收益率，纷纷开始研究甚至实践将投资期限较长、流动性较差的信托受益权进行再融资，并将相应的资产投资于证券市场，以获得更高收益。
与一般理财产品相比，信托计划的认购门槛更高，信托受益权认购成本（一般为100万元以上）较高，如果不能整体转让，具备再融资需求的信托受益人就得将信托受益权化整为零转让。经过不断“创新”，市场上出现了诸多对信托受益权进行实质性分拆的安排。逐利之心可以理解，但合法合规是安全、稳定的交易的底线，本文中，笔者将对常见的交易结构进行简要的梳理和评析，重点分析其中可能产生的法律风险。
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“The Global Antitrust Economics Conference” by Concurrences Journal and George Mason University School of Law on May 29, 2015
Concurrences Journal, in partnership with George Mason University School of Law, will hold “The Global Antitrust Economics Conference” on Friday, May 29, 2015, at the George Mason University School of Law campus in Arlington, VA. This one-day conference (8:30am to 6:00pm) promises to be a unique platform to discuss the hottest issues of Antitrust and
劳务派遣员工适用无固定期限劳动合同吗？
《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”？
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如何对走私罪责任人定罪量刑？
作者：金杜律师事务所 海关与贸易合规团队
一、典型案例：
美国人杰克在从事对华出口贸易中结识了国内B公司的总经理贾某林。2014年1月至同年10月间，杰克为了获取个人非法利益，按照贾某林的要求在境外制作虚假合同、发票等商业资料后提供给B公司。B公司使用该等伪造单证，采用低报价格的手法从美国走私进口奶粉35票，偷逃应缴税额共计人民币258万元。2014年11月，贾某林以及杰克先后被海关缉私部门抓获到案。2015年1月，检察机关正式向法院提起公诉，指控杰克与B公司涉嫌构成走私普通货物罪的共同犯罪。
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Updates of Local Judicial Practice in Labor Disputes — Highlights of Guiding Opinions of Anhui Provincial High Court on Certain Issues in Handling Labor Disputes
By Yin Juquan Pan Faluan King&Wood Mallesons’ Labor Group
To 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.
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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
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
Is Labor Dispatch Fading Away? Not That Simple
By Lucy Lu Dai Zhengcao King&Wood Mallesons’ Labor Group
Since 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.
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劳务派遣的衰落？没那么简单
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，近日，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了解释，给处于进退维谷之间的广大用人单位，注入了一阵强心剂。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。
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Who will pay for occupational disease?
By Jiang Junlu Wang Shiyu King&Wood Mallesons’ Labor Goup
Chen Yang is about 20 years old from Northeast China, and he had worked at Shanxi Star Coal Mine for five years for underground hauling since February 2008. In June 2013, Chen got a job in Tiancheng Company in Shanghai doing a similar hauling work, which however did not expose to dust. Tiancheng company did not conduct pre-employment health check at the time of employment. In September 2013, he was transferred by Tiancheng to a stucco decorative job which exposed him to a small amount of dust. In November 2013, he felt sick with tight chest and coughed heavily, and was diagnosed as “third stage of CWP (coal worker’s pneumoconiosis)” with “lung abnormalities and a large shadow in the left lung”.
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