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
1. 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
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”
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
Those 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
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》
By Mark Hoyle, King & Wood Mallesons’ Dubai Office
Public policy, as any student of English law knows, is “an unruly horse” which, depending on the rider, can either turn out to be one of the four Horsemen of the Apocalypse or a shining knight. After the issue of an award, just as a tribunal or the successful party feels that it is safe to relax and exit the psychological bunker that often shadows arbitrations in the UAE, the ace in the pack, high of course, is played and the immortal words “public policy” send a shiver through the process.
Once upon a time the arbitrators could sign at the end of the Award and breathe a sigh of relief that their job was done. But gradually, and with creeping vigour, the drums beat and the Tribunal is told that additional requirements must be fulfilled, such as initialling each page of the award in order for it to be valid. Nobody is able to point to a real legal basis of course, but never mind. Then, as if there is enough unpaid work for a tribunal, the watch phrase is “sign on each page” of the Award. At last, some might say – surely that is the end of it! But no, the latest wheeze is that each page of the award and the appendices must also be signed. No Court decision of course, no legal ruling, no change of the law. Continue Reading Public policy, arbitration in the UAE & challenges to the norm
作者：Mark Hoyle 金杜律师事务所迪拜办公室
任何一个学过英国法的学生都知道：公共政策是一匹“不羁的骏马”，能否驯服它，全凭马背上的人是末日使者还是正义骑士。在阿联酋，当仲裁裁决作出后，仲裁庭以及获胜一方终于能松一口气，心中的石头终于落地。“公共政策”就是那块石头，悬在仲裁程序的结束。
以前，仲裁员只需在仲裁裁决的末尾签个名，他们所要做的工作已经完成了。但是逐渐地，对仲裁庭的要求越来越多：为了让裁决生效，仲裁员必须在裁决书每一页上签字。当然，没人指出这样做真正的法律依据，但这并不妨碍执行。之后，就像仲裁庭的无偿工作还不够繁重一样，每份裁决都注有“每页需签字”字样。有人觉得到这一步也不会再有新的要求了。但最新的苛求是仲裁裁决以及附件上的每一页都要有签字。当然，这项不成文的规定并不是出自法庭判决，也没有相应法规出台，没有修订法律。 Continue Reading 公共政策、阿联酋仲裁及对规范的挑战
作者：雷继平 金杜律师事务所争议解决组
当事人是否有不促成合同生效的自由
如果批准属于合同生效要件，那么合同生效与否是否属于合同缔约自由中的应有之意？由于当事人有缔约自由，既可以选择签订合同，也可以选择不签订合同，那么选择不让合同生效、不接受合同的约束，是否属于缔约自由的范围？如果属于缔约自由的应有之意，法院有何理由违背当事人意愿、判决其促成合同生效呢？这里，要看到两个问题，一是已经签订了合同但不办理审批手续与根本未签订合同是两种不同的缔约状态，如果是后者，当然有选择不缔约的自由，但前者，当事人事实上已经缔约了；二是如果借用了合同中预约的概念，即便将审批生效合同中的主要条款的达成视为一个预约，如不履行，预约本身可被强制执行以促成合同生效。上述观念可作为《合同法》解释二第八条与《外商投资企业法》第六条规定的理论支撑。 Continue Reading 附生效条件的合同能否强制其生效？
By Chen Changhui King&Wood Mallesons’ Intellectual Property Group
Civil enforcement is the last step of civil litigation (incl. intellectual property (IP) litigation), which plays a key role to realise civil rights. Whether or not it operates smoothly tends to be a weighted indicator to a nation’s legal development.
Enforcement constitutes the last yet crucial step of the protection of IP right holders’ interests. However, similar to other civil disputes, arduous enforcement has always perplexed IP right holders, which may cause that they cannot get the full extent of compensation (or even no compensation at all). Given that, how to avoid such a problem has become an intractable issue for both IP right holders and their attorneys. Continue Reading Enforcement: the last mile of intellectual property litigation
