中华人民共和国劳动合同法(英文版)
Labor Contract Law of the People's Republic of China
Order of the President [2007] No. 65
June 29, 2007
The Labor Contract Law of the People's Republic of China was adopted at the 28th Session of the Standing Committee of the 10th National People's Congress of the People's Republic of China on June 29, 2007 and is hereby promulgated and effec tive as of January 1, 2008.
President of the People's Republic of China: Hu Jin-tao
Labor Contract Law of the People's Republic of China
(adopted at the 28th Session of the Standing Committee of the 10th National Peop le's Congress of the People's Republic of China on June 29, 2007)
Contents
Chapter I General Provisions
Chapter II Conclusion of Labor Contracts
Chapter III Performance and Change of Labor Contracts
Chapter IV Dissolution and Termination of Labor Contracts
Chapter V Special Provisions
Section 1 Collective Contracts
Section 2 Labor Dispatch
Section 3 Part-time Labor Services
Chapter VI Supervision and Examination
Chapter VII Legal Liability
Chapter VIII Supplementary Provisions
Chapter I General Provisions
Article 1 This Law is formulated to improve the labor contract system, specify t he rights and obligations of both parties to labor contracts, protect the lawful
rights and interests of laborers and establish and develop a stable and harmoni ous labor relationship.
Article 2 This Law shall apply to the conclusion, performance, change, dissoluti on or termination of labor contracts through the establishment of labor relation ships between institutions such as enterprises, individually-owned economic orga nizations and private non-enterprise work units within the territory of the Peop le's Republic of China (hereinafter referred to as "employing units") and labore rs.
The conclusion, performance, change, dissolution or termination of labor contrac ts by state authorities, institutions, social organizations and laborers with wh ich they have a labor relationship shall refer to this Law.
Article 3 The conclusion of labor contracts shall comply with the principles of lawfulness, fairness, equality and willingness, consensus consultation and faith fulness and creditworthiness.
Labor contracts that are lawfully concluded shall be legal binding. Employing un its and laborers shall perform the obligations agreed in labor contracts.
Article 4 An employing unit shall lawfully establish and improve rules and syste ms, protect the labor rights enjoyed by laborers and perform labor obligations.
Where an employing unit formulates, amends or decides on rules and systems that are directly related to the personal benefits of laborers or important matters s uch as labor rules and systems, working hours, rest days, labor safety and healt h, insurance benefits, employee training, labor discipline and labor quota admin istration, it shall hold a discussion with employees' assembly or all employees, submit proposals and give suggestions and determine the issue following fair co nsultation with labor unions or employees' representatives.
In the process of decision-making and implementation of rules and systems and im portant matters, where a labor unions or employee deems it improper, it shall ha ve the right to raise the issue to employing units and amendments and improvemen ts shall be made through consultation.
The employing unit shall publicly announce the rules and systems that are direct ly related to the personal benefits of laborers or the decisions on important ma tters, or inform the laborers of such rules and systems and decisions.
Article 5 The labor administrative department of the people's government at the county level or above and labor unions and representatives of enterprises shall establish a sound three-party mechanism for coordinating labor relationships and jointly study and solve important issues relevant to labor relationships. Article 6 A labor union shall assist and guide laborers to lawfully conclude and perform labor contracts with employing units and establish a collective consult ation mechanism with employing units, and protect the lawful rights and interest s of laborers.
Chapter II Conclusion of Labor Contracts
Article 7 An employing unit has established labor relationships with laborers fr om the date of use of labor services. The employing unit shall establish a regis ter of employees for inspection.
Article 8 Where an employing unit employs laborers, it shall truly inform the la borers of the job specifications, working conditions, place of work, occupationa l hazards, safe production status and labor remuneration, and other circumstance s requested to be informed by the laborers. The employing unit shall have the ri ght to understand the basic circumstances directly related to the laborers and l abor contracts, and the laborers shall give a true explanation.
Article 9 Where an employing unit employs laborers, it may not detain the reside nt identity card and other documents of laborers, nor request the laborers to pr ovide guarantee or collect property from laborers in other names.
Article 10 Written labor contracts shall be concluded to establish labor relatio nships.
Where labor relationship has been established but no written labor contract was concluded at the same time, the written labor contract shall be concluded within one month of the date of use of labor services.
Where the employing unit and laborers conclude labor contracts before the use of labor services, the labor relationships shall be established from the date of u se of labor services.
Article 11 Where an employing unit has not established a written labor contract at the same time as the use of labor services, and the labor remuneration has no t been specified with the laborers, the labor remuneration of laborers newly emp loyed shall be subject to the standard of the provisions of collective contracts. Where there is no collective contract or there is no provision in the collectiv e contract, equal remuneration for the same work shall be paid.
Article 12 Labor contracts are divided into labor contracts with fixed terms, la bor contracts with unfixed terms and labor contracts where the term of service e quals to the period of completion of a certain task.
Article 13 Labor contracts with fixed terms shall refer to labor contracts the t ermination date of which is agreed between employing units and laborers.
Where employing units and laborers have reached a consensus after consultation, they may conclude labor contracts with fixed terms.
Article 14 Labor contracts with unfixed terms shall refer to labor contracts the termination date of which is not agreed between employing units and laborers.
Where an employing unit and a laborer have reached a consensus after consultatio n, they may conclude a labor contract with unfixed terms. In any of the followin g circumstances where the laborer requests or agrees to renew or conclude labor contracts, the labor contract with unfixed terms shall be concluded unless labor ers request the conclusion of a labor contract with fixed terms:
(1) The laborer has been working with the employing unit for 10 consecutive ye ars;
(2) Where the employing unit implements the labor contract system for the firs t time or labor contracts are re-concluded due to restructuring of state-owned e nterprises, the laborer has been working with the employing unit for 10 consecut ive years and there is less than 10 years before the statutory retirement age; o r
(3) Where a labor contract with fixed terms has been concluded for two consecu tive times and no labor contract is renewed for laborers that do not fall within the circumstances specified in Items (1) and (2) of Articles 39 and 40 hereof.
Where the employing unit fails to conclude a written labor contract with the lab orer from one year of the use of labor services, the labor contract with unfixed terms shall be deemed to have been established between the employing unit and t he laborer.
Article 15 Labor contracts where the term of service equals to the period of com pletion of a certain task shall refer to labor contracts where the term of servi ce is agreed by an employing unit and a laborer to be the period of completion o f a certain task.
Where the employing unit and the laborer have reached a consensus after consulta tion, they may conclude a labor contract where the term of service equals to the period of completion of a certain task.
Article 16 An employing unit and a laborer shall reach a consensus after consult ation on the labor contract which shall be effective after signing and fixing a seal on the text of the labor contract by the employing unit and the laborer.
The employing unit and the laborer shall each keep a copy of the text of the lab or contract.
Article 17 A labor contract shall contain the following terms and conditions:
(1) The name, domicile and the legal representative or the major responsible person of the employing unit;
(2) The name, domicile and the number of resident identity card or of other v alid identity document of the laborer;
(3) The term of the labor contract;
(4) The job specifications and the place of work;
(5) The working hours and rest days;
(6) Labor remuneration;
(7) Social insurance;
(8) Labor protection, labor conditions and protection against occupational ha zards; and
(9) Other matters that shall be included in the labor contract as required by laws and regulations.
In addition to the essential provisions of the labor contract provided in the pr eceding paragraph, the employing unit and the laborer may agree on other matters such as the probationary period, training, maintenance of confidentiality, supp lementary insurance and fringe benefits.
Article 18 Where the labor remuneration and labor conditions are not specified i n the labor contract and a dispute arises, the employing unit and the laborer ma y hold a new consultation. If the consultation fails, the provisions of the coll ective contract shall apply. Where there is no collective contract or where no p rovision of labor remuneration is contained herein, equal remuneration for the s ame work shall be paid. Where there is no collective contract or there is no pro vision on labor conditions contained herein, the relevant state provisions shall apply.
Article 19 Where the term of the labor contract is over three months but less th an one year, the probationary period shall not exceed one month. Where the labor contract is over one year but less than three years, the probationary period sh all not exceed two months. The probationary period of the labor contract with a fixed term of three years or unfixed term shall not exceed six months.
Article 20 The wages of the laborer in the probationary period may not be lower than the lowest wages of the same position in the employing unit or 80% of the w ages agreed in the labor contract, and may not be lower than the local lowest wa ge standard of the employing unit.
Article 21 In the probationary period, an employing unit may not dissolve the la bor contract unless the laborer is under the circumstances prescribed in Article 39 and Items (1) and (2) of Article 40 hereof. Where the employing unit dissolv es the labor contract during the probationary period, the laborer shall be infor
med of the reasons.
Article 22 Where an employing unit provides special training fees to a laborer f or training on special skills, it may conclude an agreement with the laborer and agree on the term of service.
Where the laborer violates the agreements of the term of service, it shall pay l iquidated damages to the employing unit. The amount of the liquidated damages ma y not exceed the training fees provided by the employing unit. The liquidated da mages that the employing unit requires the laborer to pay may not exceed the tra ining fees that shall be apportioned in the non-performance period of the term o f service.
Where the employing unit and the laborer agree on the term of service, the incre ment of labor remuneration of the laborer in the service period according to the normal wage adjustment mechanism shall not be affected.
Article 23 An employing unit and a laborer may agree on the maintenance of the c onfidentiality of trade secrets of the employing unit and the confidentiality ma tters relevant to intellectual property rights in the labor contract.
In relation to the laborer who has the confidentiality obligation, the employing unit may agree on the competitive restriction clause with the laborer in the la bor contract or the confidentiality agreement, and agree on the monthly economic compensation payable to the laborer within the competitive restriction period a fter the dissolution or termination of the labor contract. Where the laborer vio lates the agreement of the competitive restriction, it shall pay liquidated dama ges to the employing unit in accordance with agreements.
Article 24 The personnel subject to the competitive restriction shall be limited to senior management personnel, senior technical personnel and other personnel with confidentiality obligation of the employing unit. The scope, geographic reg ion and time limit of restrictive competition shall be agreed by the employing u nit and the laborer and the agreement of restrictive competition may not violate the provisions of laws and regulations.
After the dissolution or termination of the labor contract, the time limit of re
strictive competition of the personnel prescribed in the preceding paragraph for working in other employing units that manufacture or operate the same type of p roducts or that engage in the same type of business having competitive relations hip with the original employing unit, or for commencing its own business in manu facturing or operating the same type of products and engaging in the same type o f business shall not exceed two years.
Article 25 Unless in the circumstances prescribed in Articles 22 and 23 hereof, no employing unit may agree with the laborer on the full responsibility of liqui dated damages by the laborer.
Article 26 The following labor contracts are invalid or partly invalid:
(1) Conclude or change the labor contract in violation of the true meaning of the party by deceptive means or threats, or taking advantage of the party's pre carious position;
(2) Exempt the employing unit from the statutory responsibility by itself o r exclude the rights of laborers; and
(3) Violate the mandatory provisions of laws and administrative regulations.
Where there is a dispute over the invalidity or partial invalidity of a labor co ntract, it shall be confirmed by the labor dispute arbitration authority or the people's court.
Article 27 Where a labor contract is partially invalid and does not affect the v alidity of other parts, such other parts shall still be valid.
Article 28 Where a labor contract is confirmed to be invalid, and the laborer ha s provided labor services, the employing unit shall still pay labor remuneration to the laborer. The amount of labor remuneration shall be confirmed with refere nce to the labor remuneration of the laborer of the same or similar position in the employing unit.
Chapter III Performance and Change of Labor Contracts
Article 29 An employing unit and a laborer shall fully perform their respective
obligations in accordance with the agreements of the labor contract.
Article 30 An employing unit shall timely pay labor remuneration in full to the laborer in accordance with the agreements of the labor contract and state provis ions.
Where the employing unit is in default of labor remuneration or does not pay lab or remuneration in full, the laborer may apply to the local people's court for a payment order in accordance with the law and the people's court shall issue the payment order in accordance with the law.
Article 31 The employing unit shall strictly implement the labor quota standard and may not threaten or threaten the laborer to work overtime in disguise. Where the employing unit arranges for overtime work, it shall make overtime payment t o the laborer in accordance with the relevant state provisions.
Article 32 Where a laborer refuses to follow the instructions that do not comply with regulations of the management personnel of the employing unit or refuses d angerous operation, it shall not be deemed as violation of the labor contract.
The laborer shall have the right to make criticism, report and bring a charge ag ainst the employing unit in respect of labor conditions endangering the safety o f life and physical health.
Article 33 Where an employing unit changes its name, legal representative, major responsible person or investors, the performance of the labor contract shall no t be affected.
Article 34 Where there is a merger or division of an employing unit, the origina l labor contract shall continue to be valid and the labor contract shall be perf ormed continuously by the employing unit that succeeds its rights and obligation s.
Article 35 An employing unit and a laborer may change the content agreed in the labor contract after reaching a consensus through consultation. The change of la bor contract shall be in writing.
A copy of the text of the labor contract after change shall be kept by the emplo ying unit and the laborer respectively.
Chapter IV Dissolution and Termination of Labor Contracts
Article 36 Where an employing unit and a laborer have reach a consensus after co nsultation, they may dissolve the labor contract.
Article 37 A laborer may dissolve the labor contract by giving the employing uni t prior notice of 30 days in writing. The laborer may dissolve the labor contrac t within the probationary period by giving the employing unit three days of prio r notice.
Article 38 A laborer may dissolve a labor contact when the employing unit is und er any of the following circumstances:
(1) Fails to provide labor protection or labor conditions in accordance with the agreements of the labor contract;
(2) Fails to timely pay labor remuneration in full;
(3) Fails to pay social insurance premiums for the laborer in accordance with the law;
(4) The rules and systems of the employing unit violate laws and regulations and the rights of the laborers are harmed;
(5) The labor contract is invalid due to the circumstances prescribed in Para graph One of Article 26 hereof; or
(6) Other circumstances where laborers may dissolve labor contracts according to the provisions of laws and administrative regulations.
Where the employing unit coerces laborers into provision of labor services by me ans of violence, threat or illegal restriction of personal freedom, or the emplo ying unit gives instructions in violation of regulations or endangers the person al safety of laborers by dangerous operations, the laborer may immediately disso lve the labor contract without the need of giving prior notice to the employing unit.
Article 39 An employing unit may dissolve the labor contract where the laborer i s in any of the following circumstances:
(1) The laborer is confirmed to fail to meet the employment conditions in the probationary period;
(2) The laborer is in serious violation of the rules and systems of the employ ing unit;
(3) The laborer is in serious dereliction of duty or practices graft which br ings about significant harm to the employing unit;
(4) The laborer establishes labor relationships with other employing units at the same time that brings about serious impact on the completion of tasks of th e employing unit, or the laborer fails to make rectification after the employing unit informs it of the issue;
(5) The labor contract is invalid in the circumstances prescribed in Item 1 o
f Paragraph One of Article 26 hereof; or
(6) Criminal liability is pursued against the laborer in accordance with the law.
Article 40 In any of the following circumstances, an employing unit may dissolve the labor contract by giving the laborer a prior written notice of 30 days or p ay the laborers an additional month of wages:
(1) The laborer is sick or injured due to reasons unrelated to work, and fail s to perform the original work after the prescribed treatment period or fails to perform other work arranged by the employing unit;
(2) The laborer is not qualified for the job, and after training is given o r the position is changed, the laborer still fails to be qualified for the job;
(3) There is a significant change to the objective circumstances on which the conclusion of the labor contract is based, leading to the non-performance of th e labor contract, and after the consultation between the employing unit and the laborer, no agreement can be reached in respect of the change of the content of the labor contract.
Article 41 In any of the following circumstances, where there is a need to make 20 or more personnel redundant or make less than 20 personnel redundant but they account for more than 10% of the total number of laborers, the employing unit s hall report to the labor union or all laborers 30 days in advance to solicit the opinions of the labor union or laborers. Personnel may be made redundant after the redundancy plan is reported to the labor administrative department where:
(1) The employing unit is restructured in accordance with the provisions of t he Enterprise Bankruptcy Law;
(2) There is a serious difficulty in production and operation;
(3) There is a change of production, reform of significant technology or adju stment of the mode of operation of the enterprise, redundancy shall still be mad e after the change of labor contracts;
(4) There is a significant change to the objective circumstances on which the conclusion of the labor contract is based, leading to the non-performance of th e labor contract.
To make personnel redundant, the following personnel shall be retained in priori ty:
(1) the personnel who have concluded a labor contract with fixed terms of a r elatively longer period with the employing unit;
(2) the personnel have concluded labor contracts with unfixed terms with the employing unit;
(3) there is no other personnel in the family who is in employment and there is a need to financially support the elderly or the underage.
Where the employing unit makes personnel redundant in accordance with Paragraph One of this article, it shall inform the personnel that have been made redundant if recruitment of personnel is required within six months and the personnel tha t are made redundant shall be employed on the same terms in priority.
Article 42 Where the laborer is in any of the following circumstances, the emplo ying unit may not dissolve the labor contract in accordance with Articles 40 and
41 hereof:
(1) Where the laborer engaging in operations with exposure to occupational ha zards has not been performed occupational health inspection before vacation of t he post or the patient with suspected occupational disease is under diagnosis o r medical observation;
(2) Where the laborer is contracted with occupational disease or is injured d ue to work-related reasons and is confirmed to suffer from incapacity or partial incapacity;
(3) Where the laborer is sick or injured for reasons unrelated to work, and i t is in the prescribed treatment period;
(4) Where the female laborer is in pregnancy, maternity or nursing period;
(5) Where the laborer has been in continuous employment for 15 years and whos
e statutory retirement age is less than 5 years; or
(6) Other circumstances prescribed by laws and administrative regulations.
Article 43 Where an employing unit dissolves the labor contract unilaterally, it shall inform the labor union of the reasons therefor in advance. Where the empl oying unit violates the provisions of laws and administrative regulations or the agreements of the labor contract, the labor union shall have the right to requi re the employing unit to make rectification. The employing unit shall take into consideration the opinions of the labor union and inform the labor union of the result of handling in writing.
Article 44 A labor contract is terminated in any of the following circumstances:
(1) The labor contract expires;
(2) The laborer starts enjoying the basic old-age insurance in accordance wit
h the law;
(3) The laborer is dead, or is declared death or missing by the people's cour t;
(4) The employing unit is declared bankrupt in accordance with the law;
(5) The employing unit whose business license is revoked, is ordered for disc losure, shut down or the employing unit decides to dissolves earlier; or
(6) Other circumstances prescribed by laws and administrative regulations.
Article 45 Where the labor contract expires and it is in the circumstances presc ribed in Article 42 hereof, the labor contract shall be extended, and terminated until the non-existence of the corresponding circumstances. However, in respect of the termination of the labor contract of the laborer that is incapable or pa rtly incapable under the provisions of Item 2 of Article 42 hereof, the relevant provisions of work-related injury insurance of the state shall follow.
Article 46 In any of the following circumstances, an employing unit shall make e conomic compensation to a laborer:
(1) The laborer dissolves the labor contract in accordance with the provision s of Article 38 hereof;
(2) The employing unit dissolves the labor contract of the laborer and reache s a consensus with the laborer after consultation in accordance with Article 36 hereof;
(3) The employing unit dissolves the labor contract in accordance with Articl
e 40 hereof;
(4) The employing unit dissolves the labor contract in accordance with Item 1 of Article 41 hereof;
(5) The labor contract with fixed terms is terminated in accordance with Item 1 of Article 44 hereof unless the laborer disagrees with the renewal of contrac t where the employing unit maintains or raises the conditions of the agreements of the labor contract;
(6) The labor contract is terminated in accordance with the provisions of Ite ms 4 and 5 of Article 44 hereof;
(7) Other circumstances prescribed by laws and administrative regulations.
Article 47 The economic compensation shall be made to a laborer pursuant to the years of service of the laborer in the employing unit on the basis of the standa
rd of one month of wages for one full year of service. If a laborer is employed for more than six months but less than one year, it shall be treated as one year. If a laborer is employed for less than six months, economic compensation of hal f a month of wages shall be made thereto.
Where the monthly wages of a laborer is three times more than the average monthl y wages of employees of the previous year of the locality announced by the peopl e's governments of municipalities directly under the central government and muni cipalities with districts in which the employing units locates, the employing un it shall make an economic compensation to the laborer at the standard of three t imes of the average monthly wages of employees, and the maximum year of economic compensation made shall not exceed 12 years.
For the purposes of this article, the term "monthly wages" refers to the average wages of a laborer within 12 months of dissolution or termination of labor cont racts.
Article 48 Where an employing unit dissolves or terminates a labor contract in v iolation of the provisions hereof, and the laborer requests the continuous perfo rmance of the labor contract, the employing unit shall continue to perform. Wher e the laborer does not require the continuous performance of the labor contrac
t or the labor contract cannot be performed continuously, the employing unit sha ll pay compensation in accordance with Article 87 hereof.
Article 49 The state shall adopt measures to establish a sound cross-region tran sfer and succession system of insurance relationships of laborers.
Article 50 An employing unit shall issue the proof of dissolution or termination of the labor contract at the time of its dissolution or termination, and handle the transfer procedure for archives and social insurance for laborers.
A laborer shall hand over the work in accordance with the agreements of both par ties. Where the employing unit makes economic compensation to the laborer in acc ordance with the relevant provisions hereof, such economic compensation shall be made in the handover of work.
The employing unit shall retain the text of the labor contracts that are dissolv
ed or terminated for at least two years for inspection.
Chapter V Special Provisions
Section 1 Collective Contracts
Article 51 The employees of enterprises may conclude collective contracts on mat ters such as labor remuneration, working hours, rest days, labor safety and heal th and insurance benefits with the employing unit through fair consultation. The draft of the collective contract shall be submitted to the employees' assembl
y or all employees for deliberation and adoption.
The collective contract shall be concluded by the labor union on behalf of emplo yees of enterprises with the employing unit. Where there is no labor union in th e employing unit, the labor union at a higher level shall guide the representati ve selected by the labor union to conclude the collective contract with the empl oying unit.
Article 52 The employees of enterprises may conclude special collective contract s in labor safety and health, protection of rights and interests of female emplo yees and wage adjustment mechanism with the employing unit.
Article 53 In respect of the regions below the county level, the labor union and the representative of the enterprise may conclude industrial collective contrac t or regional collective collection for industries such as the construction indu stry, the mining industry and the beverage industry.
Article 54 The labor contract concluded shall be submitted to the labor administ rative department. The collective contract shall become effective if the labor a dministrative department has no opposing opinion upon 15 days of the receipt of the text of the collective contract.
The collective contract lawfully concluded shall be binding on the employing uni t and the laborers. The industrial and regional collective contracts shall be bi nding on the employing unit and the laborers of the same industry and the same r egion.
Article 55 The labor remuneration and the labor conditions of the collective con tract shall not be lower than the lowest standard prescribed by the local people 's government. The labor remuneration and the labor conditions of the labor cont ract concluded by the employing unit and the laborer shall not be lower than the standard prescribed by the collective contract.
Article 56 Where an employing unit violates the collective contract and infringe s on the labor rights and interests of employees, the labor union may request th e employing unit to assume liability in accordance with the law. Where a dispute arises from the performance of the collective contract and no agreement is reac hed after consultation, the labor union may apply for arbitration or initiate li tigation in accordance with the law.
Section 2 Labor Dispatch
Article 57 Labor dispatch units shall be established in accordance with the rele vant provisions of the Company Law, the registered capital may not be less than RMB 50 thousand.
Article 58 A labor dispatch unit shall be the employing unit to which this Law r efers, and shall perform the obligations of the employing unit to the laborers. The labor contract concluded by the labor dispatch unit and the dispatched labor ers shall, in addition to the matters prescribed in Article 17 hereof, also set out the labor service unit of the dispatched laborers and the time limit of disp atch and the work position.
The labor dispatch unit shall conclude a labor contract with a fixed term of mor e than two years with the dispatched laborers and make labor remuneration on a m onthly basis. In the period where the dispatched laborers are jobless, the labor dispatch unit shall pay monthly remuneration in accordance with the lowest wage standard prescribed by the local people's government.
Article 59 Where a labor dispatch unit dispatches laborers, it shall conclude a labor dispatch agreement with the unit that accepts labor services in the form o f labor dispatch (hereinafter referred to as the "labor service unit"). The labo r dispatch agreement shall agree on the dispatch positions and the number of per sonnel, the time limit of dispatch, the labor remuneration, the amount and payme
nt method of social insurance and the liability for violation of the agreement.
The labor service unit shall confirm the time limit of dispatch with the labor d ispatch unit subject to the actual need of the position, and shall not conclude several short-term labor dispatch agreements by dividing a consecutive labor ser vice period.
Article 60 A labor dispatch unit shall inform the dispatched laborers of the con tent of the labor dispatch agreement.
The labor dispatch unit may not withhold the labor remuneration paid to the disp atched laborers by the labor service unit in accordance with the labor dispatch agreement.
The labor dispatch unit and the labor service unit may not collect fees from the dispatched laborers.
Article 61 Where the labor dispatch unit dispatches laborers across regions, the labor remuneration and the labor conditions enjoyed by the dispatched laborers shall follow the standard in which the labor service unit locates.
Article 62 A labor service unit shall perform the following obligations:
(1) Implements the state labor standards and provides the corresponding labor conditions and labor protection;
(2) Informs the dispatched laborers of the job requirements and the labor rem uneration;
(3) Makes overtime payment, incentive bonus and provides the fringe benefits commensurate with the position;
(4) Conducts the training necessary for the job to the serving dispatched labo rer; and
(5) Implements the normal wage adjustment mechanism for consecutive labor ser vices.
No labor service unit may dispatch the dispatched laborers to other employing un
its.
Article 63 A dispatched laborer shall have the right of enjoying the same remune ration as the laborers of the labor service unit in the same capacity. Where the labor service unit does not have laborers in the same capacity, reference shall be made to the labor remuneration of laborers in the same or similar capacity i n which the labor service unit locates.
Article 64 A dispatched laborer shall have the right to participate in or organi ze a labor union of the labor dispatch unit or the labor service unit to protect his lawful rights and interests.
Article 65 A dispatched laborer may dissolve the labor contract with the labor d ispatch unit in accordance with the provisions of Article 36 and 38 hereof.
Where the dispatched laborer is under the circumstances of Article 39 and Items 1 and 2 of Article 40 hereof, the labor service unit may send the laborer back t o the labor dispatch unit. The labor dispatch unit may dissolve the labor contra ct with the laborer in accordance with the relevant provisions hereof.
Article 66 Labor dispatch shall normally apply to temporary, ancillary or substi tute positions.
Article 67 No labor service unit may establish a labor dispatch unit to dispatch laborers to itself or to any attached units.
Section 3 Part-time Labor Services
Article 68 Part-time labor services shall refer to the form of labor service whe reby remuneration is calculated on an hourly basis and laborers do not normally work more than four hours on average on a daily basis in the same labor service unit and the accumulative working hours per week does not exceed 24 hours.
Article 69 The parties to part-time labor services may conclude oral agreements.
Laborers engaging in part-time labor services may conclude labor contracts with one or more employing units. However, the labor contracts concluded at a subsequ
ent date may not affect the performance of the labor contracts concluded at an e arlier date.
Article 70 No probationary period may be agreed by the parties to part-time labo r services.
Article 71 Either party to the part-time labor services may inform the other par ty of termination of labor services at any time. If the labor services are termi nated, the employing unit may not pay economic remuneration to the laborer.
Article 72 The calculation standard of hourly remuneration for part-time labor s ervices may not be lower than the lowest hourly wage standard prescribed by the local people's government in which the employing unit locates.
The cycle for settlement and payment of part-time labor services shall not excee d 15 days at maximum.
Chapter VI Supervision and Examination
Article 73 The labor administrative department under the State Council shall be responsible for the supervision and administration of the implementation of the labor contract system nationwide.
The labor administrative departments of local people's governments at the county level or above shall be responsible for the supervision and administration of t he implementation of the labor contract system in the respective administrative regions.
The labor administrative departments of local people's governments at the county level or above shall, in the supervision and administration of the implementati on of the labor contract system, listen to the opinions of labor unions, enterpr ise representatives and the departments in charge of the relevant industries.
Article 74 The labor administrative departments of local people's governments at the county level or above shall supervise and examine the following circumstanc es in respect of the implementation of the labor contract system:
合同协议书 公司劳动合同
Labor Contract 劳动合同 Date 甲方（用人单位）：乙方（员工）： Party A (Employer): Party B (Employee): 法定代表人：性别Gender:： Legal Representative: 出生年月 Birth Date:： 身份证号码 ID NO.： 联系方式 Contact Info.： 经营地址：家庭住址： Address: Address: 根据《中华人民共和国劳动法》、《中华人民共和国劳动合同法》、《北京市劳动合同条例》的有关规定，双方遵循公平合法、平等自愿、协商一致、诚实信用原则，订立本合同。 The contract is hereby concluded by both parties in accordance with Labor Law of the People's Republic of China,Labor Contract Law of the People’s Republic of China, and Regulations of Shanghai Municipality on Labor Contract, in the principles of fairness, legitimacy, equality, voluntariness, consensus through negotiation and good faith. 一、合同期限 Contract Term 1. 甲方与乙方签订固定期限劳动合同。本劳动合同期限为年，自年月日起，至年月日止，其中试用期为个月，自年月日起，至年月日止。 Party A and Party B signs a fixed-term labor contract. The contract lasts for ___ year(s), from _________to ________. The probation is ____ month(s), from ________ to ________; 二、工作内容 Job Responsibilities 2. 甲方聘用乙方从事岗位工作。 Party A employs Party B to engage in ________ . 3. 工作地点： ___________ ，根据甲方工作需要，经甲乙双方协调一致，可 变更工作地点。 The workplace is __________________________________, which can be changed on the basis of mutual agreement as per Party A’s business requirements. 4. 乙方应积极遵守公司所有规章制度，按质、按量、按时完成其本职工作。 Party B shall fulfill his job in a high-quality, quantitative and time-efficient manner and abide by all the company rules. 5. 甲方可以根据实际工作需要，根据乙方的工作能力和表现，调整乙方工作岗位或安排乙方临时从事其他工作岗位，乙方应予以认可配合。
标准劳动合同中英文版 根据劳动法律、法规的规定，用人单位需要与劳动者签订劳动合同，标准劳动合同中英文怎么写？以下是小编整理的标准劳动合同中英文范文，欢迎参考阅读。 标准劳动合同中英文版范文篇一 甲方：Party A: 法定代表人(主要负责人)或委托代理人：Legal Representative (main responsible person) or Entrusted Agent: Address: 乙方：Party B (Employee): 性别：Gender: 通讯Communication Address: 居民身份证号码ID Card No.: 联系电话：Telephone: 根据《中华人民共和国劳动法》、《中华人民共和国劳动合同法》的有关规定，双方遵循公平合法、平等自愿、协商一致、诚实信用原则，订立本合同。The contract is hereby concluded by both parties in accordance with Labor Law of the Peoples Republic of China, Labor Contract Law of the Peoples Republic of
China, in the principles of fairness,legitimacy, equality, voluntariness, consensus through negotiation and good faith. 一、劳动合同期限 Contract Term 第一条本合同为固定期限劳动合同。本劳动合同期限为年，其中试用期至年月日止。本合同于年月日终止。 Article 1 : Party A and Party B signs a fixed-term labor contract. The contract lasts for ___ year(s), from _________to ________. Theprobation is ____ month(s), from ________ to ________. 二、工作内容和工作地点 Working Contents and Working Place 第二条乙方同意根据甲方工作需要，担任岗位(工种)工作。 Article 2 : Party B agrees to engage in_____________(post, work posts)according to needs of the Party A. 第三条乙方的工作地点为: 。Article 3 : The working place of Party B is ______________. 三、工作时间和休息休假 Working Hours and Rest Hours
编号 劳动合同书 甲方（用人单位）名称： 地址： 法定代表人（委托代理人）： 联系电话： 乙方（劳动者）姓名： 性别： 家庭住址： 现居住地： 身份证号： 联系电话：
甲乙双方根据《中华人民共和国劳动法》和《中华人民共和国劳动法合同法》等法律、法规、规章的规定，在平等自愿、协商一致的基础上，同意订立本劳动合同，并严格履行。 一、劳动合同期限 第一条本劳动合同的试用期为个月。自年月日起，至年月日起。试用期满，甲方正式聘用乙方。 第二条本劳动合同规定服务期自年月日起，至年月日止。劳动合同的合同期限与服务期相一致。 二、工作内容及工作地点 第三条甲乙方根据甲方的要求，经过协商，从事工作。甲方可根据工作需要或乙方的培训考核及绩效考核情况，参照乙方的专业知识、经验、能力和工作表现，调整乙方的工作岗位，乙方应服从甲方的安排。 第四条乙方须按照甲方确定的岗位职责及工作要求，应当符合甲方依法制定的并已经公示的规章制度。乙方应当按照甲方安排的工作内容及要求履行劳动义务，按时完成工作量，达到规定的质量要求。 第五条甲乙双方约定劳动合同履行地为。 四、工作时间及休息时间 第六条甲乙双方在工作时间和休息方面协商一致确定平均每周工作6 天。 第七条如由于工作需要，甲方要求乙方加班时，在无特殊原因的情况下，乙方必须配合。但是甲方要付相应的加班费，或是以给予相应时间的调休。 第八条乙方享有国家规定的所有法定节假日。乙方病假、事假需按甲方规定申请办理请假手续，方可离开。 四、劳动报酬 第九条甲方实行岗位工资制。甲方确定乙方第一年的年薪为人民币万元，按月发放每月工资（其中基本工资为元、奖金为元，全勤奖为元、饭补为元）。乙方的收入为税前收入，个人所得税，则由乙方负责依法交纳。 第十条甲方确定的发薪日期为下一个月的15日，如遇发薪日为节假日，甲方将顺延到最接近的一个工作日发薪。
(2007年6月29日第十届全国人民代表大会常务委员会第二十八次会议通过) 目录 第一章总则 第二章劳动合同的订立 第三章劳动合同的履行和变更 第四章劳动合同的解除和终止 第五章特别规定 第一节集体合同 第二节劳务派遣 第三节非全日制用工 第六章监督检查 第七章法律责任 第八章附则 第一章总则 第一条为了完善劳动合同制度，明确劳动合同双方当事人的权利和义务，保护劳动者的合法权益，构建和发展和谐稳定的劳动关系，制定本法。 第二条中华人民共和国境内的企业、个体经济组织、民办非企业单位等组织(以下称用人单位)与劳动者建立劳动关系，订立、履行、变更、解除或者终止劳动合同，适用本法。 国家机关、事业单位、社会团体和与其建立劳动关系的劳动者，订立、履行、变更、解除或者终止劳动合同，依照本法执行。 第三条订立劳动合同，应当遵循合法、公平、平等自愿、协商一致、诚实信用的原则。
依法订立的劳动合同具有约束力，用人单位与劳动者应当履行劳动合同约定的义务。 第四条用人单位应当依法建立和完善劳动规章制度，保障劳动者享有劳动权利、履行劳动义务。 用人单位在制定、修改或者决定有关劳动报酬、工作时间、休息休假、劳动安全卫生、保险福利、职工培训、劳动纪律以及劳动定额管理等直接涉及劳动者切身利益的规章制度或者重大事项时，应当经职工代表大会或者全体职工讨论，提出方案和意见，与工会或者职工代表平等协商确定。 在规章制度和重大事项决定实施过程中，工会或者职工认为不适当的，有权向用人单位提出，通过协商予以修改完善。 用人单位应当将直接涉及劳动者切身利益的规章制度和重大事项决定公示，或者告知劳动者。 第五条县级以上人民政府劳动行政部门会同工会和企业方面代表，建立健全协调劳动关系三方机制，共同研究解决有关劳动关系的重大问题。 第六条工会应当帮助、指导劳动者与用人单位依法订立和履行劳动合同，并与用人单位建立集体协商机制，维护劳动者的合法权益。 第二章劳动合同的订立 第七条用人单位自用工之日起即与劳动者建立劳动关系。用人单位应当建立职工名册备查。 第八条用人单位招用劳动者时，应当如实告知劳动者工作内容、工作条件、工作地点、职业危害、安全生产状况、劳动报酬，以及劳动者要求了解的其他情况;用人单位有权了解劳动者与劳动合同直接相关的基本情况，劳动者应当如实说明。
Labour Act. Dated 5 July 1994. (China Daily, 6 July 1994, p. 2.) Table of contents CHAPTER I. GENERAL PROVISIONS CHAPTER II. PROMOTION OF EMPLOYMENT CHAPTER III. LABOUR CONTRACTS AND COLLECTIVE CONTRACTS CHAPTER IV. WORKING HOURS, REST AND V ACA TIONS CHAPTER V. W AGES CHAPTER VI. OCCUPATIONAL SAFETY AND HEALTH CHAPTER VII. SPECIAL PROTECTION FOR FEMALE STAFF AND JUVENILE WORKERS CHAPTER VIII. VOCA TIONAL TRAINING CHAPTER IX. SOCIAL INSURANCE AND WELFARE CHAPTER X. LABOUR DISPUTES CHAPTER XI. SUPERVISION AND INSPECTION CHAPTER XII. LEGAL RESPONSIBILITY CHAPTER XIII. SUPPLEMENTARY PROVISIONS CHAPTER I. GENERAL PROVISIONS Section 1. This Law is formulated in accordance with the Constitution in order to protect the legitimate rights and interests of labourers, readjust labour relationship, establish and safeguard a labour system suited to the socialist market economy, and promote economic development and social progress. Section 2. This Law applies to all enterprises and individual economic organizations (hereafter referred to as employing units) within the boundary of the People's Republic of China, and labourers who form a labour relationship therewith. State organs, institutional organizations and societies as well as labourers who form a labour contract relationship therewith shall follow this Law. Section 3. Labourers shall have the right to be employed on an equal basis, choose occupations, obtain remuneration for their labour, take rest, have holidays and leaves, obtain protection of occupational safety and health, receive training in vocational skills, enjoy social insurance and welfare, and submit applications for settlement of labour disputes, and other rights relating to labour as stipulated by law. Labourers shall fulfil their labour tasks, improve their vocational skills, follow rules on occupational safety and health, and observe labour discipline and professional ethics. Section 4. The employing units shall establish and perfect rules and regulations in accordance with the law so as to ensure that labourers enjoy the right to work and fulfill labour obligations. Section 5. The State shall take various measures to promote employment, develop vocational education, lay down labour standards, regulate social incomes, perfect social insurance system, coordinate labour relationship, and gradually raise the living standard of labourers.
劳动法 一、名词解释： 1劳动合同：是劳动者和用人单位之间明确劳动权利义务，规范劳动合同订立、履行、变更、解除和终止行为的协议。 2劳务派遣：是指劳务派遣单位与劳动者签订劳动合同，与用工单位签订劳务派遣协议，将劳动者派遣至用工单位从事约定的生产劳动的一种用工形式。 3人事代理：是指依法经批准成立的人事代理机构，在规定的业务范围内，接受单位或者个人的委托，依法代理有关人事管理、服务工作。 4事实劳动关系：是指用人单位与劳动者虽然没有订立书面劳动合同，但双方实际履行了劳动法所规定的劳动权利义务而形成的劳动关系。 5综合计算工作日：是指用人单位根据生产和工作特点，分别采取以周、月、季、年等为周期综合计算劳动者工作时间的一种用工形式。 6劳动争议:亦称劳动纠纷、劳资纠纷，是指劳动者与用人单位以及用人单位与工会之间围绕劳动权利、义务所产生的纠纷。 7劳动争议仲裁：是指劳动争议仲裁委员会对用人单位与劳动者之间发生的劳动争议，在查明事实、明确是非、分清责任的基础上，依法做出裁决的活动。（仲裁是必经程序） 8非全日制用工：俗称小时工，是指以小时计酬为主，劳动者在同一用人单位一般平均每日工作时间不超过四小时，每周工作时间累计不超过二十四小时的用工形式。 二、简答 1劳动合同终止的法定情形（背划下划线的即可） 有下列情形之一的，劳动合同终止： （一）劳动合同期满的；这里包括固定期限劳动合同期满和以完成一定工作任务为期限的劳动合同期满。固定期限劳动合同终止，用人单位需支付经济补偿，这是对劳动法的一个很大的突破。 （二）劳动者开始依法享受基本养老保险待遇的；特别注意：达到退休年龄劳动合同不一定终止，开始依法享受基本养老保险待遇（依法参加了养老保险且个人缴费年限或视同缴费年限至少15年）才可终止。 如果劳动者已经开始依法享受基本养老保险待遇，但劳动者愿意，用人单位也需要他继续在本单位工作的，此时双方之间形成劳务关系而非劳动关系。 （三）劳动者死亡，或者被人民法院宣告死亡或者宣告失踪的； （四）用人单位被依法宣告破产的；此情形劳动合同终止用人单位需支付经济补偿。（五）用人单位被吊销营业执照、责令关闭、撤销或者用人单位决定提前解散的；此情形劳动合同终止用人单位需支付经济补偿。 （六）法律、行政法规规定的其他情形。 ☆特别提醒☆：签订以完成一定工作任务为期限的劳动合同，合同终止用人单位无需支付经济补偿金，终止非全日制用工用工，用人单位不向劳动者支付经济补偿。
中华人民共和国劳动法 1994年7?5?第?届全国?民代表?会常务委员会第?次会议通过 1994年7?5?中华?民共和国主席令第???号公布 ?1995年1?1?起施? 第一章 总 则 第?条 为了保护劳动者的合法权益，调整劳动关系，建?和维护适应社会主义市场经济的劳动制度，促进经济发展和社会进步，根据宪法，制定本法。 第?条 在中华?民共和国境内的企业、个体经济组织(以下统称??单位)和与之形成劳动关系的劳动者，适?本法。 国家机关、事业组织、社会团体和与之建?劳动合同关系的劳动者，依照本法执?。 第三条 劳动者享有平等就业和选择职业的权利、取得劳动报酬的权利、休息休假的权利、获得劳动安全卫?保护的权利、接受职业技能培训的权利、享受社会保险和福利的权利、提请劳动争议处理的权利以及法律规定的其他劳动权利。 劳动者应当完成劳动任务，提?职业技能，执?劳动安全卫?规程，遵守劳动纪律和职业道德。 第四条 ??单位应当依法建?和完善规章制度，保障劳动者享有劳动权利和履?劳动义务。 第五条 国家采取各种措施，促进劳动就业，发展职业教育，制定劳动标准，调节社会收?，完善社会保险，协调劳动关系，逐步提?劳动者的?活?平。 第六条 国家提倡劳动者参加社会义务劳动，开展劳动竞赛和合理化建议活动，?励和保护劳动者进?科学研究、技术?新和发明创造，表彰和奖励劳动模范和先进?作者。 第七条 劳动者有权依法参加和组织?会。 ?会代表和维护劳动者的合法权益，依法独??主地开展活动。 第?条 劳动者依照法律规定，通过职??会、职?代表?会或者其他形式，参与民主管理或者就保护劳动者合法权益与??单位进?平等协商。 第九条 国务院劳动?政部门主管全国劳动?作。
劳动法自1995年1月1日起没有修改过，只有劳动合同法在2008年修改过 中华人民共和国劳动法 第一章总则 第二章促进就业 第三章劳动合同和集体合同 第四章工作时间和休息休假 第五章工资 第六章劳动安全卫生 第七章女职工和未成年工特殊保护 第八章职业培训 第九章社会保险和福利 第十章劳动争议 第十一章监督检查 第十二章法律责任 第十三章附则 《中华人民共和国劳动法》已由中华人民共和国第八届全国人民代表大会常务委员会第八次会议于1994年7月5日通过，现予公布，自1995年1月1日起施行。 第一章总则 第一条为了保护劳动者的合法权益，调整劳动关系，建立和维护适应社会主义市场经济的劳动制度，促进经济发展和社会进步，根据宪法，制定本法。 第二条在中华人民共和国境内的企业、个体经济组织（以下统称用人单位）和与之形成劳动关系的劳动者，适用本法。 第三条劳动者享有平等就业和选择职业的权利、取得劳动报酬的权利、休息休假的权利、获得劳动安全卫生保护的权利、接受职业技能培训的权利、享受社会保险和福利的权利、提请劳动争议处理的权利以及法律规定的其他劳动权利。 劳动者应当完成劳动任务，提高职业技能，执行劳动安全卫生规程，遵守劳动纪律和职业道德。 第四条用人单位应当依法建立和完善规章制度，保障劳动者享有劳动权利和履行劳动义务。 第五条国家采取各种措施，促进劳动就业，发展职业教育，制定劳动标准，调节社会收入，完善社会保险，协调劳动关系，逐步提高劳动者的生活水平。 第六条国家提倡劳动者参加社会主义义务劳动，开展劳动竞赛和合理化建议活动，鼓励和保护劳动者进行科学研究、技术革新和发明创造，表彰和奖励劳动模范和先进工作者。 第七条劳动者有权依法参加和组织工会。 工会代表和维护劳动者的合法权益，依法独立自主地开展活动。 第八条劳动者依照法律规定，通过职工大会、职工代表大会或者其他形式，参与民主管理或者就保护劳动合法权益与用人单位进行平等协商。 第九条国务院劳动行政部门主管全国劳动工作。 县级以上地方人民政府劳动行政部门主管本行政区域内的劳动工作。
劳动法 Labour Law of the People's Republic of China (Adopted at the Eighth Meeting of the Standing Committee of the Eighth National People's Congress on July 5, 1994 and promulgated by Order No. 28 of the President of the People's Republic of China on July 5, 1994) Contents Chapter I General Provisions Chapter II Promotion of Employment Chapter III Labour Contracts and Collective Contracts Chapter IV Working Hours, Rest and Vacations Chapter V Wages Chapter VI Occupational Safety and Health Chapter VII Special Protection for Female Staff and Workers and Juvenile Workers Chapter VIII Vocational Training Chapter IX Social Insurance and Welfare Chapter X Labour Disputes Chapter XI Supervision and Inspection Chapter XII Legal Responsibility Chapter XIII Supplementary Provisions Chapter I General Provisions Article 1 This Law is formulated in accordance with the Constitution in order to protect the legitimate rights and interests of labourers, regulate labour relationship, establish and safeguard a labour system suited to the socialist market economy, and promote economic development and social progress. Article 2 This Law shall apply to enterprises, individual economic organizations (hereinafter referred to as employing units) and labourers who form a labour relationship therewith within the territory of the People's Republic of China. State organs, institutions and public organizations as well as labourers who form a labour
姓名：XXX 部门： XX部YOUR LOGO Your company name 2 0 X X 公司实施劳动合同法情况自查报 告
公司实施劳动合同法情况自查报告 **局：根据你局《关于做好**;中华人民共和国劳动合同法**;执法检查工作的通知》精神，我公司进行了认真地自查，现将自查情况向你局作以汇报： 一、自查活动的指导思想明确 公司领导班子认真地学习了*局文件之后，清楚地认识到，省、市、县人大常委会安排的贯彻《中华人民共和国劳动合同法》执法大检查，是为了进一步推动《中华人民共和国劳动合同法》在企业的贯彻实施，进一步健全劳动用工机制，完善社会保障制度，让广大劳动者从《劳动合同法》的实施中得到更多的实惠，真正体现以人为本的发展理念，从而维护劳动者的合法权益，构建、发展和谐稳定的劳动关系。 二、对照要求，逐项自查 按照*局文件提出的检查内容和重点，领导班子成员作了认真仔细地回顾讨论，并安排专人深入公司下属的配送中心、直营超市，广泛听取和了解中层干部、业务骨干、普通员工的意见和建议，自查活动扎实认真，反映情况真实可靠。 1、《劳动合同法》的学习和宣传教育情况 在得知《劳动合同法》从**年1月1日起施行的信息后，我公司就从网上下载了几份《中华人民共和国劳动合同法》文本、法律专家解读《劳动合同法》的相关资料，组织领导班子成员集体学习，并重点学习、讨论了法律专家指出的《劳动合同法》比《劳动法》规定更为明确、更 第 2 页共 7 页
为具体的条款，要求班子成员对贯彻《劳动合同法》有一个明确地认识，端正地态度，积极地贯彻，认真地实施。 随后，公司又召开中层干部会议，针对春节后员工不稳定、流动较大的情况，认真地学习《劳动合同法》，结合以往用工中存在的问题，讨论调整了我公司的一些不符合《劳动合同法》的规定。带着问题学，使大家对《劳动合同法》理解得更清楚、更明白、更透彻。 结合总公司会议精神的传达，各基层单位都及时向员工宣讲了《劳动合同法》的基本内容和精神，告知了员工依法所享有的权利和义务，通知了为保障员工利益，公司在劳动用工方面做出的一些新规定。还通过办板报、贴标语、挂横幅等多种形式，对《劳动合同法》做了广泛深入地宣传。 2、贯彻《劳动合同法》的具体措施 贯彻执行《劳动合同法》是企业的法定责任，不容忽视，结合本企业的实际，已经采取了以下具体措施： ①提高工资。从今年元月份起，公司给每个工作岗位上的员工都增加了工资，月平均增资额达到×××元。 ②缴纳养老保险。凡在本公司工作一年以上的员工，不分户口类别、用工类别，一律从**年元月起给予办理养老保险。新增缴纳养老保险人数**名。 ③缩短试用期。新招聘的员工试用期，坚决执行《劳动合同法》的规定，由过去的×××个月降为×××个月，试用期工资与正常工资仅 第 3 页共 7 页
劳动合同 Employment Agreement 一、立合同双方 1. This Employment Agreement is made and entered by and between the following parties: 1（甲方名称）： 注册住所： 常驻地址： 法定代表人： Party A: Registered Address: Permanent Address: Legal representative: 2（乙方姓名）： 户籍地址： 常住地址： 身份证号; 邮政编码： 联系电话： Party B: Registered domicile: Habitual residence: Number of ID Card: Tel:
二、立合同事由 2. RECITALS 鉴于甲方愿意录用乙方，乙方愿意到甲方工作，按照《中华人民共和国劳动法》、《中华人民共和国劳动合同法》和《上海市劳动和同条例》等我国国家和地方政府的有关法律法规和行政规章，以及甲方制定的各项规章制度，本着平等、自愿的原则，经甲、乙双方协商一致，特签订本劳动合同（以下简称“本合同”）。 WHEREAS, Party A intends to employ Party B and Party B intends to work for Party A, In accordance with Labour Law of the People’s Republic of China, Law of the People’s Republic of China on Employment Contracts, Shanghai Regulations on Employment Contracts and China’s national and local laws, regulations and administrative rules and Party A’s regulations and rules, and through negotiation based on equality and free will, the two parties agree to conclude this Employment Agreement (hereinafter referred to as this Agreement) under the following terms and conditions: 三、合同条款 3. Terms and Conditions 第一条（合同类型与期限）Article 1 Type and Validity Term of Agreement （一）本合同为有无固定期限的劳动合同，合同期 从年月日起，至年月日止。其中试用期为个月，自年月日起 至年月日止。 1.1 This Agreement is an employment contract with fixed-term or uncertain term; the validity term of this Agreement commences on the date of ( ), and expires on the date of ( ), including a probation of ( ) months from the date of ( ) to the date of ( ). （二）乙方应于本合同签订后，在年月日前到岗位工作。 1.2 Party B shall, after execution of this Agreement, work at the designated position on or before the date of ( ). 第二条（工作内容和工作地点）Article 2 Description of Work and Work Site （一）根据甲方需要，乙方在部门从事岗位工作，乙方到岗后应服从所属部门或上级主管的工作安排。
编号: 劳动合同书 甲方(用人单位)名称: 经济类型: 单位代码: 法定代表人或(主要负责人)姓名: 单位地址: 联系电话: 乙方(劳动者)姓名: 性别: 身份证号码: 户口住址: 现住址: 联系电话:
根据《中华人民共和国劳动法》、《中华人民共和国劳动合同法》等法律、法规、规章的规定，甲乙双方遵循合法、公平、平等自愿、协商一致、诚实信用的原则订立本劳动合同，双方应当依法遵守本劳动合同所列条款。 一、合同类型和期限 第一条甲、乙双方选择以下第种形式确定本合同期限： (一)固定期限：自年月日起至年月日止，其中试用期自年月日至年月日止。 (二)无固定期限：自年月日起至法定终止条件出现时止，其中试用期自年月日至年月日止。 (三)以完成一定的工作任务为期限：自年月日至 工作任务完成时即行终止。二、工作内容和工作地点 第二条根据甲方工作需要，乙方同意从事岗位（工种) 工作，担任职务。工作地点位于。经甲、乙双方协商同意，可以变更工作岗位(工种)和工作地点。 三、工作时间和休息休假 第三条甲方实行每天工作8小时，每周工作40小时标准工时制度，不能实行标准工时制度的，经劳动保障部门审批同意后，可以实行综合计算工时制或不定时工作制。因工作需要乙方加班或延长工作时间的，甲方应依法支付乙方加班工资或安排补休。乙方依法享受国家规定的法定假期。 四、劳动报酬 第四条乙方试用期的工资标准为元／月，于每月日支付。
第五条乙方在试用期的工资不得低于本单位相同岗位最低档工资或者劳动合同约定工资的百分之八十，并不得低于当地的最低工资标准。 第六条乙方试用期满后，甲方应根据本单位的工资制度，确定乙方工资标准为元／月，于每月日支付。 第七条甲方应以法定货币形式按月足额支付乙方工资，不得克扣或无故拖欠。第八条乙方在法定工作时间内履行了正常劳动义务的，甲方支付乙方工资，不得低于当地的最低工资标准。 五、社会保险 第九条甲方应按国家有关社会保险的法律、法规和政策规定为乙方缴纳社会保险费；社会保险费个人缴纳部分，甲方应从乙方工资中代扣代缴。 甲乙双方解除、终止劳动合同时，甲方应按有关规定为乙方办理社会保险的相关转移手续。 六、劳动保护、劳动条件和职业危害防护 第十条甲方应严格执行国家和地方有关劳动保护和职业危害防护的法律、法规和规章，为乙方提供符合国家规定的劳动条件、必要的劳动防护用品和劳动工具，督促乙方遵守操作规程、工作规范、劳动安全和职业卫生制度及其标准。第十一条对乙方从事接触职业病危害的作业的，甲方应将工作过程中可能产生的职业病危害及其后果、职业病防护措施和待遇等如实告知乙方，不得隐瞒或者欺骗。甲方应按国家有关规定组织乙方在离岗前进行职业健康检查，并将检查结果如实告知乙方。 第十二条乙方有权拒绝执行甲方的违章指挥，对甲方及其管理人员漠视乙方安全健康的行为，有权提出批评并向有关部门检举控告。 第十三条乙方应当遵守职业病防治法律、法规、规章和操作规程，正确使用
巴基斯坦劳动法——Pakistan employment laws 2014-11-24 翻译笔记 Page 1Employement Regulations劳动法规 新词汇与短语 parameter[p?'r?m?t?r] 决定因素，参量 grievance['ɡri?v?ns] 委屈，冤情 redress[r?'dres] 赔偿，救济，缓解；纠正，补偿，革除，惩罚 ratified['r?t?fa?d] 批准的，认可的 enlighten[?n'la?tn] 启发，开导，教导 forum['f??r?m] 论坛 the redress of workers' grievances. 缓解工人申诉 in force 生效，实施 at issue 在争论中 concurrent [k?n'k?r?nt] 同时发生的 Constitution [?k?nst?'tju???n] 宪法 Federal and Provincial Government 联邦与省级政府 Uniformity [?ju?n?'f??m?ti] 一样，同样 Workers Employers Bilateral [?ba?'l?t?r?l]（双边的）Council of Pakistan（WEBOP）巴基斯坦劳资双边委员会 实用句式： 1、WEBOP has been established which facilitates [f?'s?l?te?t]（使。。。更容易，帮助）the resolution of issues relating to bilateral rights. 委员会的成立有利于解决有关劳资双方权利问题。 2、The total labor force of Pakistan is comprised of approximately[?'prɑ?ks?m?tli]37.15 million people, with 47% within the agriculture sector['sekt?r]（部分，部门，区域）, 10.50% in the manufacturing and mining['ma?n??]（采矿，矿业）sector and remaining 42.50% in various other professions. 巴基斯坦的劳动力总量大约有3715万人口，其中农业占47%，制造业与采矿业占10.50%，其他各种不同的行业占剩下的42.50%。
中华人民共和国劳动法 ?颁布单位：全国人民代表大会 ?文号：中华人民共和国国务院令第535号 ?颁布日期：1994-07-04 ?执行日期：2008-09-17 ?时效性：现行有效 ?效力级别：法律 目录 ?第一章总则 ?第二章促进就业 ?第三章劳动合同和集体合同 ?第四章工作时间和休息休假 ?第五章工资 ?第六章劳动安全卫生 ?第七章女职工和未成年工特殊保护 ?第八章职业培训 ?第九章社会保险和福利 ?第十章劳动争议 ?第十一章监督检查 ?第十二章法律责任 ?第十三章附则 (1994年7月5日第八届全国人民代表大会常务委员会第八次会议通过根据2009年8月27日第十一届全国人民代表大会常务委员会第十次会议通过的《全国人民代表大会常务委员会关于修改部分法律的决定》修正) 第一章总则 第一条【立法目的】为了保护劳动者的合法权益，调整劳动关系，建立和维护适应社会主义市场经济的劳动制度，促进经济发展和社会进步，根据宪法，制定本法。 第二条【适用范围】在中华人民共和国境内的企业、个体经济组织(以下统称用人单位)和与之形成劳动关系的劳动者，适用本法。 国家机关、事业组织、社会团体和与之建立劳动合同关系的劳动者，依照本法执行。
第三条【劳动者权利】劳动者享有平等就业和选择职业的权利、取得劳动报酬的权利、休息休假的权利、获得劳动安全卫生保护的权利、接受职业技能培训的权利、享受社会保险和福利的权利、提请劳动争议处理的权利以及法律规定的其他劳动权利。 劳动者应当完成劳动任务，提高职业技能，执行劳动安全卫生规程，遵守劳动纪律和职业道德。 第四条【用人单位义务】用人单位应当依法建立和完善规章制度，保障劳动者享有劳动权利和履行劳动义务。 第五条【国家措施】国家采取各种措施，促进劳动就业，发展职业教育，制定劳动标准，调节社会收入，完善社会保险，协调劳动关系，逐步提高劳动者的生活水平。 第六条【国家倡导和鼓励】国家提倡劳动者参加社会义务劳动，开展劳动竞赛和合理化建议活动，鼓励和保护劳动者进行科学研究、技术革新和发明创造，表彰和奖励劳动模范和先进工作者。 第七条【参加和组织工会】劳动者有权依法参加和组织工会。 工会代表和维护劳动者的合法权益，依法独立自主地开展活动。 第八条【参与民主管理或协商】劳动者依照法律规定，通过职工大会、职工代表大会或者其他形式，参与民主管理或者就保护劳动者合法权益与用人单位进行平等协商。 第九条【劳动工作管理部门】国务院劳动行政部门主管全国劳动工作。 县级以上地方人民政府劳动行政部门主管本行政区域内的劳动工作。 第二章促进就业 第十条【国家扶持就业】国家通过促进经济和社会发展，创造就业条件，扩大就业机会。
《劳动合同法》与企业风险防范 新的《劳动合同法》的颁布，无疑给企业增加了很大的隐形风险。如果不能做到防患于未然，在日后的纠纷中会十分被动。在此针对新的《劳动合同法》与企业如何规避风险浅谈几点看法： 一、招聘 如果劳动者提供虚假信息或隐瞒真实情况而导致企业违背真实意思而录用，此种合同应认定为无效。为了规避这种风险，用人单位招聘时应先从以下几个方面审查： 1、对劳动者年龄进行审查。 要求劳动者提供身份证原件与复印件，核对无误后在身份证复印件上签署：“与原件一致，由某某提供”并要求劳动者签名确认。因为根据法律规定用人单位使用未满16 周岁的员工为使用童工，要受到行政处罚甚至承担刑事责任。 2、要求劳动者提供身体健康证明。 根据法律规定，劳动者在患病期享有医疗期，而且在医疗期满后，劳动者不能从事原工作者，用人单位应当为其调整工作岗位，如果劳动者经用人单位调整工作岗位后仍然不能从事的，用人单位可以依法解除合同，但应当支付经济补偿金。为规避这种风险，用人单位最好要求劳动者在入职时提供县级以上医院出具的健康证明，有条件的话最好要求劳动者在用人单位指定的医院进行体检。 3、对劳动者的学历、资格证书、及工作经历审查。
用人单位可以通过网站对劳动者提供的学历、资格证书进行验证，对劳动者工作经历的审查，则要求劳动者在入职登记表上进行登记并对其所提供的信息的真实性做出承诺，若其所提供的信息为虚假，应承担相应的法律责任。 4、对劳动者是否与其他用人单位存在劳动关系进行审查。 用人单位应当在劳动者入职时要求劳动者提供劳动关系解除（终止）的证明。因为如果用人单位录用了与其他用人单位尚有劳动关系的劳动者，对原单位造成经济损失的，该用人单位应当承担连带赔偿责任。 5、制定明确的录用条件，并对录用条件进行公示。因为录用条件约定不明的，用人单位就不能以劳动者不符合录用条件为由将其辞退。根据《劳动合同法》39 条规定：劳动者在试用期被证明不符合录用条件的用人单位可以解除合同，但必须具备四个条件：A 、用人单位有录用条件。B、有证据证明劳动者不符合录用条件。C、用人单位解除劳 动合同通知书应当在试用期内做出。D、解除通知书要说明 理由，并在试用期内交劳动者签收。 录用条件可以从以下三类因素确定为录用条件。A、能 力因素，如学历、经历、资历、绩效以及试用期的考核成绩。B、态度因素，如是否遵守公司的规章制度。C、身体因素，如是否符合特定岗位对身体的特殊要求，无特殊疾病。但应当注意，未婚未育等侵权性条件或乙肝病毒携带者等歧视性条件，不能作为录用