第一篇：《中華人民共和國勞動合同法》英文版
LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT C
ONTRACTS
Adopted at the 28th Session of the Standing Committee of the 10th National People's Congress on June 29, 2007 Effective from January 1, 2008
CHAPTER 1 GENERAL PROVISIONS Article 1
This Law has been formulated in order to improve the employment contract system, to specify the rights and obligations of the parties to employment contracts, to protect the lawful rights and interests of Employees and to build and develop harmonious and stable employment relationships.Article 2 This Law governs the establishment of employment relationships between, and the conclusion, performance, amendment, termination and ending of employment contracts by, organizations such as enterprises, individual economic organizations and private non-enterprise units in the People’s Republic of China(“Employers”)on the one hand and Employees in the People’s Republic of China on the other hand.The conclusion, performance, amendment, termination and ending of employment contracts by state authorities, institutions or social organizations on the one hand and Employees with whom they establish employment relationships on the other hand, shall be handled pursuant to this Law.Article 3 The conclusion of employment contracts shall comply with the principles of lawfulness, fairness, equality, free will, negotiated consensus and good faith.A lawfully concluded employment contract is binding, and both the Employer and the Employee shall perform their respective obligations stipulated therein.Article 4 Employers shall establish and improve internal rules and regulations, so as to ensure that Employees enjoy their labor rights and perform their labor obligations.When an Employer formulates, revises or decides on rules and regulations, or material matters, that have a direct bearing on the immediate interests of its Employees, such as those concerning compensation, work hours, rest, leave, work safety and hygiene, insurance, benefits, employee training, work discipline or work quota management, the same shall be discussed by the employee representative congress or all the employees.The employee representative congress or all the employees, as the case may be, shall put forward a proposal and comments, whereupon the matter shall be determined through consultations with the Trade union or employee representatives conducted on a basis of equality.If, during the implementation of an Employer’s rule or regulation or decision on a crucial matter, the Trade union or an employee is of the opinion that the same is inappropriate, it or he is entitled to communicate such opinion to the Employer, and the rule, regulation or decision shall be improved by making amendments after consultations.Rules and regulations, and decisions on material matters, that have a direct bearing on the immediate interests of Employees shall be made public or be communicated to the Employees by the Employer.Article 5 The labor administration authorities of People’s Governments at the county level and above, together with the Trade union and enterprise representatives, shall establish a comprehensive tri-partite mechanism for the coordination of employment relationships, in order to jointly study and resolve major issues concerning employment relationships.Article 6 A Trade union shall assist and guide Employees in the conclusion of employment contracts with their Employer and the performance thereof in accordance with the law, and establish a collective bargaining mechanism with the Employer in order to safeguard the lawful rights and interests of Employees.CHAPTER 2 CONCLUSION OF EMPLOYMENT CONTRACTS Article 7 An Employer’s employment relationship with a Employee is established on the date it starts using the Employee.An Employer shall keep a register of employees, for reference purposes.Article 8 When an Employer hires a Employee, it shall truthfully inform him as to the content of the work, the working conditions, the place of work, occupational hazards, production safety conditions, labor compensation and other matters which the Employee requests to be informed about.The Employer has the right to learn from the Employee basic information which directly relates to the employment contract, and the Employee shall truthfully provide the same.Article 9 When hiring a Employee, an Employer may not retain the Employee’s resident ID card or other papers, nor may it require him to provide security or collect property from him under some other guise.Article 10 To establish an employment relationship, a written employment contract shall be concluded.In the event that no written employment contract was concluded at the time of establishment of an employment relationship, a written employment contract shall be concluded within one month after the date on which the Employer starts using the Employee.Where an Employer and a Employee conclude an employment contract before the Employer starts using the Employee, the employment relationship shall be established on the date on which the Employer starts using the Employee.Article 11 In the event that an Employer fails to conclude a written employment contract with a Employee at the time its starts to use him, and it is not clear what labor compensation was agreed upon with the Employee, the labor compensation of the new Employee shall be decided pursuant to the rate specified in the collective contract;where there is no collective contract or the collective contract is silent on the matter, equal pay shall be given for equal work.Article 12 Employment contracts are divided into fixed-term employment contracts, open-ended employment contracts and employment contracts to expire upon completion of a certain job.Article 13 A “fixed-term employment contract” is an employment contract whose ending date is agreed upon by the Employer and the Employee.An Employer and a Employee may conclude a fixed-term employment contract upon reaching a negotiated consensus.Article 14 An “open-ended employment contract” is an employment contract for which the Employer and the Employee have agreed not to stipulate a definite ending date.An Employer and a Employee may conclude an open-ended employment contract upon reaching a negotiated consensus.If a Employee proposes or agrees to renew his employment contract or to conclude an employment contract in any of the following circumstances, an open-ended employment contract shall be concluded, unless the Employee requests the conclusion of a fixed-term employment contract:
(1)The Employee has been working for the Employer for a consecutive period of not less than 10 years;
(2)when his Employer introduces the employment contract system or the state owned enterprise that employs him re-concludes its employment contracts as a result of restructuring, the Employee has been working for the Employer for a consecutive period of not less than 10 years and is less than 10 years away from his legal retirement age;or(3)prior to the renewal, a fixed-term employment contract was concluded on two consecutive occasions and the Employee is not characterized by any of the circumstances set forth in Article 39 and items(1)and(2)of Article 40 hereof.If an Employer fails to conclude a written employment contract with a Employee within one year from the date on which it starts using the Employee, the Employer and the Employee shall be deemed to have concluded an open-ended employment contract.Article 15 An “employment contract with a term to expire upon completion of a certain job” is an employment contract in which the Employer and the Employee have agreed that the completion of a certain job is the term of the contract.An Employer and a Employee may, upon reaching a negotiated consensus, conclude an employment contract with a term to expire upon completion of a certain job.Article 16 An employment contract shall become effective when the Employer and the Employee have reached a negotiated consensus thereon and each of them has signed or sealed the text of such contract.The Employer and the Employee shall each hold one copy of the employment contract.Article 17 An employment contract shall specify the following matters:
(1)The name, domicile and legal representative or main person in charge of the Employer;
(2)The name, domicile and number of the resident ID card or other valid identity document of the Employee;
(3)The term of the employment contract;(4)The job des cription and the place of work;(5)Working hours, rest and leave;(6)Labor compensation;(7)Social insurance;
(8)Labor protection, working conditions and protection against occupational hazards;and
(9)Other matters which laws and statutes require to be included in employment contracts.In addition to the requisite terms mentioned above, an Employer and a Employee may agree to stipulate other matters in the employment contract, such as probation period, training, confidentiality, supplementary insurance and benefits, etc.Article 18 If a dispute arises due to the fact that the rate or standards for labor compensation or working conditions, etc.are not explicitly specified in the employment contract, the Employer and the Employee may renegotiate.If the negotiations are unsuccessful, the provisions of the collective contract shall apply.If there is no collective contract or the collective contract is silent on the issue of labor compensation, equal pay shall be given for equal work;if there is no collective contract or the collective contract is silent on the issue of working conditions, the relevant regulations of the state shall apply.Article 19 If an employment contract has a term of not less than three months but less than one year, the probation period may not exceed one month;if an employment contract has a term of more than one year and less than three years, the probation period may not exceed two months;and if an employment contract has a term of not less than three years or is open-ended, the probation period may not exceed six months.An Employer may stipulate only one probation period with any given Employee.No probation period may be specified in an employment contract with a term to expire upon completion of a certain job or an employment contract with a term of less than three months.The probation period shall be included in the term of the employment contract.If an employment contract provides for a probation period only, then there is no probation period and the term concerned shall be the term of the employment contract.Article 20 The wages of a Employee on probation may not be less than the lowest wage level for the same job with the Employer or less than 80 percent of the wage agreed upon in the employment contract, and may not be less than the minimum wage rate in the place where the Employer is located.Article 21 An Employer may not terminate an employment contract during the probation period unless the Employee is characterized by any of the circumstances set forth in Article 39 and items(1)and(2)of Article 40 hereof.If an Employer terminates an employment contract during the probation period, it shall explain the reasons to the Employee.Article 22 If an Employer provides special funding for a Employee’s training and gives him professional technical training, it may conclude an agreement specifying a term of service with such Employee.If the Employee breaches the agreement on the term of service, he shall pay liquidated damages to the Employer as agreed.The measure of the liquidated damages may not exceed the training expenses paid by the Employer.The liquidated damages that the Employer requires the Employee to pay may not exceed the portion of the training expenses allocable to the unperformed portion of the term of service.The reaching of agreement on a term of service between the Employer and the Employee does not affect the raising of the Employee’s labor compensation during the term of service according to the normal wage adjustment mechanism.Article 23 An Employer and a Employee may include in their employment contract provisions on confidentiality matters relating to maintaining the confidentiality of the trade secrets of the Employer and to intellectual property.If a Employee has a confidentiality obligation, the Employer may agree with the Employee on competition restriction provisions in the employment contract or confidentiality agreement, and stipulate that the Employer shall pay financial compensation to the Employee on a monthly basis during the term of the competition restriction after the termination or ending of the employment contract.If the Employee breaches the competition restriction provisions, he shall pay liquidated damages to the Employer as stipulated.Article 24 The personnel subject to competition restrictions shall be limited to the Employer’s senior management, senior technicians and other personnel with a confidentiality obligation.The scope, territory and term of the competition restrictions shall be agreed upon by the Employer and the Employee, and such agreement shall not violate laws and regulations.The term, counted from the termination or ending of the employment contract, for which a person as mentioned in the preceding paragraph is subject to competition restrictions in terms of his working for a competing Employer that produces the same type of products or is engaged in the same type of business as his current Employer, or in terms of his establishing his own business to produce the same type of products or engage in the same type of business, shall not exceed two years.Article 25 With the exception of the circumstances specified in Articles 22 and 23 hereof, an Employer may not stipulate with a Employee provisions on the bearing of liquidated damages by the Employee.Article 26 An employment contract shall be invalid or partially invalid if:
(1)A party uses such means as deception or coercion, or takes advantage of the other party’s difficulties, to cause the other party to conclude an employment contract, or to make an amendment thereto, that is contrary to that party’s true intent;
(2)The Employer disclaims its legal liability or denies the Employee his rights;or(3)Mandatory provisions of laws or administrative statutes are violated.If the invalidity or partial invalidity of the employment contract is disputed, it shall be confirmed by a labor dispute arbitration institution or a People’s Court.Article 27 If certain provisions of an employment contract are invalid and such invalidity does not affect the validity of the remaining provisions, the remaining provisions shall remain valid.Article 28 If an employment contract is confirmed as invalid and the Employee has already performed labor, the Employer shall pay the Employee labor compensation.The amount of labor compensation shall be determined with reference to the labor compensation of Employees in the same or a similar position with the Employer.CHAPTER 3 PERFORMANCE AND AMENDMENT OF EMPLOYMENT CONTRACTS Article 29 The Employer and the Employee shall each fully perform its/his obligations in accordance with the employment contract.Article 30 Employers shall pay their Employees labor compensation on time and in full in accordance with the employment contracts and state regulations.If an Employer falls into arrears with the payment of labor compensation or fails to make payment in full, the Employee may, in accordance with the law, apply to the local People’s
Court for an order to pay;and the People’s Court shall issue such order in accordance with the law.Article 31 Employers shall strictly implement the work quota standards and may not compel or in a disguised manner compel Employees to work overtime.If an Employer arranges for a Employee to work overtime, it shall pay him overtime pay in accordance with the relevant state regulations.Article 32 Employees shall not be held in breach of their employment contracts if they refuse to perform dangerous operations that are instructed in violation of regulations or peremptorily ordered by management staff of the Employer.Employees have the right to criticize, report to the authorities or lodge accusations against their Employers in respect of working conditions that endanger their lives or health.Article 33 Changes such a change in the name, legal representative or main person in charge of, or an(the)investor(s)in, an Employer shall not affect the performance of its employment contracts.Article 34 If an Employer is merged or divided, etc., its existing employment contracts shall remain valid and continue to be performed by the Employer(s)which succeeded to its rights and obligations Article 35 An Employer and a Employee may amend the provisions of their employment contract if they so agree after consultations.Amendments to an employment contract shall be made in writing.The Employer and the Employee shall each hold one copy of the amended employment contract.CHAPTER 4 TERMINATION AND ENDING OF EMPLOYMENT CONTRACTS Article 36 An Employer and a Employee may terminate their employment contract if they so agree after consultations.Article 37 A Employee may terminate his employment contract upon 30 days’ prior written notice to his Employer.During his probation period, a Employee may terminate his employment contract by giving his Employer three days’ prior notice.Article 38 A Employee may terminate his employment contract if his Employer:
(1)Fails to provide the labor protection or working conditions specified in the employment contract;
(2)Fails to pay labor compensation in full and on time;
(3)Fails to pay the social insurance premiums for the Employee in accordance with the law;
(4)Has rules and regulations that violate laws or regulations, thereby harming the Employee’s rights and interests;
(5)causes the employment contract to be invalid due to a circumstance specified in the first paragraph of Article 26 hereof;
(6)Gives rise to another circumstance in which laws or administrative statutes permit a Employee to terminate his employment contract.If an Employer uses violence, threats or unlawful restriction of personal freedom to compel a Employee to work, or if a Employee is instructed in violation of rules and regulations or peremptorily ordered by his Employer to perform dangerous operations which threaten his personal safety, the Employee may terminate his employment contract forthwith without giving prior notice to the Employer.Article 39 An Employer may terminate an employment contract if the Employee:
(1)Is proved during the probation period not to satisfy the conditions for employment;(2)Materially breaches the Employer’s rules and regulations;
(3)Commits serious dereliction of duty or practices graft, causing substantial damage to the Employer;
(4)has additionally established an employment relationship with another Employer which materially affects the completion of his tasks with the first-mentioned Employer, or he refuses to rectify the matter after the same is brought to his attention by the Employer;
(5)causes the employment contract to be invalid due to the circumstance specified in item(1)of the first paragraph of Article 26 hereof;or
(6)Has his criminal liability pursued in accordance with the law.Article 40 An Employer may terminate an employment contract by giving the Employee himself 30 days’ prior written notice, or one month’s wage in lieu of notice, if:
(1)after the set period of medical care for an illness or non-work-related injury, the Employee can engage neither in his original work nor in other work arranged for him by his Employer;
(2)The Employee is incompetent and remains incompetent after training or adjustment of his position;or
(3)A major change in the objective circumstances relied upon at the time of conclusion of the employment contract renders it unperformable and, after consultations, the Employer and Employee are unable to reach agreement on amending the employment contract.Article 41 If any of the following circumstances makes it necessary to reduce the workforce by 20 persons or more or by a number of persons that is less than 20 but accounts for 10 percent or more of the total number of the enterprise’s employees, the Employer may reduce the workforce after it has explained the circumstances to its Trade union or to all of its employees 30 days in advance, has considered the opinions of the Trade union or the employees and has subsequently reported the workforce reduction plan to the labor administration department:
(1)Restructuring pursuant to the Enterprise Bankruptcy Law;(2)Serious difficulties in production and/or business operations;(3)The enterprise switches production, introduces a major technological innovation or revises its business method, and, after amendment of employment contracts, still needs to reduce its workforce;or
(4)Another major change in the objective economic circumstances relied upon at the time of conclusion of the employment contracts, rendering them unperformable.When reducing the workforce, the Employer shall retain with priority persons:
(1)Who have concluded with the Employer fixed-term employment contracts with a relatively long term;
(2)Who have concluded open-ended employment contracts with the Employer;or(3)Who are the only ones in their families to be employed and whose families have an elderly person or a minor for whom they need to provide.If an Employer that has reduced its workforce pursuant to the first paragraph hereof hires again within six months, it shall give notice to the persons dismissed at the time of the reduction and, all things being equal, hire them on a preferential basis.Article 42 An Employer may not terminate an employment contract pursuant to Article 40 or Article 41 hereof if the Employee:
(1)is engaged in operations exposing him to occupational disease hazards and has not undergone a pre-departure occupational health check-up, or is suspected of having contracted an occupational disease and is being diagnosed or under medical observation;(2)Has been confirmed as having lost or partially lost his capacity to work due to an occupational disease contracted or a work-related injury sustained with the Employer;(3)Has contracted an illness or sustained a non-work-related injury, and the set period of medical care therefore has not expired;
(4)Is a female employee in her pregnancy, confinement or nursing period;
(5)Has been working for the Employer continuously for not less than 15 years and is less than 5 years away from his legal retirement age;
(6)Finds himself in other circumstances stipulated in laws or administrative statutes.Article 43 When an Employer is to terminate an employment contract unilaterally, it shall give the Trade union advance notice of the reason therefore.If the Employer violates laws, administrative statutes or the employment contract, the Trade union has the right to demand that the Employer rectify the matter.The Employer shall study the Trade union’s opinions and notify the Trade union in writing as to the outcome of its handling of the matter.Article 44 An employment contract shall end if:(1)Its term expires;
(2)The Employee has commenced drawing his basic old age insurance pension in accordance with the law;
(3)The Employee dies, or is declared dead or missing by a People’s Court;(4)The Employer is declared bankrupt;
(5)The Employer has its business license revoked, is ordered to close or is closed down, or the Employer decides on early liquidation;or
(6)Another circumstance specified in laws or administrative statutes arises.Article 45 If an employment contract expires and any of the circumstances specified in
Article 42 hereof applies, the term of the employment contract shall be extended until the relevant circumstance ceases to exist, at which point the contract shall end.However, matters relating to the ending of the employment contract of a Employee who has lost or partially lost his capacity to work as specified in item(2)of Article 42 hereof shall be handled in accordance with state regulations on work-related injury insurance.Article 46 In any of the following circumstances, the Employer shall pay the Employee severance pay:
(1)The employment contract is terminated by the Employee pursuant to Article 38 hereof;
(2)The employment contract is terminated after such termination was proposed to the Employee by the Employer pursuant to Article 36 hereof and the parties reached agreement thereon after consultations;(3)The employment contract is terminated by the Employer pursuant to Article 40 hereof;
(4)The employment contract is terminated by the Employer pursuant to the first paragraph of Article 41 hereof;
(5)The employment contract is a fixed–term contract that ends pursuant to item(1)of
Article 44 hereof, unless the Employee does not agree to renew the contract even though the conditions offered by the Employer are the same as or better than those stipulated in the current contract;
(6)The employment contract ends pursuant to item(4)or(5)of Article 44 hereof;(7)Other circumstances specified in laws or administrative statutes.Article 47 A Employee shall be paid severance pay based on the number of years worked with the Employer at the rate of one month’s wage for each full year worked.Any period of not less than six months but less than one year shall be counted as one year.The severance pay payable to a Employee for any period of less than six months shall be one-half of his monthly wages.If the monthly wage of a Employee is greater than three times the average monthly wage of employees in the Employer’s area as published by the People’s Government at the level of municipality directly under the central government or municipality divided into districts of the area1 where the Employer is located, the rate for the severance pay paid to him shall be three times the average monthly wage of employees and shall be for not more than 12 years of work.For the purposes of this Article, the term “monthly wage” means the Employee’s average monthly wage for the 12 months prior to the termination or ending of his employment contract.Article 48 If an Employer terminates or ends an employment contract in violation of this Law and the Employee demands continued performance of such contract, the Employer shall continue performing the same.If the Employee does not demand continued performance of the employment contract or if continued performance of the employment contract has become impossible, the Employer shall pay damages pursuant to Article 87 hereof.Article 49 The state will take measures to establish a comprehensive system that enables Employees’ social insurance accounts to be transferred from one region to another and to be continued in such other region.Article 50 At the time of termination or ending of an employment contract, the Employer shall issue a proof of termination or ending of the employment contract and, within 15 days, carry out the procedures for the transfer of the Employee’s file and social insurance account.The Employee shall carry out the procedures for the handover of his work as agreed by the parties.If relevant provisions of this Law require the Employer to pay severance pay, it shall pay the same upon completion of the procedures for the handover of the work.The Employer shall keep terminated or ended employment contracts on file for not less than two years, for reference purposes.CHAPTER 5 SPECIAL PROVISIONS
SECTION 1 COLLECTIVE CONTRACT
Article 51 After bargaining on an equal basis, enterprise employees, as one party, and their Employer may conclude a collective contract on such matters as labor compensation, working hours, rest, leave, work safety and hygiene, insurance, benefits, etc.The draft of the collective contract shall be presented to the employee representative congress or all the employees for discussion and approval.A collective contract shall be concluded by the Trade union, on behalf of the enterprise’s employees, and the Employer.If the Employer does not yet have a Trade union, it shall Translator’s note: The phrase “of the area” does not appear in the Chinese text.It has been added by us in view of the context.Conclude the collective contract with a representative put forward by the Employees under the guidance of the Trade union at the next higher level.Article 52 Enterprise employees, as one party, and their Employer may enter into specialized collective contracts addressing labor safety and hygiene, protection of the rights and interests of female employees, the wage adjustment mechanism, etc.Article 53 Industry-wide or area-wide collective contracts may be concluded between the Trade union on the one hand and representatives on the side of the enterprises on the other hand in industries such as construction, mining, catering services, etc.within areas below the county level.Article 54 After a collective contract has been concluded, it shall be submitted to the labor administration authority.The collective contract shall become effective upon the lapse of 15 days from the date of receipt thereof by the labor administration authority, unless the said authority raises any objections to the contract.A collective contract that has been concluded in accordance with the law is binding on the Employer and the Employees.An industry-wide or area-wide collective contract is binding on Employers and Employees in the industry or in the area in the locality concerned.Article 55 The rates for labor compensation, standards for working conditions, etc.stipulated in a collective contract may not be lower than the minimum rates and standards prescribed by the local People’s Government.The rates for labor compensation, standards for working conditions, etc.stipulated in the employment contract between an Employer and a Employee may not be lower than those stipulated in the collective contract.Article 56 If an Employer’s breach of the collective contract infringes upon the labor rights and interests of the employees, the Trade union may, in accordance with the law, demand that the Employer assume liability.If a dispute arising from the performance of the collective contract is not resolved following consultations, the Trade union may apply for arbitration and institute an action according to law.SECTION 2 Placement
Article 57 Staffing firms shall be established in accordance with the relevant provisions of the Company Law and have registered capital of not less than RMB￥500,000.Article 58 Staffing firms are Employers as mentioned in this Law and shall perform an Employer’s obligations toward its Employees.The employment contract between a staffing firm and a Employee to be placed shall, in addition to the matters specified in Article 17 hereof, specify matters such as the unit with which the Employee will be placed, the term of his placement, his position, etc.The employment contracts between staffing firms and the Employees to be placed shall be fixed term employment contracts with a term of not less than two years.Staffing firms shall pay labor compensation on a monthly basis.During periods when there is no work for Employees to be placed, the staffing firm shall pay such Employees compensation on a monthly basis at the minimum wage rate prescribed by the People’s Government of the place where the staffing firm is located.Article 59 When placing Employees, staffing firms shall enter into staffing agreements with the units that accept the Employees under the placement arrangements(“Accepting Units”).The staffing agreements shall stipulate the job positions in which Employees are placed, the number of persons placed, the term of placement, the amounts and methods of payments of labor compensation and social insurance premiums, and the liability for breach of the agreement.An Accepting Unit shall decide with the staffing firm on the term of placement based on the actual requirements of the job position, and it may not conclude several short-term placement agreements to cover a continuous term of labor use.Article 60 Staffing firms shall inform the Employees placed of the content of the placement agreements.Staffing firms may not pocket part of the labor compensation that the Accepting Units pay to the Employees in accordance with the placement agreement.Staffing firms and the Accepting Units may not charge fees from the Employees placed.Article 61 If a staffing firm places a Employee with an Accepting Unit in another region, the Employee’s labor compensation and working conditions shall be in line with the rates and standards of the place where the Accepting Unit is located.Article 62 Accepting Units shall perform the following obligations:
(1)Implement state labor standards and provide the corresponding working conditions and labor protection;
(2)communicate the job requirements and labor compensation of the Employees placed;
(3)Pay overtime pay and performance bonuses and provide benefits appropriate for the job positions;
(4)Provide the placed Employees who are on the job with the training necessary for their job positions;and
(5)In case of continuous placement, implement a normal wage adjustment system.Accepting Units may not in turn place the Employees with other Employers.Article 63 Placed Employees shall have the right to receive the same pay as that received by Employees of the Accepting Unit for the same work.If an Accepting Unit has no Employee in the same position, the labor compensation shall be determined with reference to the labor compensation paid in the place where the Accepting Unit is located to Employees in the same or a similar position.Article 64 Placed Employees have the right to lawfully join the Trade union of their staffing firm or the Accepting Unit or to organize such unions, so as to protect their own lawful rights and interests.Article 65 Placed Employees may terminate their employment contracts with their staffing firms pursuant to Article 36 or 38 hereof.If any of the circumstances provided for in Article 39 and items(1)and(2)of Article 40 hereof applies to a placed Employee, his Accepting Unit may return him to the staffing firm, which may terminate its employment contract with him in accordance with the relevant provisions of this Law.Article 66 The placement of Employees shall generally be practiced for temporary, auxiliary or substitute job positions.Article 67 Employers may not establish staffing firms to place Employees with themselves or their subordinate units.Section 3 Part-Time Labor Article 68 The term “part-time labor” means a form of labor for which the compensation is chiefly calculated by the hour and where the Employee generally averages not more than 4 hours of work per day and not more than an aggregate 24 hours of work per week for the same Employer.Article 69 The two parties to part-time labor may conclude an oral agreement.A Employee who engages in part-time labor may conclude an employment contract with one or more Employers, but a subsequently concluded employment contract may not prejudice the performance of a previously concluded employment contract.Article 70 The two parties to part-time labor may not stipulate a probation period.Article 71 Either of the two parties to part-time labor may terminate the use of the labor by notice to the other party at any time.No severance pay shall be payable by the Employer to the Employee upon termination of the use of the labor.Article 72 The hourly compensation rate for part-time labor may not be lower than the minimum hourly wage rate prescribed by the People’s Government of the place where the Employer is located.The labor compensation settlement and payment cycle for part-time labor may not exceed 15 days.CHAPTER 6 MONITORING INSPECTIONS Article 73 The State Council’s labor administration authority shall be responsible for overseeing the implementation of the employment contract system nationwide.The labor administration authorities of local People’s Governments at the county level and above shall be responsible for overseeing the implementation of the employment contract system in their respective jurisdictions.In the course of overseeing the implementation of the employment contract system, the labor administration authorities of People’s Governments at the county level and above shall consider the opinions of the Trade unions, the representatives on the side of the enterprises and the authorities in charge of the industries concerned.Article 74 The labor administration authorities of local People’s Governments at the county level and above shall conduct monitoring inspections of the implementation of the following aspects of the employment contract system, in accordance with the law:
(1)Employers’ formulation of rules and regulations that have a direct bearing on the immediate interests of Employees, and the implementation thereof;
(2)The conclusion and termination of employment contracts by Employers and Employees;
(3)Compliance with relevant regulations on placement by staffing firms and Accepting Units;
(4)Employers’ compliance with state regulations on Employees’ working hours, rest and leave;
(5)Employers’ payment of labor compensation as specified in the employment contracts and compliance with minimum wage rates;(6)Employers’ enrollment in the various types of social insurance and payment of social insurance premiums;and
(7)Other labor matters requiring monitoring inspections, as specified in laws and administrative statutes.Article 75 When the labor administration authority of a local People’s Government at the county level or above conducts a monitoring inspection, it has the authority to review materials relating to the employment contracts and collective contracts and conduct an on the-spot inspection of the work premises.Both the Employer and the Employees shall truthfully provide relevant information and materials.When working personnel of a labor administration authority conduct a monitoring inspection, they shall show their IDs, exercise their functions and powers according to law and enforce the law in a well-disciplined manner.Article 76 Such competent authorities as construction authorities, health authorities, production safety regulators, etc.of People’s Governments at the county level and above shall, to the extent of their respective purviews, oversee the implementation of the employment contract system by Employers.Article 77 A Employee whose lawful rights and interests have been infringed upon shall have the right to request that the relevant authority deal with the infringement according to law, or to apply for arbitration and institute an action according to law.Article 78 Trade unions shall safeguard the lawful rights and interests of Employees in accordance with the law and monitor the performance of the employment contracts and collective contracts by Employers.If an Employer violates labor laws or statutes or breaches an employment contract or collective contract, the Trade union has the right to voice its opinion or require that the matter be rectified.If a Employee applies for arbitration or institutes an action, the Trade union shall provide support and assistance in accordance with the law.Article 79 All organizations and individuals are entitled to report violations of this Law.The labor administration authorities of People’s Governments at the county level and above shall timely check and handle the violations reported and reward those persons whose reports are valuable.CHAPTER 7 LEGAL LIABILITY Article 80 If an Employer’s rule or regulation with a direct bearing on the immediate interests of Employees violates laws or administrative statutes, the labor administration authority shall order rectification and give a warning.If the said rule or regulation caused a Employee to suffer harm, the Employer will be liable for damages.Article 81 If the text of an employment contract provided by an Employer lacks any of the mandatory clauses which this Law requires to be included in such contracts or if an Employer fails to deliver the text of the employment contract to the Employee, the labor administration authority shall order rectification;if the Employee suffered harm as a result thereof, the Employer will be liable for damages.Article 82 If an Employer concludes a written employment contract with a Employee more than one month but less than one year after the date on which it started using him, it shall each month pay to the Employee twice his wage.If an Employer fails, in violation of this Law, to conclude an open-ended employment contract with a Employee, it shall each month pay to the Employee twice his wage, starting from the date on which an open-ended employment contract should have been concluded.Article 83 If the probation period stipulated by an Employer with a Employee violates this Law, the labor administration authority shall order rectification.If the illegally stipulated probation has been performed, the Employer shall pay compensation to the Employee according to the time worked on probation beyond the statutory probation period, at the rate of the Employee’s monthly wage following the completion of his probation.Article 84 If an Employer violates this Law by retaining a Employee’s resident ID card or other papers, the labor administration authority shall order the same returned to the Employee within a specified period of time and impose a penalty in accordance with the provisions of relevant laws.If an Employer violates this Law by collection property from Employees as security or under some other guise, the labor administration authority shall order the same returned to the Employees within a specified period of time and impose a fine on the Employer of not less than RMB￥500 and not more than RMB￥2,000 for each person;If the Employees suffered harm as a result of the said conduct on the part of the Employer, the Employer will be liable for damages.If an Employer retains a Employee’s file or other Article after the Employee has terminated or ended his employment contract in accordance with the law, a penalty shall be imposed in accordance with the preceding paragraph.Article 85 If an Employer:
(1)Fails to pay a Employee his labor compensation in full and on time as stipulated in his employment contract or prescribed by the state;
(2)Pays labor compensation below the local minimum wage rate;(3)Arranges overtime without paying overtime pay;or
(4)Terminates or ends an employment contract without paying the Employee severance pay pursuant to this Law;then the labor administration authority shall order it to pay the labor compensation, overtime pay or severance pay within a specified period of time;if the labor compensation is lower than the local minimum wage rate, the Employer shall pay the shortfall.If payment is not made within the time limit, the Employer shall be ordered to additionally pay damages to the Employee at a rate of not less than 50 percent and not more than 100 percent of the amount payable.Article 86 If an employment contract is confirmed as being invalid in accordance with Article 26 hereof and the other party suffers harm as a result thereof, the party at fault shall be liable for damages.Article 87 If an Employer terminates or ends an employment contract in violation of this Law, it shall pay damages to the Employee at twice the rate of the severance pay provided for in Article 47 hereof.Article 88 If an Employer:
(1)uses violence, threats or unlawful restriction of personal freedom to compel a Employee to work;
(2)Instructs in violation of rules and regulations, or peremptorily orders, a Employee to perform dangerous operations which threaten his personal safety;
(3)Insults, corporally punishes, beats, illegally searches or detains a Employee;or(4)provides odious working conditions or a severely polluted environment, resulting in serious harm to the physical or mental health of Employees;it shall be subjected to administrative punishment;if the said conduct constitutes a criminal offense, criminal liability shall be pursued according to law;if the Employee suffers harm as a result of the said conduct on the part of the Employer, the Employer will be liable for damages.Article 89 If an Employer fails, in violation of this Law, to issue to a Employee a certificate evidencing the termination or ending of his employment contract, the labor administration authority shall order rectification.If the Employee suffers harm as a result of such failure, the Employer will be liable for damages.Article 90 If a Employee terminates his employment contract in violation of this Law or breaches the confidentiality obligations or competition restrictions stipulated in his employment contract, and if such violation or breach causes his Employer to suffer loss, he will be liable for damages.Article 91 If an Employer hires a Employee whose employment contract with another Employer has not yet been terminated or ended, causing the other Employer to suffer a loss, it shall be jointly and severally liable with the Employee for damages.Article 92 If a staffing firm violates this Law, the labor administration authority and other relevant competent authorities shall order it to rectify the situation.If the circumstances are serious, it shall impose a fine of not less than RMB￥1,000 and not more than RMB￥5,000 for each person, and the administration for industry and commerce shall revoke the business license.If the Employee(s)placed suffer(s)harm, the staffing firm and the Accepting Unit shall be jointly and severally liable for damages.Article 93 An Employer that carries on business without the legal qualifications therefore will be pursued according to law for its legal liability for its illegal and criminal acts.If its Employees have already performed labor, the Employer or its investor(s)shall pay them labor compensation, severance pays and damages in accordance with the relevant provisions of this Law.If the Employees suffer harm as a result thereof, the said unit shall be liable for damages.Article 94 If an individual that contracts for the operation of a business hires Employees in violation of this Law and a Employee suffers harm as a result thereof, the organization that employed such contractor shall be jointly and severally liable with the contractor for damages.Article 95 If a labor administration authority, another competent authority or a member of its working personnel neglects its/his duties, fails to perform its/his statutory duties or exercises its/his authority in violation of the law, thereby causing harm to a Employee or an Employer, liability for damages shall be borne and the leading official directly in charge and the other persons directly responsible shall be subjected to administrative penalties in accordance with the law;if a criminal offense is constituted, criminal liability shall be pursued in accordance with the law.CHAPTER 8 SUPPLEMENTARY PROVISIONS Article 96 Where laws or administrative statutes contain, or the State Council has formulated, separate regulations concerning the conclusion, performance, amendment, termination or ending of employment contracts by and between institutions and those of their working personnel that are subject to the employment system, matters shall be handled in accordance with such regulations;in the absence of such regulations, matters shall be handled in accordance with this Law.Article 97 Employment contracts concluded in accordance with the law before the implementation of this Law and continuing to exist on the implementation date of this Law shall continue to be performed.For the purposes of item(3)of the second paragraph of Article 14 hereof, the number of consecutive occasions on which a fixed-term employment contract is concluded shall be counted from the first renewal of such contract to occur after the implementation of this Law.If an employment relationship was established prior to the implementation of this Law without the conclusion of a written employment contract, such contract shall be concluded within one month from the implementation date of this Law.If an employment contract existing on the implementation date of this Law is terminated or ends after the implementation of this Law and, pursuant to Article 46 hereof, severance pay is payable, the number of years for which severance pay is payable shall be counted from the implementation date of this Law.If, under relevant regulations in effect prior to the implementation of this Law, the Employee is entitled to severance pay from the Employer in respect of a period preceding the implementation of this Law, the matter shall be handled in accordance with the relevant regulations that were in effect at that time.Article 98 This Law shall be implemented from January 1, 2008.
第二篇：中華人民共和國勞動合同法
《中華人民共和國勞動合同法》講稿
我國現(xiàn)行的勞動合同制度，是一九九四年七月全國人大常委會通過的《中華人民共和國勞動法》確立的。十三年來的實踐證明，勞動法確立的勞動合同制度，對于破除傳統(tǒng)計劃經(jīng)濟體制下行政分配式的勞動用工制度，建立社會主義市場經(jīng)濟體制相適應(yīng)的用人單位與勞動者雙向選擇的勞動用工制度，實現(xiàn)勞動資源的市場配置，促進勞動關(guān)系和諧穩(wěn)定，發(fā)揮了十分重要的作用。
為了完善勞動合同制度，明確勞動合同雙方當事人的權(quán)利和義務(wù)，保護勞動者的合法權(quán)益，構(gòu)建和發(fā)展和諧穩(wěn)定的勞動關(guān)系，全國人大常委會于2007年6月29日制訂《中華人民共和國勞動合同法》，該法將于2008年1月1日起施行。
下面我想從以下幾個方面與大家共同探討一下《勞動合同法》的有關(guān)問題：
一、為什么要制定勞動合同法。
1、尊重勞動，維護勞動者的合法權(quán)益。勞動合同法在尊重用人單位用工自主權(quán)的基礎(chǔ)上，要求用人單位應(yīng)當做到以下幾點：
（1）必須與勞動者訂立勞動合同；（2）必須全面履行勞動合同；（3）應(yīng)當與勞動者合理約定勞動合同期限，不得隨意與勞動者解除和終止勞動合同；（4）與勞動者解除和終止勞動合同時必須依法支付經(jīng)濟補償。
2、構(gòu)建社會主義和諧社會。勞動關(guān)系的和諧穩(wěn)定，是保證企業(yè)正常的生產(chǎn)經(jīng)營秩序，促進經(jīng)濟社會和諧發(fā)展的前提和基石。勞動合同法在維護用人單位合法權(quán)益的同時，側(cè)重于維護弱勢的勞動者的合法權(quán)益，以實現(xiàn)雙方力量與利益的平衡。
3、完善勞動保障體系。勞動合同一方面從形式上確立勞動關(guān)系，從而為勞動者獲得勞動報酬，休息休假，社會保險等各項法定權(quán)益奠定基礎(chǔ)；另一方面又從內(nèi)容上具體約定了勞動者工資、工作內(nèi)容，工作時間等權(quán)益，從而為勞動者實現(xiàn)勞動保障權(quán)益提供了依據(jù)。當然，勞動合同法在側(cè)重保護勞動者合法權(quán)益的同時，勞動合同法也根據(jù)實際需要，增加了維護用人單位合法權(quán)益的內(nèi)容。比如，為保護用人單位商業(yè)秘密和知識產(chǎn)權(quán)，促進創(chuàng)新和公平競爭，新規(guī)定了競業(yè)限制制度。
二、為什么要簽訂勞動合同？不簽勞動合同的法律后果是什么? 我在講這個問題前，首先要給大家講一下什么是勞動合同？根據(jù)我國《勞動法》第16條的定義：“勞動合同是勞動者與用人單位確立勞動關(guān)系、明確雙方權(quán)利和義務(wù)的協(xié)議?！崩斫膺@一概念，要弄清楚什么是勞動者、用人單位和勞動關(guān)系。
勞動者，泛指達到一定法律規(guī)定年齡，具有勞動能力，并實際參加社會勞動，以自己的勞動收入為主要生活來源的自然人。我國法定的勞動年齡是男性16-60周歲，女性16-50周歲（女干部16-55周歲），文藝、體育單位招收未滿16周歲的未成年人，應(yīng)經(jīng)縣以上勞動保障行政部門審批。
用人單位，又稱雇主，是指具有用人資格（即辦理企業(yè)法人營業(yè)執(zhí)照或法人許可證），使用勞動力、組織生產(chǎn)勞動且向勞動者支付工資報酬，以贏利為目的或向社會提供公益服務(wù)的單位。用人單位包括企業(yè)、個體經(jīng)濟組織、民辦非企業(yè)單位（企事業(yè)單位、社會團體和其他社會力量以及公民利用非國有資產(chǎn)舉辦的，從事非營利性社會服務(wù)活動的組織，如民辦學(xué)校、民辦醫(yī)院等）、國家機關(guān)、事業(yè)單位和社會團體。
勞動關(guān)系，是指用人單位招用勞動者為其成員，勞動者在用人單位的管理下提供有報酬的勞動而產(chǎn)生的權(quán)利義務(wù)關(guān)系。
根據(jù)我國《勞動合同法》第10條的規(guī)定，建立勞動關(guān)系，應(yīng)當訂立勞動合同。這是一條強制性的規(guī)定，必須執(zhí)行，否則就是違法。若用人單位與勞動者已建立勞動關(guān)系但未簽訂勞動合同，或者自用工之日起一個月內(nèi)仍未訂立書面勞動合同，將要承擔(dān)以下法律后果：
1、用人單位自用工之日起超過一個月不滿一年未與勞動者訂立書面勞動合同的，應(yīng)當向勞動者每月支付二倍工資；
2、用人單位自用工之日起滿一年不與勞動者訂立書面勞動合同，視為用人單位與勞動者已訂立無固定期限勞動合同；
3、用人單位違反我國《勞動法》第14條規(guī)定不與勞動者訂立無固定期限勞動合同的，自應(yīng)當訂立無固定期限勞動合同之日起向勞動者每月支付二倍工資。
三、如何簽訂勞動合同？簽訂勞動合同應(yīng)當注意哪些問題？ 用人單位自用工之日起即與勞動者建立勞動關(guān)系，應(yīng)當訂立書面勞動合同。已建立勞動關(guān)系，未同時訂立書面勞動合同的，應(yīng)當自用工之日起一個月內(nèi)訂立書面勞動合同。
簽訂勞動合同時，勞動者和用人單位應(yīng)當注意哪些問題？
1、從勞動者方面看：
（1）在訂立勞動合同前的締約過程中了解用人單位的主體資格，特別是相關(guān)制度、勞動條件、工作地點、工作報酬等情況；
（2）審閱勞動合同的條款是否完備、內(nèi)容是否合法。
2、從用人單位看：
（1）在締約過程中了解勞動者年齡、健康狀況、知識技能；（2）不得向勞動者收取定金、保證金、抵押物和證件。另外，簽訂勞動合同還應(yīng)當弄清勞動合同的形式及試用期的相關(guān)規(guī)定。
1、勞動合同的期限。
勞動合同期限是指勞動合同的有效時間，是雙方當事人所訂立的勞動合同起始和終止的時間，也是勞動關(guān)系具有法律效力的時間。
勞動合同期限有三種形式：
（1）有固定期限合同，亦稱有一定期限的勞動合同。它是指勞動者與用人單位在訂立勞動合同中，對勞動合同履行的起始和終止日期有具體明確的約定；
（2）無固定期限勞動合同，亦稱沒有一定期限或不定期的勞動合同。它是指勞動者與用人單位訂立勞動合同時不約定具體明確的終止日期的合同。勞動者與用人單位簽訂無固定期限勞動合同應(yīng)具備以下條件：
①只要雙方達成一致，無論是初次就業(yè)，還是由固定工轉(zhuǎn)制的，都可以簽訂無固定期限勞動合同；
②勞動者在同一用人單位連續(xù)工作滿10年以上，當事人雙方同意續(xù)延勞動合同的，如果勞動者提出訂立無固定期限的勞動合同，應(yīng)當訂立無固定期限勞動合同；
③連續(xù)訂立二次固定期限勞動合同后，續(xù)訂勞動合同的，如果勞動者提出訂立無固定期限勞動合同，應(yīng)當訂立無固定期限勞動合同；
④用人單位自用工之日起滿一年不與勞動者訂立書面勞動合同的，視為勞動者與用人單位已訂立無固定期限的勞動合同。
（3）以完成一定工作任務(wù)為期限的勞動合同，即用人單位與勞動者約定以某項工作的完成為合同期限的勞動合同。
2、什么是試用期？試用期長短如何掌握？如何確定試用期的工資標準？
試用期是指用人單位和勞動者在建立勞動關(guān)系后為了相互了解，選擇而約定的不超過六個月的考察期，勞動合同中可以約定試用期，也可以不約定試用期。
根據(jù)我國《勞動合同法》第19條之規(guī)定：①勞動合同期限在3個月以上不滿1年的，試用期不超過1個月；②勞動合同期限在一年以上不滿3年的，試用期不得超過2個月；③3年以上固定期限和無固定期限的勞動合同，試用期不得超過6個月；④以完成一定工作任務(wù)為期限的勞動合同或者勞動合同期限不滿三個月的，不得約定試用期。在這里我還要向大家說明一下：①同一用人單位與同一勞動者只能約定1次試用期；②試用期已含在勞動合同的期限中，勞動合同中僅約定試用期，試用期不成立，該期限為勞動合同期限；③用人單位在試用期解除勞動合同的，應(yīng)當向勞動者說明理由。勞動者在試用期的工資不得低于本單位相同崗位最低工檔工資或者勞動合同約定工資的百分之八十，并不得低于用人單位所在地最低工資標準。
四、簽訂勞動合同時，用人單位不能向勞動者收取定金、保證金、抵押物和證件。
我國《勞動合同法》第9條規(guī)定：“用人單位招用勞動者，不得扣押勞動者的居民身份證和其他證件，不得要求勞動者提供擔(dān)保或者以其他名義向勞動者收取財物。”否則，將由公安機關(guān)和勞動行政部門責(zé)令用人單位限期返還給勞動者本人，并依照法律規(guī)定給予處罰，給勞動者造成損害的，還應(yīng)承擔(dān)賠償責(zé)任。
五、勞動合同的解除和終止。
勞動合同解除是指勞動合同訂立后，尚未全部履行。由于某種原因?qū)е聞趧雍贤囊环交螂p方當事人提出消滅勞動關(guān)系的法律行為。勞動合同的解除分為法定解除和約定解除兩種。即勞動合同可以由單方（即用人單位或勞動者）依法解除，也可以由雙方協(xié)商解除，那么用人單位在什么情況下可以單方解除勞動合同呢？
1、根據(jù)我國《勞動合同法》第39條規(guī)定，勞動者有下列情形之一的，用人單位可以解除合同：
（1）在試用期間被證明不符合錄用條件的；（2）嚴重違反用人單位規(guī)章制度的；
（3）嚴重失職、營私舞弊、對用人單位造成重大損害的；（4）勞動者同時與其他用人單位建立勞動關(guān)系，對完成本單位的工作任務(wù)造成嚴重影響，或者經(jīng)用人單位提出后拒不改正的；
（5）被依法追究刑事責(zé)任的。
2、根據(jù)我國《勞動合同法》第40條規(guī)定，有下列情形之一的，用人單位可以提出解除勞動合同，但必須提前30日以書面形式通知勞動者本人，并支付勞動者一個月工資后才可以解除勞動合同。
（1）勞動者患病或者非因公負傷，在規(guī)定的醫(yī)療期后，不能從事原工作也不能從事由用人單位另行安排的工作的；（2）勞動者不能勝任工作，經(jīng)過培訓(xùn)或者調(diào)整工作崗位，仍不能勝任工作的；
（3）勞動合同訂立時所依據(jù)的客觀情況發(fā)生重大變化，致使原勞動合同無法履行，經(jīng)當事人協(xié)商不能就變更勞動合同達成協(xié)議的。
勞動合同終止是指當事人雙方按照勞動合同規(guī)定的條款，實現(xiàn)和履行了相應(yīng)的權(quán)利義務(wù)。勞動合同期滿或者雙方約定的終止條件出現(xiàn)而使合同喪失效力，雙方的權(quán)利義務(wù)關(guān)系已經(jīng)停止。
根據(jù)《勞動合同法》第44條規(guī)定，有下列情形之一的，勞動合同終止：
（1）勞動合同期滿的；
（2）勞動者開始依法享受基本養(yǎng)老保險待遇的；
（3）勞動者死亡，或者被人民法院宣告死亡或者宣告失蹤的；（4）用人單位被依法宣告破產(chǎn)；
（5）用人單位被吊銷營業(yè)執(zhí)照、責(zé)令關(guān)閉、撤銷或者用人單位決定提前解散的；
（6）法律、行政法規(guī)規(guī)定的其他情形。
3、用人單位終止和解除勞動合同后如何支付經(jīng)濟補償金？支付標準如何？
根據(jù)我國《勞動合同法》第46條之規(guī)定，有下列情形之一的，用人單位終止和解勞動合同的，應(yīng)當向勞動者支付經(jīng)濟補償。
（1）勞動者依照《勞動合同法》第38條規(guī)定解除勞動合同的；（2）用人單位依照第《勞動合同法》36條規(guī)定向勞動者提出解除勞動合同并與勞動者協(xié)商一致解除勞動合同的；
（3）用人單位依照《勞動合同法》第40條規(guī)定解除勞動合同的；（4）用人單位依照《勞動合同法》第41條第1款規(guī)定解除勞動合同的；
（5）除用人單位維持或者提高勞動合同約定條件續(xù)訂勞動合同，勞動者不同意續(xù)訂的情形外，依照《勞動合同法》第44條第1款規(guī)定終止固定期限勞動合同的；（6）依照《勞動合同法》第44條規(guī)定第4項、第5項規(guī)定終止勞動合同的；
（7）法律、行政法規(guī)規(guī)定的其他情形。
經(jīng)濟補償?shù)霓k法是按勞動者在本單位工作的年限，每滿一年支付一個月工資的標準向勞動者支付，六個月以上不滿一年的，按一年計算；不滿六個月的，向勞動者支付半個月工資的經(jīng)濟補償。
4、終止和解除勞動合同應(yīng)怎樣履行手續(xù)？ 勞動合同的解除或終止，一般應(yīng)履行以下手續(xù)：
（1）將解除或終止勞動合同通知書送達對方當事人。送達主要有三種方式，首先是直接交給對方當事人，由其簽收；若有困難，可采取郵寄送達方式，須向郵局查詢簽收回單；郵寄不成，則可以采取公告送達，可在報刊上刊登公告，自刊登之日起30日，即視為送達?？傊欢ㄒ兴瓦_的憑證。
（2）勞動者按用人單位的要求辦理工作交接手續(xù)。如辦理《離職會簽單》，向用人單位指定的人員交接財物和工作，應(yīng)有書面交接單據(jù)。
（3）承擔(dān)違法、違約責(zé)任。違法、違約的一方當事人，應(yīng)依法或依約向?qū)Ψ街Ц顿r償金、經(jīng)濟補償金或違約金等。
（4）用人單位在15日內(nèi)按勞動者的要求為其辦理檔案關(guān)系和社會保險。
六、勞動者在什么情況下可以解除勞動合同。
1、根據(jù)《勞動合同法》第38條規(guī)定，有下列情形之一的，勞動者可以通知用人單位解除勞動合同：
（1）未按照勞動合同約定提供勞動保護或者勞動條件的；（2）未及時足額支付勞動報酬的；（3）未依法為勞動者繳納社會保險的；
（4）用人單位的規(guī)章制度違反法律、法規(guī)的規(guī)定，損害勞動者權(quán)益的。
（5）因勞動合同無效或者部分無效： ①以欺詐、脅迫的手段或者乘人之危，使對方在違背真實意思的情況下訂立或者變更勞動合同的；
②用人單位免除自己的法定責(zé)任，排除勞動者權(quán)利的； ③違反法律行政法規(guī)強制性規(guī)定的；
對勞動合同的無效或者部分無效有爭議的，由勞動爭議仲裁機構(gòu)或者人民法院確認。
勞動合同被確認無效，勞動者已付出勞動的，用人單位應(yīng)當向勞動者支付勞動報酬。勞動報酬的數(shù)額，參照本單位相同或者相近崗位勞動者的勞動報酬支付。
2、勞動者解除勞動合同，應(yīng)當提前30日以書面形式通知用人單位。但勞動者在試用期內(nèi)只需提前3日通知用人單位，就可以解除勞動合同。但有兩種情況勞動者可以立即解除勞動合同，不需要先告知用人單位：①用人單位以暴力，威脅或者非法限制人身自由的手段強迫勞動者勞動的；②用人單位違章指揮，強迫冒險作業(yè)危及勞動者人身安全的。
3、勞動者違反勞動合同給用人單位造成損失的應(yīng)如何賠償？ 勞動部關(guān)于《違反<勞動法>有關(guān)勞動合同規(guī)定的賠償辦法》第4條規(guī)定，勞動者違反勞動法的有關(guān)規(guī)定或勞動合同的約定解除勞動合同，對用人單位造成損失的，勞動者應(yīng)賠償用人單位下列損失：
（1）用人單位招收錄用其所支付的費用；
（2）用人單位為其支付的培訓(xùn)費用，雙方另有約定上的按約定處
理；
（3）對用人單位生產(chǎn)、經(jīng)營和工作造成的直接經(jīng)濟損失；（4）勞動合同約定的其他賠償費用。
勞動者違反合同中約定的保密事項，對用人單位造成經(jīng)濟損失的，按《反不正當競爭法》第20條的規(guī)定支付用人單位賠償費用。
七、勞動合同制度實施的監(jiān)督檢查。當用人單位與勞動者發(fā)生勞動爭議時，勞動者往往是通過申請仲裁，提起訴訟維護自已的合法權(quán)益。但這兩種方式時間長，維權(quán)成本高。為了盡快地解決雙方的勞動爭議糾紛，勞動者還可以采取向勞動行政部門（勞動監(jiān)察大隊）投訴的方式來解決。根據(jù)我國《勞動合同法》第74條之規(guī)定，勞動行政部門依法對用人單位與勞動者訂立和解除勞動合同的情況，支付勞動合同約定的勞動報酬和和執(zhí)行最低工資標準的情況，參加各項社會保險和繳納社會保險的情況進行監(jiān)督檢查，責(zé)令限期整改。
最后，我講一下《勞動合同法》實施后應(yīng)注意的問題：
1、《勞動合同法》施行前并已依法訂立，且在施行之日存續(xù)的勞動合同，繼續(xù)履行；
2、連續(xù)訂立固定期限勞動合同的次數(shù)，自《勞動合同法》施行后續(xù)訂固定期限勞動合同時開始計算。
3、《勞動合同法》施行前并已建立勞動關(guān)系，尚未訂立書面勞動合同的，應(yīng)當自《勞動合同法》施行之日起一個月內(nèi)訂立。
4、《勞動合同法》施行之日存續(xù)的勞動合同，在該法施行后解除或者終止，應(yīng)當按其46條規(guī)定支付經(jīng)濟補償?shù)模?jīng)濟補償年限自施行之日起計算。
5、《勞動合同法》施行前按照當時有關(guān)規(guī)定，用人單位應(yīng)當向勞動者支付經(jīng)濟補償?shù)?，按照當時有關(guān)規(guī)定施行。
由于時間的關(guān)系，今天我就只能給大家講這么多了。講的不好的地方還請大家多指正。
第三篇：中華人民共和國勞動合同法
《中華人民共和國勞動合同法》試題 部門：工號：
一、判斷題
1.勞動者與用人單位已建立勞動關(guān)系，未同時訂立書面勞動合同的，應(yīng)當自用工之日起一個月內(nèi)訂立書面勞動合同。（）
2.勞動合同類型可分為：有固定期限勞動合同、無固定期限勞動合同、以完成一定工作任務(wù)為期限的勞動合同。（）
3、用人單位自用工之日起滿一個月不與勞動者訂立書面勞動合同的，視為用人單位與勞動者已訂立無固定期限勞動合同。（）
4、用人單位違反《勞動合同》規(guī)定不與勞動者訂立無規(guī)定期限勞動合同的，自應(yīng)當訂立無固定期限勞動合同之日起向勞動者每月支付二倍的工資。（）
5.在法定休假日勞動的，按照不低于工資的300％支付加班工資。（）
6.用人單位與勞動者協(xié)商一致，可以變更勞動合同約定的內(nèi)容?？梢圆扇】陬^形式。（）
7.勞務(wù)派遣單位和用工單位可以向被派遣勞動者收取一定的費用。（）
8.用人單位招用與其他單位尚未解除或者終止勞動合同的勞動者，給其他用人單位造成損失的，應(yīng)當承擔(dān)連帶賠償責(zé)任。（）
9.勞動者對工資支付承擔(dān)舉證責(zé)任。（）
10.用人單位應(yīng)當按時繳納工傷保險費，職工個人不繳納工傷保險費。（）
二、選擇題
1.根據(jù)《勞動合同法》第十條第一款的規(guī)定，建立勞動關(guān)系，應(yīng)當訂立()。
A.書面勞動合同B.口頭勞動合同C.書面或者口頭勞動合同
2.根據(jù)《勞動合同法》第十二條的規(guī)定，勞動合同類型有()。
A.固定期限勞動合同B.無固定期限勞動合同C.以完成一定工作任務(wù)為期限的勞動合同
3.根據(jù)《勞動合同法》第十四條的規(guī)定，有下列()情形的，勞動者提出或者同意續(xù)訂、訂立勞動合同的，除勞動者提出訂立固定期限勞動合同外，應(yīng)當訂立無固定期限勞動合同。
A.勞動者在該用人單位連續(xù)工作滿十年B.用人單位初次實行勞動合同制度或者國有企業(yè)改制重新訂立勞動合同時，勞動者在該用人單位連續(xù)工作滿十年且距法定退休年齡不足五年C.連續(xù)訂立二次固定期限勞動合同，且勞動者沒有本法第三十九條和第四十條第一項、二項規(guī)定的情形，續(xù)訂勞動合同的4.根據(jù)《勞動合同法》第十四條的規(guī)定，用人單位自用工之日起滿()不與勞動者訂立書面勞動合同的，視為用人單位與勞動者已訂立無固定期限勞動合同。
A.1個月B.6個月C.1年
5.根據(jù)《勞動合同法》第二十一條的規(guī)定，下列關(guān)于用人單位在試用期中解除勞動合同的說法不正確的是()。
A.試用期內(nèi)用人單位可以隨時通知勞動者解除勞動合同B.用人單位在試用期解除勞動合同的，不需向勞動者說明理由C.在試用期內(nèi)被證明不符合錄用條件的，用人單位可以解除勞動合同
6.根據(jù)《勞動合同法》第二十二條的規(guī)定，用人單位為勞動者提供專項培訓(xùn)費用，對其進行專業(yè)技術(shù)培訓(xùn)，可以與該勞動者訂立協(xié)議，約定服務(wù)期，在服務(wù)期中可約定勞動者違反服務(wù)期約定的，應(yīng)支付的違約金數(shù)額()。
A.不得超過用人單位提供的培訓(xùn)費用B.應(yīng)等于用人單位提供的培訓(xùn)費用C.可以大于用人單位提供的培訓(xùn)費用
7.根據(jù)《勞動合同法》第二十六條的規(guī)定，下列()情形下，勞動合同無效或者部分無效。
A.以欺詐、脅迫的手段或者乘人之危，使對方在違背真實意思的情況下訂立或者變更勞動合同的B.用人單位免除自己的法定責(zé)任、排除勞動者權(quán)利的C.違反法律、行政法規(guī)強制性規(guī)定的8.根據(jù)《勞動合同法》第二十八條的規(guī)定，勞動合同被確認無效，但勞動者已付出勞動的，用人單位向勞動者支付勞動報酬的數(shù)額，應(yīng)當()。
A.按照當?shù)刈畹凸べY標準支付B.按照本單位平均工資支付
C.參照本單位相同或者相近崗位勞動者的勞動報酬確定
9.按照《勞動合同法》的規(guī)定，用人單位拖欠或者未足額支付勞動報酬的，勞動者可以向()申請支付令，應(yīng)當依法發(fā)出支付令。
A.當?shù)厝嗣穹ㄔ築.當?shù)貏趧颖Ｕ闲姓块TC.當?shù)厝嗣穹ㄔ夯騽趧颖Ｕ闲姓块T
10.根據(jù)《勞動合同法》第五十八條的規(guī)定，勞務(wù)派遣單位與被派遣勞動者訂立的勞動合同，除應(yīng)當載明勞動合同法第十七條規(guī)定的事項外，還應(yīng)當載明被派遣勞動者的()等情況。
A.用工單位B.派遣期限C.工作崗位
第四篇：中華人民共和國勞動合同法
中華人民共和國勞動合同法
第一章總則
來源：為了完善勞動合同制度，明確勞動合同雙方當事人的權(quán)利和義務(wù)，保護勞動者的合法權(quán)益，構(gòu)建和發(fā)展和諧穩(wěn)定的勞動關(guān)系，制定本法。
適用于：中華人民共和國境內(nèi)的企業(yè)、個體經(jīng)濟組織、民辦非企業(yè)單位等組織（以下稱用人單位）與勞動者建立勞動關(guān)系，訂立、履行、變更、解除或者終止勞動合同。國家機關(guān)、事業(yè)單位、社會團體和與其建立勞動關(guān)系的勞動者，訂立、履行、變更、解除或者終止勞動合同，必須依照本法執(zhí)行。
原則：訂立勞動合同，應(yīng)當遵循合法、公平、平等自愿、協(xié)商一致、誠實信用的原則。依法訂立的勞動合同具有約束力，用人單位與勞動者應(yīng)當履行勞動合同約定的義務(wù)。用人單位應(yīng)當依法建立和完善勞動規(guī)章制度，保障勞動者享有勞動權(quán)利、履行勞動義務(wù)。
用人單位在制定、修改或者決定有關(guān)勞動報酬、工作時間、休息休假、勞動安全衛(wèi)生、保險福利、職工培訓(xùn)、勞動紀律以及勞動定額管理等直接涉及勞動者切身利益的規(guī)章制度或者重大事項時，應(yīng)當經(jīng)職工代表大會或者全體職工討論，提出方案和意見，與工會或者職工代表平等協(xié)商確定。
用人單位應(yīng)當將直接涉及勞動者切身利益的規(guī)章制度和重大事項決定公示，或者告知勞動者。
第二章勞動合同的訂立
第五篇：中華人民共和國勞動合同法
《中華人民共和國勞動合同法》（下文均簡稱勞動合同法）幾經(jīng)周折商榷、較量，終獲頒布，即將于明年伊始實施。有數(shù)據(jù)顯示，自2006 年3 月該法草案公開征求意見以來，短短一個月內(nèi)，反饋意見就達191849 件，使之成為新中國立法史上僅次于“五四憲法”的熱議法典[1]。然而令立法者始料不及的是，新法公布短短幾月里，以“華為事件”為典型，各地區(qū)企業(yè)為規(guī)避新法而大幅裁員等與新法正式實施賽跑的裁員、重新定約、“工齡歸零”事件層出不窮[2]，以至于更多國人開始質(zhì)疑和反思勞動合同法所能給勞資權(quán)益關(guān)系平衡乃至對社會利益的效用。如何理解該法制度設(shè)計中所涉對傾斜保護的制度選擇及勞資雙方的利益矯正，無疑是解答個中社會難題的關(guān)鍵之一。
一、立法性質(zhì)及主旨之辨
中國勞動力使用及勞動者權(quán)益狀況歷來備受各方關(guān)注，也日益穩(wěn)固其在國家可持續(xù)發(fā)展的重要因素之地位，同時可考察的勞資爭議、糾紛也逐步升級。2005年，勞動與社會保障部在總結(jié)我國現(xiàn)行勞動合同制度、借鑒發(fā)達市場經(jīng)濟國家勞動合同制度的基礎(chǔ)上，起草了《中華人民共和國勞動合同法(草案送審稿)》，于同年報國務(wù)院審議。在此基礎(chǔ)上，國務(wù)院法制辦會同勞動保障部、全國總工會經(jīng)過廣泛征求意見，修改形成了《中華人民共和國勞動合同法(草案)》，并于2005 年10月28 日國務(wù)院常務(wù)會議討論通過，向社會公布，至近兩年后最終頒布時，各界討論空前激烈[3]，可謂在新中國立法史上極為鮮見，可歸結(jié)出如下主要爭點：
其一，對勞動合同法本身的部門法屬性存在爭議。此爭議涉及立法的定性問題，在勞動合同法制定初期表現(xiàn)較為突出，討論的爭點在于勞動合同是否應(yīng)當具備不同于一般合同的特殊性，以及其是否當向上歸并于民事合同法領(lǐng)域，抑或是納入勞動法所背靠的范疇更為寬泛的社會法項下[4]。
其二，對勞動合同法是否應(yīng)采用對勞動者傾斜式“單保護”保護或勞資并重的“雙保護”存在爭議。嚴格而言，其當屬于立法部門劃分的衍生化問題。舉凡主張民事合同立法性質(zhì)必然可導(dǎo)出平等保護的法益分配邏輯；反之則可能得到單向傾斜保護的結(jié)論。但這并非是絕然化的，由于在傾斜保護派內(nèi)部中存在對保護程度及執(zhí)行方式、力度之別，也導(dǎo)致了對勞方或資方利益協(xié)調(diào)手段上認識上的差異化，其中之典型即著名的“南北論戰(zhàn)”[5]。
其三，立法進程受到前所為有的國際關(guān)注和施壓。隨著中國在世界經(jīng)濟舞臺上扮演越發(fā)重要的角色，內(nèi)國勞資關(guān)系的調(diào)整對國際經(jīng)濟組織在華投資乃至國際市場運行都將產(chǎn)生巨大的連鎖效應(yīng)。可以看到，此次勞動合同立法過程便已突破國際化邊界：不僅國內(nèi)各方紛紛提交反饋意見，各國政府也對其表示了關(guān)注，同時國際商會及外國企業(yè)等組織也公開向人大法工委提交意見[6]。
立法宗旨即其導(dǎo)向，是法價值的一般外化。勞動法的誕生及獨立生長正是基于對勞動者一方力量相對弱小的假設(shè)。從社會統(tǒng)計的角度而言，也應(yīng)當是成立的，尤其表現(xiàn)在中國這樣一個長期存在“強資弱勞”的用工大體系中。其決定在規(guī)制勞動合同雙方權(quán)義關(guān)系時不可能完全遵照平等主體之間程式化的民事法，而應(yīng)由國家進行社會性干預(yù)，偏重對一方的利益維護以達成實質(zhì)公正，此也為社會法最為一般化的象征。同時，我國的勞動立法尚不完備，在勞動合同領(lǐng)域或語意不明或告闕如，難以有效應(yīng)對現(xiàn)階段轉(zhuǎn)型時期復(fù)雜多變的勞動市場變化和各方權(quán)益維護。以此為基點，勞動合同法之利益范式自應(yīng)歸并到更為寬泛的社會法之中。既然屬于社會法范疇，那么其雖以“合同”定名，但實質(zhì)則在借用強制性濃郁的非民事合同之軀殼，固定、保存較微觀民事平等權(quán)利更為抽象、宏觀的社會化公益和社會秩序的穩(wěn)定。
二、簡窺勞動合同立法之傾斜保護制度設(shè)計
考量勞動合同法所具有的傾斜性“父愛主義”特質(zhì)[7]，首先應(yīng)界定衡量的兩個緯度。其一在于制度設(shè)計中天平權(quán)重泛輕一端施法受體的界定，即與勞方相對應(yīng)的“資方”、“用人單位”；另一緯度則在于合同運行本身。之于第一個緯度之界定，本法所稱“用人單位”對企業(yè)、個體經(jīng)濟組織、民辦非企業(yè)單位逐一予以涵攝，范圍可謂寬廣；之于第二個緯度而言，勞動合同法律關(guān)系所涉法益維護則貫穿合同行為之始終，涵蓋勞動合同建立、履行、變更、終止乃至后續(xù)權(quán)利救濟幾個方面。通過簡單解構(gòu)勞動合同運行的生命周期，不難發(fā)現(xiàn)體系化的傾斜性保護制度設(shè)計。
首先，勞動合同法努力構(gòu)架某種穩(wěn)固化的雇傭合同關(guān)系和人事保障制度。
在訂立勞動合同方面，訂立書面形式的勞動合同成為一般性原則。為防止事實勞動關(guān)系游離于法律保護之外帶來用工關(guān)系多變而導(dǎo)致的利益損失，特別規(guī)定此情況下用人單位應(yīng)在一個月內(nèi)訂立書面合同。同時，勞動合同法的一大亮點還在于其對試用期勞動法律關(guān)系、非全日制用工勞動法律關(guān)系及勞務(wù)派遣勞動法律關(guān)系的相應(yīng)期限都做出了具體化的數(shù)量規(guī)定。在合同的履行、變更及終止方面，本法明文規(guī)定有“用人單位變更名稱、法定代表人、主要負責(zé)人或投資人等事項”、“合并或者分立”的情況下，原勞動合同繼續(xù)有效；為維護用工關(guān)系和勞動契約的穩(wěn)定，合同雙方在解除勞動合同前法定期限內(nèi)應(yīng)盡告知義務(wù)，而為保護勞動者免受用人單位不法侵害，依據(jù)本法第38條，勞動者可以立即解除勞動合同而不需事先告知。同時，本法同時也對雇傭方在解除勞動合同時規(guī)定了限制條款。主要反映為有條件的禁止合同解除，以及裁員意見應(yīng)聽取工會或全體職工反饋、解聘后再招錄人員時的優(yōu)先回聘措施。前者即如本法第42條，后者主要表現(xiàn)為第41條之規(guī)定。
其次，勞動合同法詳盡設(shè)計了合同報酬的支付形式。
合同之效力發(fā)源在于意思自治，約定優(yōu)位于法定。但作為社會法客觀組成部分的勞動合同法律關(guān)系，其相應(yīng)權(quán)義分配不能僅有合同雙方意思約定，否則將導(dǎo)致利益失衡之災(zāi)難?！艾F(xiàn)代契約法的問題已不再是契約自由而是契約正義的問題”[8]。為此，勞動合同法中主要對未約定報酬情形、試用期報酬、非全日制用工條件及勞務(wù)派遣對價支付方法做出反應(yīng)。不難得到，上述規(guī)定之情境均為當下用工制度中難以保全勞方經(jīng)濟利益的薄弱環(huán)節(jié)，也往往是勞資雙方利益發(fā)生劇烈沖突的高發(fā)環(huán)節(jié)。對這些無力通過平等協(xié)商實現(xiàn)勞資雙方利益均衡，尤其難以使勞方最起碼的財產(chǎn)及生存權(quán)利得到充分保障的隱形脫法層面進行強力回補，不但必要，而且是勞動立法應(yīng)當為的。
再次，勞動合同法豐富了傾斜保護的權(quán)利救濟手段，對經(jīng)濟賠償數(shù)額予以標準化。對用人單位拖欠或未足額支付勞動報酬所謂“惡意欠薪”的情況，本法第30條規(guī)定了法院應(yīng)依法發(fā)出支付令。同時，勞動合同法首次針對不簽訂書面勞動合同、逾期不履行支付勞動報酬義務(wù)及違規(guī)解除或終止勞動合同關(guān)系的用人單位予以相應(yīng)的經(jīng)濟警戒抑或懲罰性加倍償付措施。以此引導(dǎo)用人單位在具體履行勞動合同義務(wù)和日常經(jīng)營行為時將計量行為成本，一定程度上也有利于勞動者穩(wěn)固雇傭關(guān)系和己身合法權(quán)益的保護。
三、勞動合同主體之法益博弈與平衡
（一）勞動合同主體權(quán)益權(quán)衡之要因
誠然，勞動合同法行文雖采用了社會法貫有的傾斜式視角，但并不意味其將深陷純粹的“勞動者權(quán)益保護法”、“就業(yè)保障法”之泥淖[9]。雖然各界正呼吁在現(xiàn)存勞動市場用工環(huán)境之窘境下誕生勞動者特有的維權(quán)法案，但其注定不能是此部勞動合同法。即從合同的字面定義
可知，其理所當然會涉及到兩個不同的制度受體或利益主體，全然偏向一方利益而忽視、甚至舍去另一方本身就已經(jīng)超出了此法典題中之義，而歸于離題萬里。實際上，受制于“法鎖”深意下的合同一方之用人單位的利益若無法得到有效衡平，恐在短期內(nèi)會滋生并導(dǎo)致勞動者大量的敗德行為，損及合法用工人的經(jīng)濟利益，由此發(fā)生連鎖效應(yīng)，用工環(huán)境惡化乃至脫法，最終必將形成整個勞動力市場的秩序淪喪。
易言之，由于勞動法律關(guān)系不能單純依靠勞動合同雙方的意思自治和互相約束機制來確保平衡，而首先應(yīng)當由政府或權(quán)力組織予以界定合同規(guī)則的有效空間，同時在具體的運行過程中，尚存接受監(jiān)督者更為顯著規(guī)制需求，這本身就是社會法外部性效應(yīng)的體現(xiàn)。勞動合同中，利益配比關(guān)系存在有較民商事法律關(guān)系可等同的形式正義表達的機會便很容易被證偽，也宣告了其并非只是對訂約雙方的利益因素簡易考量便告萬事大吉，而應(yīng)當更多地權(quán)衡其所能帶來的社會責(zé)任和隱性影響波及。尤其在強資弱勞反映劇烈的時代，更不能低估傾斜式制度設(shè)計背后所可能引發(fā)的另一種極端威脅。
恰如財政稅收和稅率經(jīng)濟杠桿調(diào)節(jié)過程中著名的拉弗曲線軌跡呈現(xiàn)的那般，稅率的提高不必然導(dǎo)致財政收入的凈增。同理也易類比得出，勞動合同制度的傾斜保護對雇傭主體而言，并非盤剝、掠奪，更多的在于消弭其可能伴生的用人單位自身維權(quán)成本、管理成本、訴訟成本等，促進利益結(jié)構(gòu)調(diào)整，調(diào)處本不應(yīng)歸屬雇傭主體利益或不利益的必然手段。盡管此全然僅非法學(xué)視角能揭示勞動合同雙方全數(shù)的非等效利益關(guān)系，但卻有助于使之明朗化：對受雇主體一方而言，勞動合同法不應(yīng)視為一般性的勞動“權(quán)利法案”，其作用僅在于穩(wěn)定勞動法律關(guān)系，解決勞動法律行為中的不定性，為其合法維權(quán)和促進勞資利益共同發(fā)展提供便利之門。由此，權(quán)益博弈、比對的平衡自應(yīng)成為不啻于保護目的的一大關(guān)鍵功能。
故而，勞動合同法中，文意大可適當流露其所關(guān)注的主要傾向，但對勞資二者法益的平衡也應(yīng)明確是十分必要的。視此為基點進行檢索，可以看到勞動合同法對合同主體的利益平衡亦具有體系化的規(guī)定。
（二）相關(guān)條款對衡平法益之顯現(xiàn)概覽
首先，勞動合同法要求立約雙方能夠建立信息對稱、互通相容的交流氛圍。本法第8條明確規(guī)定，雇傭者應(yīng)如實告知勞動者有關(guān)工作的內(nèi)容、條件、地點、職業(yè)屬性及可能危害，以及勞動者要求了解的情況；與之相對，雇傭方也有權(quán)了解勞動者與勞動合同直接相關(guān)的信息，但僅限于與工作直接關(guān)聯(lián)的勞動者信息。
其次，為更好維護雇傭者的合法權(quán)益，謹防出現(xiàn)勞動者由于不法違約而損及經(jīng)濟主體利益之虞，勞動合同法特針對競業(yè)禁止、約定服務(wù)期違約金、培訓(xùn)費用的償付等問題做出更為明確的涉及。有效緩解用人單位因恐勞動者頻繁“跳槽”，無法使在勞動者身上的投資有效轉(zhuǎn)化為現(xiàn)實生產(chǎn)力，或造成用人單位核心自主競爭技術(shù)泄漏，負擔(dān)難以彌補損失之風(fēng)險。本著平衡的理念，本法同時采取勞資兩方合理上限負擔(dān)原則，對雇傭方和勞動者所定違約金和禁止競業(yè)期限都規(guī)定了最高限額或最長期限。
再次，對整個勞動合同關(guān)系的生命周期也傾注了衡平的思想。在立約方面，除本法第17條規(guī)定的法定必備條款外，允許用人單位和勞動者就試用期、培訓(xùn)、保密、補充保險和福利待遇等方面進行協(xié)商。在合同變更和穩(wěn)定化方面，對無固定期限合同予以列明，此在下文予以詳述。在合同終止方面，本法第37條、第39條及第40條對用人單位終結(jié)勞動合同做出規(guī)制，并配置以相關(guān)的經(jīng)濟補償制度。筆者傾向于認為經(jīng)濟補償本身是中性的，并不含有傾斜保護的意味。第40條中，“額外支付勞動者一個月工資”的條款也不宜認為是傾斜式規(guī)定，也不是用工單位肆意解約的墊腳石，而應(yīng)被認為是用工單位為達到提前解約目的所應(yīng)支付的對價。
條文中規(guī)定的是用工單位“可以”解約，除去現(xiàn)實法律執(zhí)行的差異化環(huán)境因素，條文的中立性須是不容置疑的。
（三）也談勞動合同法中的“無固定期限條款”
無固定期限合同條款主要表現(xiàn)在本法第14條的相關(guān)規(guī)定，從勞動合同法草案到正式頒行都始終逃離不了熱議的樊籬，備受討論與爭議，社會各界存在有不同程度的誤讀。隨著勞動合同法的生效漸行漸近，以著名的“華為事件”為始端，各地企業(yè)頻現(xiàn)以“先辭職再競崗”的方式讓老員工工齡“歸零”的事件[10]，用以避免法定的“鐵飯碗”，使雇傭者背上沉重的經(jīng)濟重擔(dān)。而事實上，無固定期限條款與計劃經(jīng)濟時代的“鐵飯碗”用工制度乃天差地別，正恰恰是實現(xiàn)勞資雙方經(jīng)濟利益衡平的重要途徑。
此對這些差距做一簡要統(tǒng)計。其一，二者成立的制度背景不同。不同于計劃經(jīng)濟時代統(tǒng)分模式的招工用工環(huán)境，無固定期限勞動合同是由勞動市場機制調(diào)配，達到特定用工條件下所施行的用工制度，其本質(zhì)還在于反映社會化市場經(jīng)濟的要求。其二，無固定期限合同的成立模式更具有多樣化。僅從本法第14條就可以看到大致4種不同的情景模式將導(dǎo)致有期限勞動合同的無固定期限化，這與“鐵飯碗”的誕生條件明顯是迥然有別的。其三，無固定期限勞動合同在于使勞資雙方的利益得以有效平衡，實現(xiàn)二者經(jīng)濟收益正效用及盡可能的最大化，從社會福利角度審視則在于追求共生、共贏。而計劃經(jīng)濟條件下的工作分派，企業(yè)一方從來就不能真正成為市場主力，缺乏充分的自主權(quán)利，也就無所謂追求利益優(yōu)化的目的。換言之，二者的實施目的也應(yīng)是不同的。
既然無固定期限合同條款可以被排異出“鐵飯碗”的用工機制，那么考察發(fā)生誤讀的另一原因，就應(yīng)歸結(jié)于人為的將無固定期限合同和無法解除勞動關(guān)系相混同，其實際上已掉入概念偷換之陷阱。因為勞動合同法從來便沒有變成限制企業(yè)合法用工的枷鎖和勞動者怠工誤崗的“護身符”，自也不會對正常的勞動力市場資源配置設(shè)置不應(yīng)有的障礙。上文中所提及勞動者和用人單位在法定合同條款之外所能約定的合法任意性條款，以及許多合同解除條件均同樣適用于無固定期限合同，不存在任何可排除適用的理由。
故而，排除了與無法解約及終生雇傭混同之可能，所謂無固定期限條款主要解決的難點僅在于事實勞動關(guān)系條件下可能給合同雙方帶來的諸多不便。對往往為事實勞動關(guān)系所累的勞動方而言，由于事實勞動關(guān)系不穩(wěn)定性和高社會風(fēng)險所帶來的經(jīng)濟支付、經(jīng)濟賠償、福利保障等糾紛，損及其合法權(quán)益的概率及其維權(quán)申訴途徑耗費之成本都可能造成個體的嚴重創(chuàng)傷，盡管普遍，但也并非絕對。另一方面，對用人單位一方而言，事實勞動關(guān)系下，其無法有效掌握勞動者的日常行為，亦缺少對勞動者競業(yè)禁止、試用期考察、在具體工作中造成對外侵權(quán)以及勞動者申請侵權(quán)損害賠償案件的事前約定、事中監(jiān)督，便難以有效規(guī)范約束勞動者，時常脫離了企業(yè)的職工績效考核體系的控制，在事后調(diào)查處理糾紛時也頗耗費人力物力，影響正常經(jīng)營乃至發(fā)生損失。
企業(yè)不情愿接受無固定期勞動合同，很大程度上也是基于成本的考量，青睞靈活多變的用工制度，而每每擔(dān)心日后在職工薪酬及退休福利等領(lǐng)域背上重負，喪失經(jīng)營活力而陷于窘困。此雖不無道理，但往往得不償失，以犧牲穩(wěn)定用工條件換取靈活雇工的不明風(fēng)險。同時已然超出勞動合同法的立法原委，涉及到社會保障體系的構(gòu)建和整個社會法制度的完善之浩大工程，勢單力薄。采用與立法規(guī)定的相反措施，用工單位欲通過規(guī)避法律而非設(shè)計更為人性化、科學(xué)化的用人口徑來獲得較低的成本，只會令其生長空間越發(fā)狹小，導(dǎo)致社會評價水平的降低，加劇削弱長期可持續(xù)發(fā)展能力。比較而言，立法者之所以采用諸如“十年”而非三年、五年、二十年的年限作為轉(zhuǎn)化合同性質(zhì)的時間條件，就在于希望給用工者和勞動者之間的互信、了解提供一個合適的考察與磨合階段，更短則恐難以維系用人單位的對勞動者忠誠度、業(yè)務(wù)勤勉及能力的信任；更長則恐對勞動者激勵耗盡，短期內(nèi)因社會保障資源貧乏而致救濟不彰，也會影響到用人單位的經(jīng)營利益。
故而，在合同雙方能夠且愿意提供的最小損失限度內(nèi)，運用外部化手段規(guī)定一個可接受的強制性條款，其意味自當與民商法中“情勢變更”“不可抗力”一類的半公權(quán)力型規(guī)則相當，本不應(yīng)引發(fā)社會的如此反響。也應(yīng)說明的是，只有在一方不愿遵循雙方達成的默契條件下而默然踐踏善良風(fēng)俗時，法律對定約的干預(yù)力必將導(dǎo)致不可變更的結(jié)果，這才可能算得上具備些許傾斜性，此即如第14條第三款之規(guī)定。
四、余論
簡言之，勞動合同法的立法主旨和精髓在于維持勞動市場要素配置的穩(wěn)定及優(yōu)化，以達到社會整體秩序意義上的共贏，對相對弱勢的勞動者群體進行傾斜維護和權(quán)衡勞動合同雙方的法益構(gòu)架應(yīng)為其不可偏廢的兩翼。自勞動合同法頒布以來，諸多學(xué)者對勞動合同法將給勞動者、企業(yè)等用工單位權(quán)益及社會整體效應(yīng)做了有益的小結(jié)和預(yù)測。之于用工主體，主要反映為應(yīng)在用工機制和管理模式的轉(zhuǎn)變，更新與新法不相適應(yīng)的經(jīng)營方式和所謂用工“習(xí)慣”，無形中對勞動者、勞動力市場良性運行均有裨益，此不再贅述[11]。此僅就勞動合同法正式實施后尚應(yīng)解決的問題予以簡要歸并。
其一是新老制度如何替換交接的問題。與此前勞動法律法規(guī)相較，其制度變化巨大，例如經(jīng)濟合同補償金、無固定期合同要求、試用期期限及薪酬、違約金限額、勞務(wù)派遣等都做了新的表述和規(guī)定，生效后的具體實踐伴隨著“破立兼行”的歷程，這在現(xiàn)階段和將來很長一段時間內(nèi)[12]，將是實施的難點所在。
其二是與勞動法、中小企業(yè)促進法、促進就業(yè)法等社會法及其他部門法的銜接問題。勞動合同法立法宗旨在于實現(xiàn)勞動合同法律關(guān)系規(guī)范化和平衡勞資利益博弈，不可避免會對我國中小企業(yè)的長遠發(fā)展及社會就業(yè)問題的引導(dǎo)與解決等方面產(chǎn)生輻射效應(yīng)。且其同勞動法體系自身的完善和法學(xué)理論發(fā)展也有莫大關(guān)聯(lián)。如何使社會法體系同其他相關(guān)部門法一道，適應(yīng)國內(nèi)勞動力分配及對外勞務(wù)派遣的新變化，在勞動力市場配置及規(guī)制調(diào)節(jié)環(huán)節(jié)產(chǎn)生協(xié)同作用，是勞動合同法不斷修正完善的一大任務(wù)。
其三是條文可操作性和正確執(zhí)行的強化問題。勞動合同法在做出諸多制度創(chuàng)新的同時，也存有需要強化可操作性和具體出臺相應(yīng)實施細則、立法及司法解釋的空間。例如，社會反應(yīng)強烈的無固定期合同條款中續(xù)約次數(shù)如何計算的問題，工齡計算問題以及用人單位大規(guī)模裁員時怎樣規(guī)范操作等問題。這一方面應(yīng)依靠于及時統(tǒng)計新法實施后的司法運用和效用反饋，具體用人單位的實踐總結(jié)和改進，另一方面在于汲取各國勞動立法的有益經(jīng)驗，避免由于惡性規(guī)避所帶給社會用工環(huán)境及經(jīng)濟氛圍的負效用。
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