勞動合同書(中英文對照)（精選5篇）

第一篇：勞動合同書(中英文對照)

乙方：姓名：性別：出生日：

Party B：NameSex：Date of Birth：

家庭住址：所屬地區(qū)：

Address：Sub District：

通訊地址：電話：

Post Address：Contact Phone：

維蒙特工業(yè)（廣東）有限公司（甲方）聘用乙方為甲方勞動合同制員工。根據《中華人民共和國勞動法》、《廣東省勞動合同條例》、《維蒙特工業(yè)（廣東）有限公司章程》以及中國和廣東省已頒布并可公開得到的有關法律法規(guī)，甲乙雙方本著自愿平等、協(xié)商一致的原則，簽訂本合同。

According to the Labor Law of the P.R.China, as well as the Personnel Regulations of Guangdong Labor Contract, Valmont Industries(Guangdong)Ltd.employs Party

B(the employee)as a contract employee.Both parties to this contract sign on the basis of equity, free will, and mutual benefits.第1條合同期限

Contract Period

1.1本合同有效期自200___年___月___日至200___年___月___日止（含試用期____個月）。

The contract period of employment will be valid from ____/____/_____(M/D/Y)to ____/____/______(M/D/Y).During which the period of _______ months will be considered as probationary employment.1.2在試用期內，甲方發(fā)現乙方不符合錄用條件的，甲方可以即行解除本合同。

Party A has the right to terminate Party B’s Labor Contract immediately without notification if Party B does not prove to be suitable through the period of probationary employment.第2條工作崗位、任務

Positions, duties & Responsibilities

2.1甲方安排乙方在________________部門_____________崗位工作，覆蓋崗位為_________________

Party A(the employer)employs Party B(the employee)in the capacity of

2.2乙方必須按照甲方規(guī)定的崗位職責和要求全面完成指標和任務，并接受甲方對其進行的有關考核測評。

Party B is required to fulfill his/her responsibilities completely and accurately as described by Party A and accept performance measurement handled by Party A

2.3甲方根據生產經營需要及乙方的工作技能和表現，可變更乙方的工作，乙方須服從甲方的調動，如無正當理由，不服從調動

者，甲方可辭退乙方，解除其勞動合同。

Party A has the right to adjust Party B’s position according to the actual business situation and the performance of Party B.Party B must accept Party A’s arrangement.第3條工作條件、勞動保護

Labor Conditions & Labor Protection

3.1甲方實行每周40小時工作制。對特殊崗位可實行不定時工作制。

Party B’s normal working time will not exceed 40 hours per week, whereas it’s flexible for some special position holders.3.2甲方因生產經營原因需要乙方加班時，乙方應服從。同時甲方應按規(guī)定支付乙方加班費報酬作補償。

If it is necessary for Party A to request Party B to put in overtime, Party B must be subordinated to request of Party A.Party A shall provide Party B with economic

compensation according to relevant regulations.3.3甲方為乙方提供必要的工作條件，根據國家勞動法則提供符合中國政府規(guī)定的勞動安全衛(wèi)生條件和提供必要的勞動保護用品，保證乙方在人身安全及個體不受危害的環(huán)境條件下工作，對女職工及未成年工按《勞動法》的規(guī)定酌情予以特殊勞動保護。Party A must provide Party B with a safe and non-toxic working environment, necessary safety measures to guarantee safe working conditions of Party B, according to

National Safety and Sanitation Standards.Party A shall provide special protection measures for female and underage employees according to the Labor Law.3.4甲方認為乙方的健康狀況將會對工作或其他員工造成不利影響時，甲方有權按制度采取相應的措施，并有權要求乙方進行健

康檢查，乙方不應拒絕。

If Party A thinks Party B’s healthiness will effect to the work or other staffs, Party A will have the authority to correspond and will have the authority to ask Party B

to have a physical check-up, at same time the Party B should not to refuse.3.5乙方在被聘用期間，甲方負責對乙方進行崗位職責、技能、安全規(guī)程、職業(yè)道德及相關規(guī)章制度的教育和培訓，乙方須積極

配合，并根據崗位職責要求努力提高自身的技能。

Party A is in charge of various training such as technical training, Position principles, safety operations, Company’s regulations and provision, etc.within the

employment period.Party B shall accept the training with positive attitude for raising his/her work efficiency.第4條勞動報酬

Payroll

4.1公司實行內部薪酬管理制度，甲方依據按勞取酬準則、企業(yè)經營狀況及崗位確定乙方的薪酬標準，并按有關規(guī)定支付。

Party A implements Company’s internal salary system.Party A will pay Party B monthly salary based on the following conditions: the actual business situation, the

level of Party B’s position and the general principle of “distribution according to work”.4.2公司在實行新工資制度、調整員工工資水準或當乙方崗位職務發(fā)生變化時，甲方可根據政策給予乙方以工資待遇調整。Party A has the right to adjust the salary standard of Party B if Party A implements new salary system, or transfers the position of Party B.4.3每月最后一天為甲方的當月薪金發(fā)放日。

Salary will be given to Party B on the end of month.第5條社會保障和福利待遇

Social Insurance & Fringe Benefits

5.1在勞動合同期內甲方按照中國政府有關規(guī)定為乙方辦理養(yǎng)老保險、醫(yī)療保險、住房公積金、失業(yè)保險等手續(xù)。

Party A should provide the pension, medical insurance, unemployment insurance and housing fund for Party B within the contract period according to the relevant

government laws.5.2甲方為乙方提供因傷病、工傷、職業(yè)病及計劃生育而發(fā)生醫(yī)療費用保險，并創(chuàng)造條件辦好員工福利。

Party A shall provide the following social insurance for Party B: disease and injury related to work, occupational disease, pregnancy within family planning and

handle necessary collection welfare enthusiastically.5.3乙方在甲方工作期間不滿一年的可享受累計3個月的停工醫(yī)療期，工作時間每增加一年，累計停工醫(yī)療期增加一個月，最多

不超過24個月。

Party B has the right to have 3 months work-off medical treatment if he/she works for Party A less than one year.One more month work-off medical treatment will

be permitted with the one more year employment.The total work-off medical treatment is limited within 24 hours.5.4乙方享有國家規(guī)定的法定節(jié)假日、婚喪、探親、生育假以及年休假等有薪假期。

Party B has the right to enjoy public holidays, marriage leave, funeral leave, home-visit leave, family planning leave, new-year holiday, Company holidays, etc.5.5乙方因工作或非因工死亡的待遇等按中國政府的法規(guī)執(zhí)行。

Party B’s compensation for the death of working accident etc.is executed according to the prevailing rules and regulations enacted by the government.第6條勞動紀律和獎懲辦法

Labor Discipline and Reward

6.1乙方在合同期內必須嚴格遵守國家法律法規(guī)，熟知并遵守本公司《員工手冊》和各項規(guī)章制度。

Party B must obey State Laws and Regulations, the joint venture Employee Handbook and the bylaw of company.6.2甲方依照本公司《員工手冊》，對于模范遵守規(guī)章制度和為公司經營、生產和發(fā)展作出重大貢獻的員工予以獎勵；對于違反規(guī)

章制度的乙方予以處罰。

Party A will reward the model employees who perform Company’s discipline perfectly and make a big contribution to operation, production and development of

Company’s business.Party A will disciplinary the employees who breach Company’s Employees Handbook.第7條合同變更、續(xù)訂、終止和解除

Contract Renew and Termination

7.1合同雙方在履行本合同過程中確因客觀情況發(fā)生重大變化，可變更本合同的有關內容，但需雙方協(xié)商并辦理變更手續(xù)。Both Parties have the right to change the contracts due to not be estimated external conditions during the actual contract process with necessary negotiation and procedures.7.2本合同期滿即行終止，甲乙雙方如需延長勞動合同期限，應在合同期滿前30天，續(xù)訂延長合同期手續(xù)。乙方在本企業(yè)工作滿

10年以上，如甲乙雙方同意續(xù)延勞動合同，可以簽訂無固定期限的勞動合同。

The expiration date of signed contract will be considered as the natural termination.If either Party A or Party B intends to continue this contract, such intent shall

be delivered to the other party 30 days prior to the processing of contract termination based on the mutual negotiation.Party B had the right to sign life contracts with Party A based on 10 years working for Party A and permission of Party A.7.3乙方達到規(guī)定的退休年齡或因病喪失勞動能力提前退休時，勞動合同自然終止。

The Labor Contract expires naturally when Party B is in the retirement age or loses the capabilities due to disease.7.4符合下列情況之一的，甲方可以解除本合同，辭退乙方。

Party A has the right to terminate the contract due to the following conditions.7.4.1在試用期內，甲方認為乙方不符合錄用條件（包括但不限于乙方提供的個人情況不實，乙方的試用表現不符合甲方要求等

項情況）；

Party B doesn’t prove to be suitable through the period of probationary period.(it including and be not limited that the situation which Party B provides is not

true, and Party B doesn’t pass through the period of probationary.)

7.4.2乙方嚴重違反勞動紀律或甲方規(guī)章制度，以及公司《員工手冊》規(guī)定可以辭退的；

Party B acts in any way that is in serious violation of general Labor discipline or violation of other regulations, or violation of Handbook.7.4.3乙方被依法追究刑事責任或被勞動教養(yǎng)的；

Party B breaks State law, and has been sentenced to punishment or forced labor.7.4.4嚴重失職、營私舞弊，對甲方利益造成重大損害的。

Party B is in serious neglect of duty, or engages in grafts.7.4.5合同期間發(fā)生計劃外生育者，按政府規(guī)定立即解除勞動關系。

Party A will terminate the Labor Contract with Party B who doesn’t abide by the family planning according to related regulations.7.5有下列情況之一的，甲方可以解除勞動合同，但是應當提前30天通知乙方。

Party A has the right to terminate Party B’s Labor Contract in any of the following situation with willing to inform Party B 30 days in advance.7.5.1乙方不能勝任工作，經過培訓或調整工作崗位后仍不能勝任工作的；

Party B is deemed incompetent even following additional training or adjustment of position.7.5.2乙方因病或非因工負傷，在規(guī)定醫(yī)療期滿后，不能從事原工作的，也不能從事由甲方另行安排工作的；

Party B with diseases or non work-related injury, and after the treatment which does not exceed the prescribed period, Party B cannot take the original work or

other position arranged by Party A.7.5.3甲方宣告解散或者經營期滿的；

Party A faces termination of the joint venture contract.7.5.4企業(yè)瀕臨破產處于法定整頓期或因生產經營狀況發(fā)生嚴重困難需裁減人員時；

Party A is facing bankruptcy or reorganized serious difficulties of operational to reduce employees.7.5.5“約定”規(guī)定可以解除勞動合同的情況出現時。

The conditions of Agreement attached to Labor Contract later.7.6符合下列情況之一的，甲方不得解除勞動合同。

Party A cannot terminate Party B’s labor contract based on the following situations.7.6.1乙方患病或負傷在規(guī)定醫(yī)療期內的；

Party B has contracted disease or non-work related injury, and required treatment does not exceed the prescribed period.7.6.2乙方因工負傷或患有職業(yè)病在療養(yǎng)期間和療養(yǎng)終結后，經勞動鑒定機構確認大部分或全部喪失勞動能力的；

Due to any work related injury or occupational disease, Party B is either engaged in period of treatment/recuperation, or the employee has completed such

treatment/recuperation and has lost part or all the capacity to work, as configured by the Labor Appraisal Committee.7.6.3實行計劃生育的女方在孕期、產假期和哺乳期的（嚴重違紀的乙方除外）；

Party B is evolved in a period of pregnancy within family planning, post-natal or breasts feeding(except the serious violation of Company’s provision).7.7符合下列情況之一的，乙方可以書面通知甲方，提出解除勞動合同，其中7.7.4和7.7.5必須提前一個月通知。

Party B has the right to terminate this Labor Contract in any following situations.7.7.1在試用期內的，乙方不適應工作要求的；

During the period of probationary employ, Party B cannot suit and engage this job.7.7.2甲方不按照本合同規(guī)定向乙方支付勞動報酬或提供勞動條件的；

Party A cannot pay party B’s salary or the necessary protection facilities in accordance with its contract.7.7.3甲方以暴力、威脅或者非法限制人身自由的手段強迫乙方勞動的；

Party B is forced to be work by Party A with violation or threat.7.7.4乙方因就學、出國出境定居，不能履行勞動合同的；

Party B goes university or abroad, cannot carry out labor contract.7.7.5其他符合國家規(guī)定、可以解除勞動合同的。

Party A cannot carry out this contract with the required regulations and laws of Government.7.8乙方申請辭職并經甲方同意，勞動合同可以解除。但應提前三十天通知甲方，手續(xù)齊備后方可辦理解除勞動合同手續(xù)。

In the case that Party B intends to terminate this labor contract, based on the negotiation and approval by Party A, Party B shall deliver his/her resignation in

writing to Party A 30 days prior to the processing of contract, then Party B go through necessary formulations of termination.7.9終止或解除本合同后，乙方的去向問題由乙方自行解決。甲方按規(guī)定為乙方辦理勞動關系轉移手續(xù)。

Party A must transfer Party B’s Labor Files to the required Bureau according to the relevant Laws.Party B shall solve his/her job problem by himself/herself.第8條兼職規(guī)定

Part-time Job Policy

8.1兼職是指乙方與甲方勞動關系存續(xù)期間，不論受薪與否，與其他用人單位發(fā)生勞動關系或為其他用人單位提供勞務的活動。

乙方未經甲方書面同意，不得從事任何與本職工作有關的兼職活動。

Part-time job is the activity which Party A has the labor relation or provides the service for other Company within employment period of Party A, without

reference to giving the salary from the other Company or not.Party A should not engage the Part-time job which has the relation to company business without Party A’s agreement.8.2確屬情況特殊，甲方書面同意乙方在外兼職的，須以不影響在甲方的工作和保守甲方的商業(yè)秘密為前提。

If Party B has the agreement of part-time job giving from the Party A in especially situation, Party B could not to effect the employ work and keep the business

secret of Party A.8.3甲方有權通過各種途徑對乙方擅自在外兼職的情況進行調查，如有必要，乙方須配合甲方的調查工作。

Party A has the authority to investigate Party B’s part-tine job without Party A’s agreement.Party B should be cooperate with Party A for investigation.第9條

保密及附隨義務

Keep Secret and Employee’s Incumbency

9.1乙方在甲方工作期間接觸到的資料、圖紙、信息均視為甲方企業(yè)所有的知識產權和商業(yè)秘密，未經甲方書面同意，均不得私

自對外泄露。

It will be treated to Party A’s property right and business secret which Party B gets to information, drawing, communication within the employment period.Party

B could not leak out the information without Party A’s agreement.9.2保密約定：

Secret agreement

9.2.1公司的員工不得卷入任何與公司的商務利益有沖突的活動；

Party B should not entangle any activity which conflict with company’s benefit.9.2.2公司的員工與正在同公司進行商務活動的供應商、承包商、客戶和其他人員交流和交往時，必須保守公司的商業(yè)秘密，以

公司的安全、利益和質量為最高標準，決不能損害公司的利益。

Party B should keep company’s business secret when Party B communicates with the suppliers, contractors and other customers.Party B should be sure to not

damage the company’s benefit according to the company’s safety, benefit and quality standard.9.2.3公司的員工在日常的與外界交流、交往過程中，不得擅自外傳和泄露公司商業(yè)秘密；

Party B should not blow the company’s business secret when communicating with the outside of company.9.2.4從事掌握公司實質性內部資料（設計與工藝、市場與銷售、采購和財務等專業(yè)與管理崗位；大自動焊機、自動切割機、機

械設備管理維修等）崗位工作的員工必須遵守職業(yè)行為約束，在從甲方離職后二年后，不能從事本行業(yè)或與本公司利益密切關聯的工作，以保證甲方的利益得到維護。

Party B who grasps the company’s important data and information should obey the agreement and should not engage in the positions which influence the

company’s benefit.(Such as design, technology, marketing, sales, purchasing, equipment, finance, auto-weld machine operator for large pole, auto-cut machine operator, maintenance, etc.).In order to vindicate company’s benefits, Party B should not engage in the position that is associated with company’s benefit.9.2.5公司實行工資保密制度，乙方不得打聽和討論他人的工資；

Party B should not discuss salary with others according to company’s salary system.9.2.6公司員工如有違反上述規(guī)定的行為，按公司管理制度的相關規(guī)定處理并需承擔相應的法律責任。

If Party B disobeys company’s system, Party B will be punished and should assume the legal burden.9.3雙方勞動關系結束一周內，乙方應按甲方要求辦妥離職手續(xù)。乙方須根據公司“移交清單”要求向公司指定人員辦理工作、資料、相關物品的移交手續(xù)，“移交清單”經甲方書面確認后視為移交完畢。

Party B should transact demission procedure according Party A’s requirement within a week after employment period.At the same time, Party B will transact the

work, information, articles and must be gotten the confirm form the Party A.9.4乙方應自覺維護甲方企業(yè)的形象和聲譽，保守甲方的知識產權和商業(yè)秘密，在離開甲方公司后，不得散布對甲方不利的言論

和作出對甲方不利的行為。

Party B should vindicate Party A’s visualize and report, and should keep Party A’s property right and business secret.Party B should not spread the saying and act

the activity that adverse for Party A.第10條違約責任

Liabilities Resulting from Breach of Contract

10.1 甲乙雙方必須履行勞動合同，乙方若違反本合同規(guī)定或約定，給甲方造成經濟損失的，須承擔經濟賠償責任。具體賠償金額

按責任、損失的大小程度和有關規(guī)定確定。

Party A & B must fulfill the contract.Each party is liable for losses sustained by the other party that result from breach of contract.Specific cash amounts of

recompense will be set depending on the degree responsibilities for the loss, on the size of the loss and on the relevant regulations.10.2 乙方違反保守商業(yè)秘密義務的，應向甲方支付違約金，違約金數額相當于乙方的12個月全額工資，并賠償甲方因此所遭受的損失。

If Party B disobey to keep the business secret, Party B should pay the breach of faith fee.The amount is equal to 12 monthly salary of Party B.Party B should also

pay for loss of Party A.10.3 如果乙方在本合同期內，由甲方出資培訓（含境內外實習、進修）需要延長合同期限的；由甲乙雙方另行簽訂協(xié)議。如乙方

在合同期內受過甲方出資培訓，因個人情況辭職或者自行離職，需按甲方規(guī)定賠償相應的培訓費用。

If, within the period of validity of this labor contract, Party A provides Party B with training(including overseas training), both sides need to consult prolongation

of this contract.If Party B resigns, Party A has the right to claim the recompense of training.Specific cash amounts of recompense will be set depending on the degree responsibilities for the loss, and on the relevant regulations.10.4 乙方因其他行為對甲方造成損失的，應當根據其造成的實際損失情況賠償甲方相應的損失。

If Party B was causes damage on Party A.Party B should pay to Party A.10.5 上述賠償費用甲方可以按照有關規(guī)定在支付乙方勞動報酬時，要求乙方同時支付。

The Mount which Party B should pay to Party A will be deducted in reward of Party B.第11條勞動爭議

Labor Contentions

11.1 甲乙雙方因履行本合同而發(fā)生勞動爭議時，適用勞動爭議程序。

If during the binding period of this contract, Party A & B encounter a dispute that cannot be resolved, this dispute should be handled according to the official

procedures of Labor Contention.11.2 勞動爭議由雙方協(xié)商解決，也可由一方或雙方自勞動爭議發(fā)生之日起60天內向甲方所在地勞動爭議仲裁機構申請仲裁。Both sides can settle the dispute bilateral, or can also appeal to Labor Contention for arbitration within 60 days.第12條其他

Others

12.1 在簽署本合同書時，甲方已向乙方出示了本公司《員工手冊》以及有關規(guī)章制度，乙方經充分了解閱讀后予以接受，同意甲

方公司的《員工手冊》以及有關的協(xié)議和規(guī)章制度為本合同的有效組成部分。

The Company’s Employees Handbook and other documents will be appended to this contract.Party B has read and accept the handbook.12.2 約定事項

Special agreement

a）競業(yè)限制約定：甲方和與本合同9.2.4款規(guī)定范圍內相符崗位的乙方在本合同終止或解除后，雙方約定的競業(yè)限制為2年。

競業(yè)限制期內乙方負有保守甲方商業(yè)秘密的義務，同時不得自營或從事為他人/公司與本公司產品有競爭的產品業(yè)務（相同、相近或相類似產品的生產、制造、銷售或代理等）；甲方支付給乙方的工資待遇中已包含經濟補償費用。

Assumpsit’s for contest trade restriction: after terminating or unchain the contract, Party A and Party B agree that contest trade restricting is 2 years.Within

contest trade restricting period, Party B will have the duty for keeping the Party A’s business secrecy.At the same time, Party B has no right to self-support or engage in the production operation for others or other companies which have sameness or similar production business on producing, selling and agency etc.Party A will be supply compensate with Party B(Party B’s payroll has including it)

b）違約補償：根據廣東省勞動合同條例規(guī)定，乙方若違反競業(yè)限制約定，且給公司帶來經濟損失時，公司有權通過訴訟提出

索賠。

Compensating for breach of faith: according to the Bylaw of Guangdong Labor Contract, if Party B breaches of faith and bring on economic loss for Party A,Party A has the authority to bring forward counterclaim.12.3 乙方若有指定通訊地址的變更，其有責任在變更后的一周內以書面形式通知甲方，否則甲方送達本合同所示的通訊地址（或

已書面通知過的變更地址）的所有通知，均應視為乙方送達。

If Party B’s Post Address changed, Party B should be notice to Party A in one week.12.4 本合同一式兩份，甲乙雙方各執(zhí)一份，經雙方簽字后生效。兩份合同具有同等法律效力。本合同以中英文同時書寫，若中英

文內容不一致時，以中文文本為準。

This contract will be issued in two identical copies.Each copy will valid upon being signed(stamped)by both parties, and each party will take away an original

copy.This contract will be issued both in Chinese version and English version.If the English version of this contract is in contradiction with the Chinese version of the contract, Chinese version will be adhered to.12.5 本合同一經簽訂，雙方應嚴格遵守，不得擅自修改合同內容。如有未盡事宜需變更本合同的，應經雙方協(xié)商同意后辦理合同

變更手續(xù)。

Both parties shall abide the signed contract and have no right to amend it.If there is any other things need to be amended, both parties should negotiate the content.12.6 本合同條款如與中國法律、法規(guī)和政策相悖時，以中國法律、法規(guī)和政策為準。

In any instances that a section of this contract is in contradiction with the laws, regulations or policy of government, the later will be adhered to.12.7 本合同標準文本送甲方所在地人民政府勞動局鑒證。

This contract shall be checked and ratified by local government labor bureau.甲方：維蒙特工業(yè)（廣東）有限公司乙方：

Party A:Party B:

甲方代表（簽字）：乙方（簽字）：

Signature:Signature:

日期：日期：

Date:Date:

第二篇：《中華人民共和國勞動合同法》中英文對照

Labor Contract Law of the People's Republic of China

Order of the President of the People's Republic of China(No.65)

The labor contract Law of the People's Republic of China, which was adopted at the 28th Session of the Standing Committee of the Tenth National People's Congress of the People's Republic of China on June 29, 2007, is hereby promulgated and shall come into force as of January 1, 2008.President of the People's Republic of China Hu Jintao

June 29, 2007

labor contract Law of the People's Republic of China

(Adopted at the 28th Session of Standing Committee of the Tenth National People's Congress of the People's Republic of China on June 29, 2007)

Contents

Chapter I General Provisions Chapter II Formation of labor contracts

Chapter III Fulfillment and Change of labor contracts Chapter IV Dissolution and Termination of labor contracts Chapter V Special Provisions Section 1 Collective Contract Section 2 Worker Dispatch Section 3 Part-time Employment Chapter VI Supervision and Inspection Chapter VII Legal Liabilities Chapter VIII Supplementary Provisions

Chapter I General Provisions Article 1 This Law is formulated for the purposes of improving the labor contractual system, clarifying the rights and obligations of both parties of labor contracts, protecting the legitimate rights and interests of employees, and establishing and developing a harmonious and stable employment relationship.Article 2 This Law shall apply to the establishment of employment relationship between employees and enterprises, individual economic organizations, private non-

中華人民共和國勞動合同法

中華人民共和國主席令

（第六十五號）

《中華人民共和國勞動合同法》已由中華人民共和國第十屆全國人民代表大會常務委員會第二十八次會議于2007年6月29日通過，現予公布，自2008年1月1日起施行。

中華人民共和國主席胡錦濤

2007年6月29日

中華人民共和國勞動合同法

（2007年6月29日第十屆全國人民代表大會常務委

員會第二十八次會議通過）

第一章總則

第二章勞動合同的訂立

第三章勞動合同的履行和變更

第四章勞動合同的解除和終止

第五章特別規(guī)定

第一節(jié) 集體合同

第二節(jié) 勞務派遣

第三節(jié) 非全日制用工

第六章監(jiān)督檢查

第七章法律責任

第八章附則

第一章總則

第一條【立法宗旨】為了完善勞動合同制度，明確勞動合同雙方當事人的權利和義務，保護勞動者的合法權益，構建和發(fā)展和諧穩(wěn)定的勞動關系，制定本法。

第二條【適用范圍】中華人民共和國境內的企業(yè)、個體經濟組織、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系，訂立、履行、變

enterprise entities, or other organizations(hereafter referred to as employers), and to the formation, fulfillment, change, dissolution, or termination of labor contracts.The state organs, public institutions, social organizations, and their employees among them there is an employment relationship shall observe this Law in the formation, fulfillment, change, dissolution, or termination of their labor contracts.Article 3 The principle of lawfulness, fairness, equality, free will, negotiation for agreement and good faith shall be observed in the formation of a labor contract.A labor contract concluded according to the law shall have a binding force.The employer and the employee shall perform the obligations as stipulated in the labor contract.Article 4 An employer shall establish a sound system of employment rules so as to ensure that its employees enjoy the labor rights and perform the employment obligations.Where an employer formulates, amends or decides rules or important events concerning the remuneration, working time, break, vacation, work safety and sanitation, insurance and welfare, training of employees, labor discipline, or management of production quota, which are directly related to the interests of the employees, such rules or important events shall be discussed at the meeting of employees' representatives or the general meeting of all employees, and the employer shall also put forward proposals and opinions to the employees and negotiate with the labor union or the employees' representatives on a equal basis to reach agreements on these rules or events.During the process of execution of a rule or decision about an important event, if the labor union or the employees deems it improper, they may require the employer to amend or improve it through negotiations.The employer shall make an announcement of the rules and important events which are directly related to the interests of the employees or inform the employees of these rules or events.Article 5 The labor administrative department of the people's government at the county level or above shall, together with the labor union and the representatives of the enterprise, establish a sound three-party mechanism to

更、解除或者終止勞動合同，適用本法。

國家機關、事業(yè)單位、社會團體和與其建立勞動關系的勞動者，訂立、履行、變更、解除或者終止勞動合同，依照本法執(zhí)行。

第三條【基本原則】訂立勞動合同，應當遵循合法、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當履行勞動合同約定的義務。

第四條【規(guī)章制度】用人單位應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利、履行勞動義務。

用人單位在制定、修改或者決定有關勞動報酬、工作時間、休息休假、勞動安全衛(wèi)生、保險福利、職工培訓、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，應當經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。

在規(guī)章制度和重大事項決定實施過程中，工會或者職工認為不適當的，有權向用人單位提出，通過協(xié)商予以修改完善。

用人單位應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。

第五條【協(xié)調勞動關系三方機制】縣級以上人民政府勞動行政部門會同工會和企業(yè)方面代表，建立健全協(xié)調勞動關系三方機制，共同研究解決有關勞動關系的重大問題。

coordinate employment relationship and shall jointly seek to solve the major problems related to employment relations.Article 6 The labor union shall assist and direct the employees when they conclude with the employers and fulfill labor contracts and establish a collective negotiation mechanism with the employers so as to maintain the lawful rights and interests of the employees.第六條【集體協(xié)商機制】工會應當幫助、指導勞動者與用人單位依法訂立和履行勞動合同，并與用人單位建立集體協(xié)商機制，維護勞動者的合法權益。

Chapter II Formation of labor contracts

第二章勞動合同的訂立

Article 7 An employer establishes an employment relationship with an employee from the date when the employer puts the employee to work.The employer shall prepare a roster of employees for inspection.Article 8 When an employer hires an employee, it shall faithfully inform him of the work contents, conditions and location, occupational harm, work safety state, remuneration, and other information which the employee requires to be informed.The employer has the right to know the basic information of the employer which is directly related to the labor contract and the employee shall faithfully provide such information.Article 9 When an employer hires an employee, it shall not detain his identity card or other certificates, nor require him to provide a guaranty or collect money or property from him under any other excuse.Article 10 A written labor contract shall be concluded in the establishment of an employment relationship.Where an employment relationship has already been established with an employee but no written labor contract has been entered simultaneously, a written labor contract shall be concluded within one month from the date when the employee begins to work.Where an employer and an employee conclude a labor contract prior to the employment, the employment relationship is established from the date when the employee begins to work.Article 11 Where an employer fails to conclude a written labor contract when the employer put his employee to work，第七條【勞動關系的建立】用人單位自用工之日起即與勞動者建立勞動關系。用人單位應當建立職工名冊備查。

第八條【用人單位的告知義務和勞動者的說明義務】用人單位招用勞動者時，應當如實告知勞動者工作內容、工作條件、工作地點、職業(yè)危害、安全生產狀況、勞動報酬，以及勞動者要求了解的其他情

況；用人單位有權了解勞動者與勞動合同直接相關的基本情況，勞動者應當如實說明。

第九條【用人單位不得扣押勞動者證件和要求提供擔?！坑萌藛挝徽杏脛趧诱撸坏每垩簞趧诱叩木用裆矸葑C和其他證件，不得要求勞動者提供擔?；蛘咭云渌x向勞動者收取財物。

第十條【訂立書面勞動合同】建立勞動關系，應當訂立書面勞動合同。

已建立勞動關系，未同時訂立書面勞動合同的，應當自用工之日起一個月內訂立書面勞動合同。

用人單位與勞動者在用工前訂立勞動合同的，勞動關系自用工之日起建立。

第十一條【未訂立書面勞動合同時勞動報酬不明確的解決】用人單位未在用工的同時訂立書面勞動

if the remuneration stipulated between the employer and the employee is not clear, the remuneration to the new employee shall conform to the provisions of the collective contract.If there is no collective contract or if there is no such stipulation in the collective contract, the principle of equal pay for equal work shall be observed.Article 12 labor contracts are classified into fix-term labor contracts, labor contracts without a fixed term, and the labor contracts that set the completion of specific tasks as the term to end contracts.Article 13 A fixed-term labor contract refers to a labor contract in which the employer and the employee stipulate the time of termination of the contract.The employer and the employee may conclude a fixed-term labor contract upon negotiation.Article 14 A labor contract without a fixed term refers to a labor contract in which the employer and the employee stipulate no certain time to end the contract.An employer and an employee may, through negotiations, conclude a labor contract without a fixed term.Under any of the following circumstances, if the employee proposes or agrees to renew or conclude a labor contract, a labor contract without a fixed term shall be concluded unless the employee proposes to conclude a fixed-term labor contract: 1.The employee has already worked for the employer for 10 full years consecutively;2.When the employer initially adopts the labor contract system or when a state-owned enterprise re-concludes the labor contract due to restructuring, the employee has already worked for this employer for 10 full years consecutively and he attains to the age which is less than 10 years up to the statutory retirement age;or 3.The labor contract is to be renewed after two fixed-term labor contracts have been concluded consecutively, and the employee is not under any of the circumstances as mentioned in Article 39 and Paragraphs(1)and(2)of Article 40 of this Law.If the employer fails to sign a written labor contract with an employee after the lapse of one full year from the date when the employee begins to work, it shall be deemed that the employer and the employee have concluded a labor contract without a fixed term.合同，與勞動者約定的勞動報酬不明確的，新招用的勞動者的勞動報酬按照集體合同規(guī)定的標準執(zhí)行；沒有集體合同或者集體合同未規(guī)定的，實行同工同酬。

第十二條【勞動合同的種類】勞動合同分為固定期限勞動合同、無固定期限勞動合同和以完成一定工作任務為期限的勞動合同。

第十三條【固定期限勞動合同】固定期限勞動合同，是指用人單位與勞動者約定合同終止時間的勞動合同。

用人單位與勞動者協(xié)商一致，可以訂立固定期限勞動合同。

第十四條【無固定期限勞動合同】無固定期限勞動合同，是指用人單位與勞動者約定無確定終止時間的勞動合同。

用人單位與勞動者協(xié)商一致，可以訂立無固定期限勞動合同。有下列情形之一，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，應當訂立無固定期限勞動合同：

（一）勞動者在該用人單位連續(xù)工作滿十年的；

（二）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十年的；

（三）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、第二項規(guī)定的情形，續(xù)訂勞動合同的。

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，視為用人單位與勞動者已訂立無固定期限勞動合同。Article 15 A labor contract that sets the completion of a specific task as the term to end the contract refers to the labor contract in which the employer and the employee stipulate that the time period of the contract shall be based on the completion of a specific task.An employer and an employee may, upon negotiation, conclude a labor contract that sets the completion of a specific task to end the contract.Article 16 A labor contract shall be agreed with by the employer and the employee and shall come into effect after the employer and the employee affix their signatures or seals to the labor contract.The employer and the employee shall each hold one copy of the labor contract.Article 17 A labor contract shall include the following clauses: 1.The employer's name, domicile, legal representative, or major person-in-charge;2.The employee's name, domicile, identity card number, or other valid identity certificate number;3.The time limit for the labor contract;4.The job descriptions and work locations;5.The work hours, break time, and vocations;6.The remunerations;7.The social security;8.The employment protection, work conditions, and protection against and prevention of occupational harm;and 9.Other items that shall be included in the labor contract under any laws or regulations.Apart from the essential clauses as prescribed in the preceding paragraph, the employer and the employee may, in the labor contract, stipulate the probation time period, training, confidentiality, supplementary insurances, welfares and benefits, and other items.Article 18 If remunerations, work conditions, and other criterions are not expressly stipulated in a labor contract and a dispute is triggered, the employer and the employee may re-negotiate the contract.If no agreement is reached through negotiations, the provisions of the collective contract shall be followed.If there is no collective contract or if there is no such stipulation about the remuneration, the principle of equal pay for equal work shall be observed.If

第十五條【以完成一定工作任務為期限的勞動合同】以完成一定工作任務為期限的勞動合同，是指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。

用人單位與勞動者協(xié)商一致，可以訂立以完成一定工作任務為期限的勞動合同。

第十六條【勞動合同的生效】勞動合同由用人單位與勞動者協(xié)商一致，并經用人單位與勞動者在勞動合同文本上簽字或者蓋章生效。

勞動合同文本由用人單位和勞動者各執(zhí)一份。

第十七條【勞動合同的內容】勞動合同應當具備以下條款：

（一）用人單位的名稱、住所和法定代表人或者主要負責人；

（二）勞動者的姓名、住址和居民身份證或者其他有效身份證件號碼；

（三）勞動合同期限；

（四）工作內容和工作地點；

（五）工作時間和休息休假；

（六）勞動報酬；

（七）社會保險；

（八）勞動保護、勞動條件和職業(yè)危害防護；

（九）法律、法規(guī)規(guī)定應當納入勞動合同的其他事項。

勞動合同除前款規(guī)定的必備條款外，用人單位與勞動者可以約定試用期、培訓、保守秘密、補充保險和福利待遇等其他事項。

第十八條【勞動合同對勞動報酬和勞動條件約定不明確的解決】勞動合同對勞動報酬和勞動條件等標準約定不明確，引發(fā)爭議的，用人單位與勞動者可

以重新協(xié)商；協(xié)商不成的，適用集體合同規(guī)定；沒有集體合同或者集體合同未規(guī)定勞動報酬的，實行同工同酬；沒有集體合同或者集體合同未規(guī)定勞動條件等標準的，適用國家有關規(guī)定。there is no collective contract or if there is no such stipulation about the work conditions and other criterions in the collective contract, the relevant provisions of the state shall be followed.Article 19 If the term of a labor contract is not less than 3 months but less than 1 year, the probation period shall not exceed one month.If the term of a labor contract is not less than one year but less than 3 years, the probation period shall not exceed 2 months.For a labor contract with a fixed term of 3 years or more or without a fixed term, the probation term shall not exceed 6 months.An employer can only impose one probation time period on an employee.For a labor contract that sets the completion of a specific task as the term to end the contract or with a fixed term of less than 3 months, no probation period may be stipulated.The probation period shall be included in the term of a labor contract.If a labor contract only provides the term of probation, the probation shall be null and void and the term of the probation shall be treated as the term of the labor contract.Article 20 The wage of an employee during the probation period shall not be lower than the minimum wage for the same position of the same employer or lower than 80% of the wage stipulated in the labor contract, nor may it be lower than the minimum wage of the locality where the employer is located.Article 21 During the probation period, except when the employee is under any of the circumstances as described in Article 39 and Article 40(i)and(ii), the employer shall not dissolve the labor contract.If an employer dissolves a labor contract during the probation period, it shall make an explanation.Article 22 Where an employer pays special training expenses for the special technical training of his employees, the employer may enter an agreement with his employees to specify their service time period.If an employee violates the stipulation regarding the service time period, he shall pay the employer a penalty for breach of contract.The amount of penalty for breach of contract

第十九條【試用期】勞動合同期限三個月以上不滿一年的，試用期不得超過一個月；勞動合同期限一年以上不滿三年的，試用期不得超過二個月；三年以上固定期限和無固定期限的勞動合同，試用期不得超過六個月。

同一用人單位與同一勞動者只能約定一次試用期。

以完成一定工作任務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。

試用期包含在勞動合同期限內。勞動合同僅約定試用期的，試用期不成立，該期限為勞動合同期限。

第二十條【試用期工資】勞動者在試用期的工資不得低于本單位相同崗位最低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的最低工資標準。

第二十一條【試用期內解除勞動合同】在試用期中，除勞動者有本法第三十九條和第四十條第一項、第二項規(guī)定的情形外，用人單位不得解除勞動合同。用人單位在試用期解除勞動合同的，應當向勞動者說明理由。

第二十二條【服務期】用人單位為勞動者提供專項培訓費用，對其進行專業(yè)技術培訓的，可以與該勞動者訂立協(xié)議，約定服務期。

勞動者違反服務期約定的，應當按照約定向用人單位支付違約金。違約金的數額不得超過用人單位提供的培訓費用。用人單位要求勞動者支付的違約金不得超過服務期尚未履行部分所應分攤的培訓費用。

用人單位與勞動者約定服務期的，不影響按照正

shall not exceed the training fees provided by the employer.The penalty for breach of a contract in which the employer requires the employee to pay shall not exceed the training expenses attributable to the service time period that is unfulfilled.The service time period stipulated by the employer and the employee does not affect the promotion of the remuneration of the employee during the probation period under the normal wage adjustment mechanism.Article 23 An employer may enter an agreement with his employees in the labor contract to require his employees to keep the business secrets and intellectual property of the employer confidential.For an employee who has the obligation of keeping confidential, the employer and the employee may stipulate non-competition clauses in the labor contract or in the confidentiality agreement and come to an agreement that, when the labor contract is dissolved or terminated, the employee shall be given economic compensations within the non-competition period.If the employee violates the stipulation of non-competition, it shall pay the employer a penalty for breaching the contract.Article 24 The persons who should be subject to non-competition shall be limited to the senior mangers, senior technicians, and the other employees, who have the obligation to keep secrets, of employers.The scope, geographical range and time limit for non-competition shall be stipulated by the employer and the employee.The stipulation on non-competition shall not be contrary to any laws or regulations.After the dissolution or termination of a labor contract, the non-competition period for any of the persons as mentioned in the preceding paragraph to work in any other employer producing or engaging in products of the same category or engaging in business of the same category as this employer shall not exceed two years.Article 25 Except for the circumstances as prescribed in Articles 22 and 23 of this Law, the employer shall not stipulate with the employee that the employee shall pay the penalty for breaching contract.Article 26 The following labor contracts are invalid or are 常的工資調整機制提高勞動者在服務期期間的勞動報酬。

第二十三條【保密義務和競業(yè)限制】用人單位與勞動者可以在勞動合同中約定保守用人單位的商業(yè)秘密和與知識產權相關的保密事項。

對負有保密義務的勞動者，用人單位可以在勞動合同或者保密協(xié)議中與勞動者約定競業(yè)限制條款，并約定在解除或者終止勞動合同后，在競業(yè)限制期限內按月給予勞動者經濟補償。勞動者違反競業(yè)限制約定的，應當按照約定向用人單位支付違約金。

第二十四條【競業(yè)限制的范圍和期限】競業(yè)限制的人員限于用人單位的高級管理人員、高級技術人員和其他負有保密義務的人員。競業(yè)限制的范圍、地域、期限由用人單位與勞動者約定，競業(yè)限制的約定不得違反法律、法規(guī)的規(guī)定。

在解除或者終止勞動合同后，前款規(guī)定的人員到與本單位生產或者經營同類產品、從事同類業(yè)務的有競爭關系的其他用人單位，或者自己開業(yè)生產或者經營同類產品、從事同類業(yè)務的競業(yè)限制期限，不得超過二年。

第二十五條【違約金】除本法第二十二條和第二十三條規(guī)定的情形外，用人單位不得與勞動者約定由勞動者承擔違約金。

第二十六條【勞動合同的無效】下列勞動合同

partially invalid if: 1.a party employs the means of deception or coercion or takes advantage of the other party's difficulties to force the other party to conclude a labor contract or to make an amendment to a labor contract, which is contrary to his will;2.an employer disclaims its legal liability or denies the employee's rights;or 3.the mandatory provisions of laws or administrative regulations are violated.If there is any dispute over the invalidating or partially invalidating of a labor contract, the dispute shall be settled by the labor dispute arbitration institution or by the people's court.Article 27 The invalidity of any part of a labor contract does not affect the validity of the other parts of the contract.The other parts shall still remain valid.Article 28 If a labor contract has been confirmed to be invalid, the employer shall pay remunerations to his employees who have labored for the employer.The amount of remunerations shall be determined by analogy to the remuneration to the employees taking up the same or similar positions of the employer.Chapter III Fulfillment and Change of labor contracts

Article 29 An employer and an employee shall, according to the stipulations of the labor contract, fully perform their respective obligations.Article 30 An employer shall, under the contractual stipulations and the provisions of the state, timely pay its employees the full amount of remunerations.Where an employer defers paying or fails to pay the full amount of remunerations, the employees may apply to the local people's court for an order of payment.The people's court shall issue an order of payment according to the law.Article 31 An employer shall strictly execute the criterion on production quota, it shall not force any of its employees to work overtime or make any of his employees to do so in a disguised form.If an employer arranges overtime work, it shall pay its employee for the overtime work according to

無效或者部分無效：

（一）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；

（二）用人單位免除自己的法定責任、排除勞動者權利的；

（三）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或者人民法院確認。

第二十七條【勞動合同部分無效】勞動合同部分無效，不影響其他部分效力的，其他部分仍然有效。

第二十八條【勞動合同無效后勞動報酬的支付】勞動合同被確認無效，勞動者已付出勞動的，用人單位應當向勞動者支付勞動報酬。勞動報酬的數額，參照本單位相同或者相近崗位勞動者的勞動報酬確定。

第三章勞動合同的履行和變更

第二十九條【勞動合同的履行】用人單位與勞動者應當按照勞動合同的約定，全面履行各自的義務。

第三十條【勞動報酬】用人單位應當按照勞動合同約定和國家規(guī)定，向勞動者及時足額支付勞動報酬。

用人單位拖欠或者未足額支付勞動報酬的，勞動者可以依法向當地人民法院申請支付令，人民法院應當依法發(fā)出支付令。

第三十一條【加班】用人單位應當嚴格執(zhí)行勞動定額標準，不得強迫或者變相強迫勞動者加班。用人單位安排加班的，應當按照國家有關規(guī)定向勞動者支付加班費。

the relevant provisions of the state.Article 32 If an employee refuses to perform the dangerous operations ordered by the manager of his employer who violates the safety regulations or forces the employee to risk his life, the employee shall not be deemed to have violated the labor contract.第三十二條【勞動者拒絕違章指揮、強令冒險作業(yè)】勞動者拒絕用人單位管理人員違章指揮、強令冒險作業(yè)的，不視為違反勞動合同。

勞動者對危害生命安全和身體健康的勞動條件，有權對用人單位提出批評、檢舉和控告。

An employee may criticize, expose to the authorities, or charge against the employer if the work conditions may endanger his life and health.Article 33 An employer's change of its name, legal representative, key person-in-charge, or investor shall not affect the fulfillment of the labor contracts.Article 34 In case of merger or split the original labor contracts of the employer still remain valid.Such labor contracts shall be performed by the new employer who succeeds the rights and obligations of the aforesaid employer.Article 35 An employer and an employee may modify the contents stipulated in the labor contract if they so agree upon negotiations.The modifications to the labor contract shall be made in writing.The employer and the employee shall each hold one copy of the modified labor contract.Chapter IV Dissolution and Termination of labor contracts

Article 36 An employer and an employee may dissolve the labor contract if they so agree upon negotiations.Article 37 An employee may dissolve the labor contract if he notifies in writing the employer 30 days in advance.During the probation period, an employee may dissolve the labor contract if he notifies the employer 3 days in advance.Article 38 Where an employer is under any of the following circumstances, its employees may dissolve the labor contract: 1.It fails to provide labor protection or work conditions as stipulated in the labor contract;2.It fails to timely pay the full amount of remunerations;

第三十三條【用人單位名稱、法定代表人等的變更】用人單位變更名稱、法定代表人、主要負責人或者投資人等事項，不影響勞動合同的履行。

第三十四條【用人單位合并或者分立】用人單位發(fā)生合并或者分立等情況，原勞動合同繼續(xù)有效，勞動合同由承繼其權利和義務的用人單位繼續(xù)履行。

第三十五條【勞動合同的變更】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容。變更勞動合同，應當采用書面形式。

變更后的勞動合同文本由用人單位和勞動者各執(zhí)一份。

第四章勞動合同的解除和終止

第三十六條【協(xié)商解除勞動合同】用人單位與勞動者協(xié)商一致，可以解除勞動合同。

第三十七條【勞動者提前通知解除勞動合同】勞動者提前三十日以書面形式通知用人單位，可以解除勞動合同。勞動者在試用期內提前三日通知用人單位，可以解除勞動合同。

第三十八條【勞動者單方解除勞動合同】用人單位有下列情形之一的，勞動者可以解除勞動合同：

（一）未按照勞動合同約定提供勞動保護或者勞動條件的；

（二）未及時足額支付勞動報酬的；

（三）未依法為勞動者繳納社會保險費的；

3.It fails to pay social security premiums for the employees;4.The rules and procedures set up by the employer are contrary to any law or regulation and impair the rights and interests of the employees;5.The labor contract is invalidated due to the circumstance as mentioned in Article 26(1)of this Law;or 6.Any other circumstances prescribed by other laws or administrative regulations that authorize employees to dissolve labor contracts.If an employer forces any employee to work by the means of violence, threat, or illegally restraining personal freedom, or an employer violates the safety regulations to order or forces any employee to perform dangerous operations that endanger the employee's personal life, the employee may immediately dissolve the labor contract without notifying the employer in advance.Article 39 Where an employee is under any of the following circumstances, his employer may dissolve the labor contract: 1.It is proved that the employee does not meet the recruitment conditions during the probation period;2.The employee seriously violates the rules and procedures set up by the employer;3.The employee causes any severe damage to the employer because he seriously neglects his duties or seeks private benefits;4.The employee simultaneously enters an employment relationship with other employers and thus seriously affects his completion of the tasks of the employer, or the employee refuses to make the ratification after his employer points out the problem;5.The labor contract is invalidated due to the circumstance as mentioned in Item(1), paragraph 1, Article 26 of this Law;or 6.The employee is under investigation for criminal liabilities according to law.Article 40 Under any of the following circumstances, the employer may dissolve the labor contract if it notifies the employee in writing 30 days in advance or after it pays the employee an extra month's wages: 1.The employee is sick or is injured for a non-work-related reason and cannot resume his original position after the expiration of the prescribed time period for medical treatment, nor can he assume any other position arranged by the employer;2.The employee is incompetent to his position or is still so

（四）用人單位的規(guī)章制度違反法律、法規(guī)的規(guī)定，損害勞動者權益的；

（五）因本法第二十六條第一款規(guī)定的情形致使勞動合同無效的；

（六）法律、行政法規(guī)規(guī)定勞動者可以解除勞動合同的其他情形。

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，或者用人單位違章指揮、強令冒險作業(yè)危及勞動者人身安全的，勞動者可以立即解除勞動合同，不需事先告知用人單位。

第三十九條【用人單位單方解除勞動合同（過失性辭退）】勞動者有下列情形之一的，用人單位可以解除勞動合同：

（一）在試用期間被證明不符合錄用條件的；

（二）嚴重違反用人單位的規(guī)章制度的；

（三）嚴重失職，營私舞弊，給用人單位造成重大損害的；

（四）勞動者同時與其他用人單位建立勞動關系，對完成本單位的工作任務造成嚴重影響，或者經用人單位提出，拒不改正的；

（五）因本法第二十六條第一款第一項規(guī)定的情形致使勞動合同無效的；

（六）被依法追究刑事責任的。

第四十條【無過失性辭退】有下列情形之一的，用人單位提前三十日以書面形式通知勞動者本人或者額外支付勞動者一個月工資后，可以解除勞動合同：

（一）勞動者患病或者非因工負傷，在規(guī)定的醫(yī)療期滿后不能從事原工作，也不能從事由用人單位另行安排的工作的；

（二）勞動者不能勝任工作，經過培訓或者調整工作崗位，仍不能勝任工作的；

（三）勞動合同訂立時所依據的客觀情況發(fā)生重

after training or changing his position;or 3.The objective situation, on which the conclusion of the labor contract is based, has changed considerably, the labor contract is unable to be performed and no agreement on changing the contents of the labor contract is reached after negotiations between the employer and the employee.Article 41 Under any of the following circumstances, if it is necessary to lay off 20 or more employees, or if it is necessary to lay off less than 20 employees but the layoff accounts for 10% of the total number of the employees, the employer shall, 30 days in advance, make an explanation to the labor union or to all its employees.After it has solicited the opinions from the labor union or of the employees, it may lay off the number of employees upon reporting the employee reduction plan to the labor administrative department:

1.It is under revitalization according to the Enterprise Bankruptcy Law;2.It encounters serious difficulties in production and business operation;3.The enterprise changes products, makes important technological renovation, or adjusts the methods of its business operation, and it is still necessary to lay off the number of employees after changing the labor contract;or 4.The objective economic situation, on which the labor contract is based, has changed considerably and the employer is unable to perform the labor contract.The following employees shall be given a priority to be kept when the employer cuts down the number of employees: 1.Those who have concluded a fixed-term labor contract with a long time period 2.Those who have concluded a labor contract without fixed term;and 3.Those whose family has no other employee and has the aged or minors to support.If the employer intends to hire new employees within 6 months after it cuts down the number of employees according to the first paragraph of this Article, it shall notify the employees cut down and shall, in the equal conditions, give a priority to the employees cut down.Article 42 An employer shall not dissolve the labor contract under Articles 40 and 41 of this Law if any of its employee: 1.is engaging in operations exposing him to occupational disease hazards and has not undergone an occupational

大變化，致使勞動合同無法履行，經用人單位與勞動者協(xié)商，未能就變更勞動合同內容達成協(xié)議的。

第四十一條【經濟性裁員】有下列情形之一，需要裁減人員二十人以上或者裁減不足二十人但占企業(yè)職工總數百分之十以上的，用人單位提前三十日向工會或者全體職工說明情況，聽取工會或者職工的意見后，裁減人員方案經向勞動行政部門報告，可以裁減人員：

（一）依照企業(yè)破產法規(guī)定進行重整的；

（二）生產經營發(fā)生嚴重困難的；

（三）企業(yè)轉產、重大技術革新或者經營方式調整，經變更勞動合同后，仍需裁減人員的；

（四）其他因勞動合同訂立時所依據的客觀經濟情況發(fā)生重大變化，致使勞動合同無法履行的。

裁減人員時，應當優(yōu)先留用下列人員：

（一）與本單位訂立較長期限的固定期限勞動合同的；

（二）與本單位訂立無固定期限勞動合同的；

（三）家庭無其他就業(yè)人員，有需要扶養(yǎng)的老人或者未成年人的。

用人單位依照本條第一款規(guī)定裁減人員，在六個月內重新招用人員的，應當通知被裁減的人員，并在同等條件下優(yōu)先招用被裁減的人員。

第四十二條【用人單位不得解除勞動合同的情形】勞動者有下列情形之一的，用人單位不得依照本法第四十條、第四十一條的規(guī)定解除勞動合同：

（一）從事接觸職業(yè)病危害作業(yè)的勞動者未進行

health check-up before he leaves his position, or is suspected of having an occupational disease and is under diagnosis or medical observation;2.has been confirmed as having lost or partially lost his capacity to work due to an occupational disease or a work-related injury during his employment with the employer;3.has contracted an illness or sustained a non-work-related injury and the proscribed time period of medical treatment has not expired;4.is a female who is 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;or 6.finds himself in other circumstances under which an employer shall not dissolve the labor contract as proscribed in laws or administrative regulations

Article 43 Where an employer unilaterally dissolves a labor contract, it shall notify the labor union of the reasons in advance.If the employer violates any laws, administrative regulation, or stipulations of the labor contract, the labor union has the power to require the employer to make ratification.The employer shall consider the opinions of the labor union and notify the labor union of the relevant result in writing.Article 44 A labor contract may be terminated under any of the following circumstances: 1.the term of a labor contract has expired;2.the employee has begun to enjoy the basic benefits of his pension;3.the employee is deceased, or is declared dead or missing by the people's court;4.the employer is declared bankrupt;5.the employer's business license is revoked or the employer is ordered to close down its business or to dissolve its business entity, or the employer makes a decision to liquidate its business ahead of the schedule;or 6.other circumstances proscribed by other laws or administrative regulations.Article 45 If a labor contract expires and it is under any of the circumstances as described in Article 42 of this Law, the term of labor contract shall be extended until the disappearance of the relevant circumstance.However, the matters relating to the termination of the labor contract of an employee who has lost or partially lost his capacity to work as prescribed in Article 42(ii)of this Law shall be

離崗前職業(yè)健康檢查，或者疑似職業(yè)病病人在診斷或者醫(yī)學觀察期間的；

（二）在本單位患職業(yè)病或者因工負傷并被確認喪失或者部分喪失勞動能力的；

（三）患病或者非因工負傷，在規(guī)定的醫(yī)療期內的；

（四）女職工在孕期、產期、哺乳期的；

（五）在本單位連續(xù)工作滿十五年，且距法定退休年齡不足五年的；

（六）法律、行政法規(guī)規(guī)定的其他情形。

第四十三條【工會在勞動合同解除中的監(jiān)督作用】用人單位單方解除勞動合同，應當事先將理由通知工會。用人單位違反法律、行政法規(guī)規(guī)定或者勞動合同約定的，工會有權要求用人單位糾正。用人單位應當研究工會的意見，并將處理結果書面通知工會。

第四十四條【勞動合同的終止】有下列情形之一的，勞動合同終止：

（一）勞動合同期滿的；

（二）勞動者開始依法享受基本養(yǎng)老保險待遇的；

（三）勞動者死亡，或者被人民法院宣告死亡或者宣告失蹤的；

（四）用人單位被依法宣告破產的；

（五）用人單位被吊銷營業(yè)執(zhí)照、責令關閉、撤銷或者用人單位決定提前解散的；

（六）法律、行政法規(guī)規(guī)定的其他情形。

第四十五條【勞動合同的逾期終止】勞動合同期滿，有本法第四十二條規(guī)定情形之一的，勞動合同應當續(xù)延至相應的情形消失時終止。但是，本法第四十二條第二項規(guī)定喪失或者部分喪失勞動能力勞動者的勞動合同的終止，按照國家有關工傷保險的規(guī)定執(zhí)行。

handled according to the pertinent provisions on work-related injury insurance.Article 46 The employer shall, under any of the following circumstances, pay the employee an economic compensation: 1.The employee dissolves the labor contract in pursuance of Article 38 of this Law;2.The employer proposes to dissolve the labor contract, and it reaches an agreement with the employee on the dissolution through negotiations;3.The employer dissolves the labor contract according to Article 40 of this Law;4.The employer dissolves the labor contract according to the first Paragraph of Article 41 of this Law;or 5.The termination of a fixed-term labor contract according to Article 44(i)of this Law unless the employee refuses 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 labor contract is terminated according to Article 44(iv)and(v)of this Law;or 7.Other circumstances as proscribed in other laws and administrative regulations.Article 47 An employee shall be given an economic compensation based on the number of years he has worked for the employer and at the rate of one month's wage for each full year he worked.Any period of not less than six months but less than one year shall be counted as one year.The economic compensations payable to an employee for any period of less than six months shall be one-half of his monthly wages.If the monthly wage of an employee is higher than three times the average monthly wage of employees declared by the people's government at the level of municipality directly under the central government or at the level of a districted city where the employer is located, the rate for the economic compensations to be paid to him shall be three times the average monthly wage of employees and shall be for no more than 12 years of his work.The term of “monthly wage” mentioned in this Article refers to the employee's average monthly wage for the 12 months prior to the dissolution or termination of his labor contract.Article 48 If an employer dissolves or terminates a labor contract in violation of this Law but the employee demands

第四十六條【經濟補償】有下列情形之一的，用人單位應當向勞動者支付經濟補償：

（一）勞動者依照本法第三十八條規(guī)定解除勞動合同的；

（二）用人單位依照本法第三十六條規(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；

（三）用人單位依照本法第四十條規(guī)定解除勞動合同的；

（四）用人單位依照本法第四十一條第一款規(guī)定解除勞動合同的；

（五）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，依照本法第四十四條第一項規(guī)定終止固定期限勞動合同的；

（六）依照本法第四十四條第四項、第五項規(guī)定終止勞動合同的；

（七）法律、行政法規(guī)規(guī)定的其他情形。

第四十七條【經濟補償的計算】經濟補償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濟補償。

勞動者月工資高于用人單位所在直轄市、設區(qū)的市級人民政府公布的本地區(qū)上職工月平均工資三倍的，向其支付經濟補償的標準按職工月平均工資三倍的數額支付，向其支付經濟補償的年限最高不超過十二年。

本條所稱月工資是指勞動者在勞動合同解除或者終止前十二個月的平均工資。

第四十八條【違法解除或者終止勞動合同的法律后果】用人單位違反本法規(guī)定解除或者終止勞動合 the continuous fulfillment of the contract, the employer shall do so.If the employee does not demand the continuous fulfillment of the contract or if the continuous fulfillment of the labor contract is impossible, the employer shall pay compensation to the employee according to Article 87 of this Law.Article 49 The State shall take measures to establish and improve a comprehensive system to ensure that the employees' social security relationship can be transferred from one region to another and can be continued after the transfer.Article 50 At the time of dissolution or termination of a labor contract, the employer shall issue a document to prove the dissolution or termination of the labor contract and complete, within 15 days, the procedures for the transfer of the employee's personal file and social security relationship.The employee shall complete the procedures for the handover of his work as agreed upon between both parties.If relevant provisions of this Law require the employer to pay an economic compensation, it shall make a payment upon completion of the procedures for the handover of the employee's work.The employer shall preserve the labor contracts, which have been dissolved or terminated, for not less than two years for reference purposes.Chapter V Special Provisions Section 1 Collective Contracts Article 51 The employees of an enterprise may get together as a party to negotiate with their employer to conclude a collective contract on the matters of remuneration, working hours, breaks, vacations, work safety and hygiene, insurance, benefits, etc.The draft of the collective contract shall be presented to the general assembly of employees or all the employees for discussion and approval.A collective contract may be concluded by the labor union on behalf of the employees of enterprise with the employer.If the enterprise does not have a labor union yet, the

同，勞動者要求繼續(xù)履行勞動合同的，用人單位應當繼續(xù)履行；勞動者不要求繼續(xù)履行勞動合同或者勞動合同已經不能繼續(xù)履行的，用人單位應當依照本法第八十七條規(guī)定支付賠償金。

第四十九條【社會保險關系跨地區(qū)轉移接續(xù)】國家采取措施，建立健全勞動者社會保險關系跨地區(qū)

轉移接續(xù)制度。

第五十條【勞動合同解除或者終止后雙方的義務】用人單位應當在解除或者終止勞動合同時出具解除或者終止勞動合同的證明，并在十五日內為勞動者辦理檔案和社會保險關系轉移手續(xù)。

勞動者應當按照雙方約定，辦理工作交接。用人單位依照本法有關規(guī)定應當向勞動者支付經濟補償的，在辦結工作交接時支付。

用人單位對已經解除或者終止的勞動合同的文

本，至少保存二年備查。

第五章特別規(guī)定

第一節(jié) 集體合同

第五十一條【集體合同的訂立和內容】企業(yè)職工一方與用人單位通過平等協(xié)商，可以就勞動報酬、工作時間、休息休假、勞動安全衛(wèi)生、保險福利等事項訂立集體合同。集體合同草案應當提交職工代表大會或者全體職工討論通過。

集體合同由工會代表企業(yè)職工一方與用人單位訂立；尚未建立工會的用人單位，由上級工會指導勞動者推舉的代表與用人單位訂立。contract may be concluded between the employer and the representatives chosen by the employees under the guidance of the labor union at the next higher level.Article 52 The employees of an enterprise as a party may negotiate with the employer to enter specialized collective contracts regarding the issues of the work safety and hygiene, protection of the rights and interests of female employees, the wage adjustment mechanism, etc.Article 53 Industrial or regional collective contracts may be concluded between the labor unions and the representatives of enterprises in industries such as construction, mining, catering services, etc.in the regions at or below the county level.Article 54 After a collective contract has been concluded, it shall be submitted to the labor administrative department.The collective contract shall become effective after the lapse of 15 days from the date of receipt thereof by the labor administrative department, unless the said department raises any objections to the contract.A collective contract that has been concluded according to law is binding on both the employer and the employees.An industrial or regional collective contract is binding on both the employers and employees in the local industry or the region.Article 55 The standards for remunerations, working conditions, etc.as stipulated in a collective contract shall not be lower than the minimum criterions as prescribed by the local people's government.The standards for remunerations, working conditions, etc.as stipulated in the labor contract between an employer and an employee shall not be lower than those as specified 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 labor union may, according to law, require the employer to bear the liability.If a dispute arising from the performance of the collective contract is not resolved after negotiations, the labor union may apply for arbitration or lodge a lawsuit in pursuance of law.第五十二條【專項集體合同】企業(yè)職工一方與用人單位可以訂立勞動安全衛(wèi)生、女職工權益保護、工資調整機制等專項集體合同。

第五十三條【行業(yè)性集體合同、區(qū)域性集體合同】在縣級以下區(qū)域內，建筑業(yè)、采礦業(yè)、餐飲服務

業(yè)等行業(yè)可以由工會與企業(yè)方面代表訂立行業(yè)性集體合同，或者訂立區(qū)域性集體合同。

第五十四條【集體合同的報送和生效】集體合同訂立后，應當報送勞動行政部門；勞動行政部門自收到集體合同文本之日起十五日內未提出異議的，集體合同即行生效。

依法訂立的集體合同對用人單位和勞動者具有約束力。行業(yè)性、區(qū)域性集體合同對當地本行業(yè)、本區(qū) 域的用人單位和勞動者具有約束力。

第五十五條【集體合同中勞動報酬、勞動條件等標準】集體合同中勞動報酬和勞動條件等標準不得低于當地人民政府規(guī)定的最低標準；用人單位與勞動者訂立的勞動合同中勞動報酬和勞動條件等標準不得低于集體合同規(guī)定的標準。

第五十六條【集體合同糾紛和法律救濟】用人單位違反集體合同，侵犯職工勞動權益的，工會可以依法要求用人單位承擔責任；因履行集體合同發(fā)生爭

議，經協(xié)商解決不成的，工會可以依法申請仲裁、提起訴訟。Section 2 Worker Dispatch Service

第二節(jié) 勞務派遣

Article 57 A worker dispatch service provider shall be established according to the Company Law and have a registered capital of not less than RMB 500,000 yuan.第五十七條【勞務派遣單位的設立】勞務派遣單位應當依照公司法的有關規(guī)定設立，注冊資本不得少于五十萬元。

Article 58 Worker dispatch service providers are employers

第五十八條【勞務派遣單位、用工單位及勞動as mentioned in this Law and shall perform an employer's obligations for its employees.The labor contract between a worker dispatch service provider and a worker to be dispatched shall, in addition to the matters specified in Article 17 of this law, specify such matters as the entity to which the worker will be dispatched, the term of dispatch, positions, etc.The labor contracts between a worker dispatch service provider and the workers to be dispatched shall be fixed-term labor contract with a term of not less than two years.The worker dispatch service provider shall pay the remunerations on a monthly basis.During the time period when there is no work for the workers, the worker dispatch service provider shall compensate the workers on monthly basis at the minimum wage prescribed by the people's government of the place where the worker dispatch service provider is located.Article 59 To dispatch workers, a worker dispatch service provider shall enter into dispatch agreements with the entity that accepts the workers under the dispatch arrangement(hereinafter referred to as the “accepting entity”).The dispatch agreements shall stipulate the positions to which the workers are dispatched, the number of persons to be dispatched, the term of dispatch, the amounts and terms of payments of remunerations and social security premiums, and the liability for breach of agreement.An accepting entity shall decide with the worker service dispatch provider on the term of dispatch based on the actual requirements of the positions, and it shall not dismember a continuous term of labor use into two or more short-term dispatch agreements.Article 60 A worker dispatch service provider shall inform the workers dispatched of the content of the dispatch agreements.No worker dispatch service provider may skimp any remuneration that an accepting entity pays to the workers

者的權利義務】勞務派遣單位是本法所稱用人單位，應當履行用人單位對勞動者的義務。勞務派遣單位與被派遣勞動者訂立的勞動合同，除應當載明本法第十七條規(guī)定的事項外，還應當載明被派遣勞動者的用工單位以及派遣期限、工作崗位等情況。

勞務派遣單位應當與被派遣勞動者訂立二年以上的固定期限勞動合同，按月支付勞動報酬；被派遣勞動者在無工作期間，勞務派遣單位應當按照所在地人

民政府規(guī)定的最低工資標準，向其按月支付報酬。

第五十九條【勞務派遣協(xié)議】勞務派遣單位派遣勞動者應當與接受以勞務派遣形式用工的單位（以下稱用工單位）訂立勞務派遣協(xié)議。勞務派遣協(xié)議應當約定派遣崗位和人員數量、派遣期限、勞動報酬和社會保險費的數額與支付方式以及違反協(xié)議的責任。

用工單位應當根據工作崗位的實際需要與勞務派遣單位確定派遣期限，不得將連續(xù)用工期限分割訂立

數個短期勞務派遣協(xié)議。

第六十條【勞務派遣單位的告知義務】勞務派遣單位應當將勞務派遣協(xié)議的內容告知被派遣勞動

者。

勞務派遣單位不得克扣用工單位按照勞務派遣協(xié)議支付給被派遣勞動者的勞動報酬。

勞務派遣單位和用工單位不得向被派遣勞動者收

according to the dispatch agreement.No worker dispatch service provider or accepting entity may charge any fee against any dispatched worker.取費用。

Article 61 If a worker dispatch service provider assigns a worker to an accepting entity in another region, the worker's remuneration and work conditions shall be in line with the

第六十一條【跨地區(qū)派遣勞動者的勞動報酬、勞動條件】勞務派遣單位跨地區(qū)派遣勞動者的，被派遣勞動者享有的勞動報酬和勞動條件，按照用工單位relevant standards of the place where the accepting entity is located.Article 62 An accepting entity shall perform the following obligations: 1.To implement state labor standards and provide the corresponding working conditions and labor protection;2.To communicate the job requirements and labor compensations for the dispatched workers;3.To pay overtime remunerations and performance bonuses and provide benefits relevant to the position;4.To provide the dispatched employees who assume the positions with required training;and 5.To implement a normal wage adjustment system in the case of continuous dispatch.No accepting entity may in turn dispatch the workers to any other employer.Article 63 The workers dispatched shall have the right to receive the same pay as that received by employees of the accepting entity for the same work.If an accepting entity has no employee in the same position, the remunerations shall be determined with reference to that paid in the place where the accepting entity is located to employees at the same or a similar position.Article 64 The workers dispatched have the right to join the labor union of the worker dispatch service provider or of the accepting entity or to organize such unions, so as to protect their own lawful rights and interests.Article 65 A worker dispatched may, according to Articles 36 and 38 of this Law, dissolve the labor contract between him and the worker dispatch service provider.Where a worker dispatched is under any of the circumstances as mentioned in Article 39 and Article 40(i)and(ii), the accepting entity may return the worker to the

所在地的標準執(zhí)行。

第六十二條【用工單位的義務】用工單位應當履行下列義務：

（一）執(zhí)行國家勞動標準，提供相應的勞動條件和勞動保護；

（二）告知被派遣勞動者的工作要求和勞動報酬；

（三）支付加班費、績效獎金，提供與工作崗位相關的福利待遇；

（四）對在崗被派遣勞動者進行工作崗位所必需的培訓；

（五）連續(xù)用工的，實行正常的工資調整機制。

用工單位不得將被派遣勞動者再派遣到其他用人單位。

第六十三條【被派遣勞動者同工同酬】被派遣勞動者享有與用工單位的勞動者同工同酬的權利。用工單位無同類崗位勞動者的，參照用工單位所在地相同或者相近崗位勞動者的勞動報酬確定。

第六十四條【被派遣勞動者參加或者組織工會】被派遣勞動者有權在勞務派遣單位或者用工單位依法參加或者組織工會，維護自身的合法權益。

第六十五條【勞務派遣中解除勞動合同】被派遣勞動者可以依照本法第三十六條、第三十八條的規(guī)定與勞務派遣單位解除勞動合同。

被派遣勞動者有本法第三十九條和第四十條第一項、第二項規(guī)定情形的，用工單位可以將勞動者退回勞務派遣單位，勞務派遣單位依照本法有關規(guī)定，可以與勞動者解除勞動合同。

worker dispatch service provider, the worker dispatch service provider may dissolve the labor contract with the worker.Article 66 The worker dispatch services shall normally be used for temporary, auxiliary, or substituting positions.Article 67 No accepting entity may establish any worker dispatch service to dispatch the workers to itself and to its subsidiaries.Section 3 Part-time Employments Article 68 The “part-time employment” is a form of labor in which the remuneration is mainly calculated on hourly basis, the average working hours of a worker per day shall not exceed 4 hours, and the aggregate working hours per week for the same employer shall not exceed 24 hours.Article 69 Both parties to a part-time employment may reach an oral agreement.A worker who engages in part-time employment may conclude a labor contract with one or more employers, but a labor contract concluded subsequently may not prejudice the performance of a labor contract previously concluded.Article 70 No probation period may be stipulated by both parties for a part-time employment.Article 71 Either of the parties to part-time employment may inform the other party of the termination of labor at any time.Upon the termination of a part-time employment, the employer will pay no economic compensation to the employee.Article 72 The criterions for the calculation of part-time employment on hourly basis shall not be lower than the minimum hourly wage prescribed by the people's government of the place where the employer is located.The maximum remuneration settlement and payment cycle for part-time employment shall not exceed 15 days.第六十六條【勞務派遣的適用崗位】勞務派遣一般在臨時性、輔助性或者替代性的工作崗位上實施。

第六十七條【用人單位不得自設勞務派遣單

位】用人單位不得設立勞務派遣單位向本單位或者所屬單位派遣勞動者。

第三節(jié) 非全日制用工

第六十八條【非全日制用工的概念】非全日制用工，是指以小時計酬為主，勞動者在同一用人單位

一般平均每日工作時間不超過四小時，每周工作時間累計不超過二十四小時的用工形式。

第六十九條【非全日制用工的勞動合同】非全日制用工雙方當事人可以訂立口頭協(xié)議。

從事非全日制用工的勞動者可以與一個或者一個

以上用人單位訂立勞動合同；但是，后訂立的勞動合同不得影響先訂立的勞動合同的履行。

第七十條【非全日制用工不得約定試用期】非全日制用工雙方當事人不得約定試用期。

第七十一條【非全日制用工的終止用工】非全日制用工雙方當事人任何一方都可以隨時通知對方終

止用工。終止用工，用人單位不向勞動者支付經濟補償。

第七十二條【非全日制用工的勞動報酬】非全日制用工小時計酬標準不得低于用人單位所在地人民政府規(guī)定的最低小時工資標準。

非全日制用工勞動報酬結算支付周期最長不得超過十五日。Chapter VI Supervision and Inspection Article 73 The labor administrative department of the State Council shall be responsible for the supervision and inspection of the implementation of the system of labor contracts throughout the country.The labor administrative department of the local people's governments at the county level and above shall be responsible for the supervision and inspection of the implementation of the system of labor contracts within their respective administrative areas.During the supervision and inspection of the implementation of the system of labor contracts, the labor administrative departments of the people's governments at the county level and above shall solicit the opinions of the labor unions, enterprise representatives and relevant industrial administrative departments.Article 74 The labor administrative department of the local people's government at the county level or above shall exercise supervision and inspection in respect of the implementation of the system of labor contracts: 1.The employers' formulation of rules and regulations directly related to the interests of workers, and the implementation thereof;2.The formation and dissolution of labor contracts by employers and workers;3.The compliance with relevant regulations on dispatch by worker dispatch service providers and the accepting entities;4.The employers' compliance with provisions of the state on workers' working hours, breaks and vacations;5.The employers' payment for remuneration as specified in the labor contracts and compliance with the minimum wage criterions;6.The employers' participation in the social security and the payment for social security premiums;and 7.Other labor supervision matters as prescribed by laws and regulations.Article 75 During the supervision and inspection process, the labor administrative department of the people's government at the county level or above has the power to consult the materials relevant to the labor contracts and collective contracts and to conduct on-the-spot inspections to the work places.The employers and employees shall faithfully provide pertinent information and materials.第六章監(jiān)督檢查

第七十三條【勞動合同制度的監(jiān)督管理體制】國務院勞動行政部門負責全國勞動合同制度實施的監(jiān)督管理。

縣級以上地方人民政府勞動行政部門負責本行政區(qū)域內勞動合同制度實施的監(jiān)督管理。

縣級以上各級人民政府勞動行政部門在勞動合同制度實施的監(jiān)督管理工作中，應當聽取工會、企業(yè)方面代表以及有關行業(yè)主管部門的意見。

第七十四條【勞動行政部門監(jiān)督檢查事項】縣級以上地方人民政府勞動行政部門依法對下列實施勞動合同制度的情況進行監(jiān)督檢查：

（一）用人單位制定直接涉及勞動者切身利益的規(guī)章制度及其執(zhí)行的情況；

（二）用人單位與勞動者訂立和解除勞動合同的情況；

（三）勞務派遣單位和用工單位遵守勞務派遣有關規(guī)定的情況；

（四）用人單位遵守國家關于勞動者工作時間和

休息休假規(guī)定的情況；

（五）用人單位支付勞動合同約定的勞動報酬和執(zhí)行最低工資標準的情況；

（六）用人單位參加各項社會保險和繳納社會保險費的情況；

（七）法律、法規(guī)規(guī)定的其他勞動監(jiān)察事項。

第七十五條【監(jiān)督檢查措施和依法行政、文明執(zhí)法】縣級以上地方人民政府勞動行政部門實施監(jiān)督檢查時，有權查閱與勞動合同、集體合同有關的材料，有權對勞動場所進行實地檢查，用人單位和勞動者都應當如實提供有關情況和材料。

勞動行政部門的工作人員進行監(jiān)督檢查，應當出示證件，依法行使職權，文明執(zhí)法。

When the functionaries of the labor administrative department conduct an inspection, they shall show their badges, exercise their duties and powers pursuant to laws and enforce the law in a well-disciplined manner.Article 76 The relevant administrative departments of construction, health, work safety supervision and administration, etc.of the people's governments at the county level and above shall, with the scope of their respective functions, supervise and administer the employers' implementation of the system of labor contracts.Article 77 For any employer whose lawful rights and interests are impaired, he may require the relevant department to deal with the case, apply for an arbitration, or lodge a lawsuit.Article 78 A labor union shall protect the employees' legitimate rights and interests and supervise the employer's fulfillment of the labor contracts and collective contracts.If the employer violates any law or regulation or breaches any labor contract or collective contract, the labor union may put forward its opinions and require the employer to make ratification.If the employee applies for arbitration or lodges a lawsuit, the labor union shall support and help him in pursuance of law.Article 79 Any organization or individual may report the violations of this law.The labor administrative departments of the people's governments at the county level and above shall timely verify and deal with such violations and shall grant awards to the meritorious persons who report the violations.Chapter VII Legal Liabilities Article 80 If the rules and procedure of an employer directly related to the employees' interests is contrary to any laws or regulations, the labor administration department shall order the employer to make ratification and give it a warning.If the rules and procedures cause any damage to the employees, the employer shall bear the liability for compensation.Article 81 If the text of a labor contract provided by an

第七十六條【其他有關主管部門的監(jiān)督管理】縣級以上人民政府建設、衛(wèi)生、安全生產監(jiān)督管理等有關主管部門在各自職責范圍內，對用人單位執(zhí)行勞動合同制度的情況進行監(jiān)督管理。

第七十七條【工會監(jiān)督檢查的權利】勞動者合法權益受到侵害的，有權要求有關部門依法處理，或

者依法申請仲裁、提起訴訟。

第七十八條【勞動者權利救濟途徑】工會依法維護勞動者的合法權益，對用人單位履行勞動合同、集體合同的情況進行監(jiān)督。用人單位違反勞動法律、法規(guī)和勞動合同、集體合同的，工會有權提出意見或

者要求糾正；勞動者申請仲裁、提起訴訟的，工會依法給予支持和幫助。

第七十九條【對違法行為的舉報】任何組織或者個人對違反本法的行為都有權舉報，縣級以上人民政府勞動行政部門應當及時核實、處理，并對舉報有功人員給予獎勵。

第七章法律責任

第八十條【規(guī)章制度違法的法律責任】用人單位直接涉及勞動者切身利益的規(guī)章制度違反法律、法規(guī)規(guī)定的，由勞動行政部門責令改正，給予警告；給

勞動者造成損害的，應當承擔賠償責任。

第八十一條【缺乏必備條款、不提供勞動合同

employer does not include the mandatory clauses required by this Law or if an employer fails to deliver a copy of the labor contract to its employee, the labor administration department shall order the employer to make ratification.If any damage is caused to the employee, the employer shall bear the liability for compensation.Article 82 If an employer fails to conclude a written labor contract with an employee after the lapse of more than one month but less than one year as of the day when it started using him, it shall pay to the worker his monthly wages at double amount.If an employer fails, in violation of this Law, to conclude with an employee a labor contract without fixed term, it shall pay to the employee his monthly wage at double amount, starting from the date on which a labor contract without fixed term should have been concluded.Article 83 If an employer stipulates the probation period with an employee to violate this Law, the labor administration department shall order the employer to make ratification.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 Where an employer violates this Law by detaining the resident identity cards or other certificates of the employees, the labor administrative department shall order the employer to return the ID and certificates to the employees within a time limit and shall punish the employer according to the relevant laws.Where an employer violates this Law by collecting money and property from employees in the name of guaranty or in any other excuses, the labor administrative department shall order the employer to return the said property to the employees within a time limit and fine the employer not less than 500 yuan but not more than 2,000 yuan for each person.If any damage is caused to the employees, the employer shall be liable for compensation.When an employee dissolves or terminates the labor contract in pursuance of law, if the employer retains the archives or other articles of the employees, it shall be punished according to the provisions of the preceding

文本的法律責任】用人單位提供的勞動合同文本未載明本法規(guī)定的勞動合同必備條款或者用人單位未將勞動合同文本交付勞動者的，由勞動行政部門責令改正；給勞動者造成損害的，應當承擔賠償責任。

第八十二條【不訂立書面勞動合同的法律責任】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，應當向勞動者每月支付二倍的工資。

用人單位違反本法規(guī)定不與勞動者訂立無固定期限勞動合同的，自應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。

第八十三條【違法約定試用期的法律責任】用人單位違反本法規(guī)定與勞動者約定試用期的，由勞動行政部門責令改正；違法約定的試用期已經履行的，由用人單位以勞動者試用期滿月工資為標準，按已經履行的超過法定試用期的期間向勞動者支付賠償金。

第八十四條【扣押勞動者身份等證件的法律責任】用人單位違反本法規(guī)定，扣押勞動者居民身份證等證件的，由勞動行政部門責令限期退還勞動者本人，并依照有關法律規(guī)定給予處罰。

用人單位違反本法規(guī)定，以擔?；蛘咂渌x向勞動者收取財物的，由勞動行政部門責令限期退還勞動者本人，并以每人五百元以上二千元以下的標準處以罰款；給勞動者造成損害的，應當承擔賠償責任。

勞動者依法解除或者終止勞動合同，用人單位扣押勞動者檔案或者其他物品的，依照前款規(guī)定處罰。

paragraph.Article 85 Where an employing entity is under any of the following circumstances, the labor administrative department shall order it to pay the remunerations, overtime remunerations or economic compensations within a time limit.If the remuneration is lower than the local minimum wage, the employer shall pay the shortfall.If payment is not made within the time limit, the employer shall be ordered to pay an extra compensation to the employee at a rate of not less than 50 percent and not more than 100 percent of the payable amount: 1.Failing to pay an employee his remunerations in full amount and on time as stipulated in the labor contract or prescribed by the state;2.Paying an employee the wage below the local minimum wage standard;3.Arranging overtime work without paying overtime remunerations;or 4.Dissolving or terminating a labor contract without paying the employee the economic compensation under this Law.Article 86 Where a labor contract is confirmed invalid under Article 26 of this Law and any damage is caused to the other party, the party at fault shall be liable for compensation.Article 87 If an employer violates this Law by dissolving or terminating the labor contract, it shall pay compensation to the employee at the rate of twice the economic compensations as prescribed in Article 47 of this Law.Article 88 Where an employer is under any of the following circumstances, it shall be given an administrative punishment.If any crime is constituted, it shall be subject to criminal liabilities.If any damage is caused to the employee, the employer shall be liable for compensation: 1.To force the employee to work by violence, threat or illegal limitation of personal freedom;2.To illegally command or force any employee to perform dangerous operations endangering the employee's life;3.To insult, corporally punish, beat, illegally search, or restrain any employee;or 4.To cause damages to the physical or mental health of employees because of poor working conditions or severely polluted environments;

第八十五條【未依法支付勞動報酬、經濟補償等的法律責任】用人單位有下列情形之一的，由勞動行政部門責令限期支付勞動報酬、加班費或者經濟補償；勞動報酬低于當地最低工資標準的，應當支付其差額部分；逾期不支付的，責令用人單位按應付金額百分之五十以上百分之一百以下的標準向勞動者加付賠償金：

（一）未按照勞動合同的約定或者國家規(guī)定及時足額支付勞動者勞動報酬的；

（二）低于當地最低工資標準支付勞動者工資的；

（三）安排加班不支付加班費的；

（四）解除或者終止勞動合同，未依照本法規(guī)定向勞動者支付經濟補償的。

第八十六條【訂立無效勞動合同的法律責任】勞動合同依照本法第二十六條規(guī)定被確認無效，給對方造成損害的，有過錯的一方應當承擔賠償責任。

第八十七條【違反解除或者終止勞動合同的法律責任】用人單位違反本法規(guī)定解除或者終止勞動合同的，應當依照本法第四十七條規(guī)定的經濟補償標準的二倍向勞動者支付賠償金。

第八十八條【侵害勞動者人身權益的法律責任】用人單位有下列情形之一的，依法給予行政處罰；構成犯罪的，依法追究刑事責任；給勞動者造成損害的，應當承擔賠償責任：

（一）以暴力、威脅或者非法限制人身自由的手段強迫勞動的；

（二）違章指揮或者強令冒險作業(yè)危及勞動者人身安全的；

（三）侮辱、體罰、毆打、非法搜查或者拘禁勞動者的；

（四）勞動條件惡劣、環(huán)境污染嚴重，給勞動者身心健康造成嚴重損害的。

Article 89 Where an employer violates this Law by failing to issue to an employee a written certificate for the dissolution or termination of a labor contract, it shall be ordered to make a ratification by the labor administrative department.If any damage is caused to an employee, the employer shall be liable for compensation.第八十九條【不出具解除、終止書面證明的法律責任】用人單位違反本法規(guī)定未向勞動者出具解除或者終止勞動合同的書面證明，由勞動行政部門責令改正；給勞動者造成損害的，應當承擔賠償責任。

Article 90 Where an employee violates this Law to dissolve the labor contract, or violates the stipulations of the labor contract about the confidentiality obligation or non-

第九十條【勞動者的賠償責任】勞動者違反本法規(guī)定解除勞動合同，或者違反勞動合同中約定的保密義務或者競業(yè)限制，給用人單位造成損失的，應當competition, if any loss is caused to the employer, he shall be liable for compensation.Article 91 Where an employer hires any employee whose labor contract with another employer has not been dissolved or terminated yet, if any loss is caused to the employer mentioned later, the employer first mentioned shall bear joint and several liability of compensation.Article 92 Where a worker dispatch service provider violates this Law, it shall be ordered to make ratification by the labor administrative department and other relevant administrative departments.If the circumstance is severe, it shall be fined at the rate of not less than 1, 000 yuan but not more than 5, 000 yuan per person and have its business license revoked by the administrative department for industry and commerce.If any damage is caused to the workers dispatched, the worker dispatch service provider and the accepting entity shall bear joint and several liability of compensation.Article 93 Where an employer without the lawful business operation qualifications commits any violation or crime, it shall be subject to legal liabilities.If the employees have already worked for the employer, the employer or its capital contributors shall, under the relevant provisions of this Law, pay the employees remunerations, economic compensations or indemnities.If any damage is caused to the employee, it shall be liable for compensation.Article 94 Where an individual as a business operation contractor hires employees in violation of this Law and causes any damage to any employee, the contracting organization and the individual business operation contractor shall be jointly and severally liable for compensation.承擔賠償責任。

第九十一條【用人單位的連帶賠償責任】用人單位招用與其他用人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，應當承擔連帶賠償責任。

第九十二條【勞務派遣單位的法律責任】勞務派遣單位違反本法規(guī)定的，由勞動行政部門和其他有關主管部門責令改正；情節(jié)嚴重的，以每人一千元以上五千元以下的標準處以罰款，并由工商行政管理部門吊銷營業(yè)執(zhí)照；給被派遣勞動者造成損害的，勞務派遣單位與用工單位承擔連帶賠償責任。

第九十三條【無營業(yè)執(zhí)照經營單位的法律責任】對不具備合法經營資格的用人單位的違法犯罪行為，依法追究法律責任；勞動者已經付出勞動的，該單位或者其出資人應當依照本法有關規(guī)定向勞動者支付勞動報酬、經濟補償、賠償金；給勞動者造成損害的，應當承擔賠償責任。

第九十四條【個人承包經營者的連帶賠償責任】個人承包經營違反本法規(guī)定招用勞動者，給勞動者造成損害的，發(fā)包的組織與個人承包經營者承擔連帶賠償責任。

Article 95 If the labor administrative department, or any other relevant administrative department, or any of the functionaries thereof neglects its(his)duties, does not perform the statutory duties, or exercises its(his)duties in violation of law, it(he)shall be liable for compensation.The directly liable person-in-charge and other directly liable persons shall be given an administrative sanction.If any crime is constituted, they shall be subject to criminal liabilities.Chapter VIII Supplementary Provisions Article 96 For the formation, performance, modification, dissolution, or termination of a labor contract between a public institution and an employee under the system of employment, if it is otherwise provided for in any law, administrative regulation or by the State Council, the latter shall be followed.If there is no such provision, the relevant provisions of this Law shall be observed.Article 97 labor contracts concluded before the implementation of this Law and continue 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 of this Law, the number of consecutive times on which a fixed-term labor 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 labor contract, such contract shall be concluded within one month from the date when this Law becomes effective.If a labor contract existing on the implementation date of this Law is dissolved or terminated after the implementation of this Law and, according to Article 46 of this Law, an economic compensation is payable, the number of years for which the economic compensation is payable shall be counted from the implementation date of this Law.If, under relevant effective regulations prior to the implementation of this Law, the employee is entitled to the economic compensation from the employer in respect of a period prior to the implementation of this Law, the matters shall be handled according to the relevant effective regulations at that time.第九十五條【不履行法定職責、違法行使職權的法律責任】勞動行政部門和其他有關主管部門及其工作人員玩忽職守、不履行法定職責，或者違法行使職權，給勞動者或者用人單位造成損害的，應當承擔

賠償責任；對直接負責的主管人員和其他直接責任人員，依法給予行政處分；構成犯罪的，依法追究刑事責任。

第八章附則

第九十六條【事業(yè)單位聘用制勞動合同的法律適用】事業(yè)單位與實行聘用制的工作人員訂立、履行、變更、解除或者終止勞動合同，法律、行政法規(guī)

或者國務院另有規(guī)定的，依照其規(guī)定；未作規(guī)定的，依照本法有關規(guī)定執(zhí)行。

第九十七條【過渡性條款】本法施行前已依法訂立且在本法施行之日存續(xù)的勞動合同，繼續(xù)履行；本法第十四條第二款第三項規(guī)定連續(xù)訂立固定期限勞動合同的次數，自本法施行后續(xù)訂固定期限勞動合同時開始計算。

本法施行前已建立勞動關系，尚未訂立書面勞動合同的，應當自本法施行之日起一個月內訂立。

本法施行之日存續(xù)的勞動合同在本法施行后解除或者終止，依照本法第四十六條規(guī)定應當支付經濟補償的，經濟補償年限自本法施行之日起計算；本法施行前按照當時有關規(guī)定，用人單位應當向勞動者支付經濟補償的，按照當時有關規(guī)定執(zhí)行。

Article 98 This Law shall come into force as of January 1, 2008.第九十八條【施行時間】本法自2008年1月1日起施行。

第三篇：中英文對照A

《美國口語慣用法例句集粹》Ａ

A(Page 1-4)

1.about

7)I'd like to know what this is all about.我想知道這到底是怎么回事。How about a fish sandwich? 來一塊魚肉三明治怎么樣？What about me? 我怎么樣？I'm not about to go in that old house.我是不會進那幢舊房子的！Yes I remember that night.What about it? 是的，我記得那個晚上，那又怎樣？What's this all about? 這到底是怎么回事？It's about time you showed up!差不多是你該露面的時候了。

2.above

2)Above all, I want everything quiet.首要的是：我要一切保持安定。Tom thinks he's above hard work.湯姆認為自己沒必要努力工作。

3.act

6)Would you please act out what happened? 你能把發(fā)生的事演示一下嗎？Watch Ricky.He sometimes likes to act up in class.注意里基，他又是喜歡在課堂上搗蛋。That profane comedian needs to clean up his act.那個愛說粗言穢語的喜劇演員應該凈化一下自己的言行。We need to get our act together and come to see you.我們需要統(tǒng)一意見后來見你。The newspapers called the earthquake an act of God.報紙上稱那次地震為天災。Masa is a class act.瑪莎是位杰出的女性。

4.action

4)We're going to bring action against our debtors.我們打算控告我們的債務人。Did you see any action in yesterday's ballgame? 昨晚的棒球比賽中你看到有什么有趣的精彩場面嗎？Our community is going to take action against the proposed waste dump.我地區(qū)要采取行動反對那項垃圾處理場的提案。Jim wants to go where the action is.吉姆想去有刺激性的地方。

5.advantage

2)Our opponents have a height advantage on us.我們的對手在身高上比我們占有優(yōu)勢。Nobody likes to be taken advantage of.沒有人喜歡被捉弄（或：被欺騙、利用）

6.after

4)I think that girl is after you.我想那女孩是在追你。It looks like things are gonna work out after all.看起來事情終會解決的。This soft drink has a nasty aftertaste.這軟飲料有種讓人難受的余味。I see your point, but don't you think it's way after the fact.我明白你的意思，但你不覺

得這已是“事后諸葛亮”了嗎？

7.again

1)I could go to Japan again and again.我可以一而再、再而三地去日本。（注：意指不會感到

厭倦）

8.age

2)Would you please act your age!請你做事要有一個與自己年齡相稱的樣子。This is a “coming of age” movie.這是一部成人影片。

9.air

9)I need to go outside and get some air.我需要出去呼吸點新鮮空氣。I don't know what's wrong, but can feel it in the air.雖然我不知道到底是出了什么差錯，但我能隱隱約約感覺到。Mike was sad when they took his favorite program off the air.當邁克喜歡的節(jié)目被取消時，他感到很傷心。The sale of our house is still up in the air.我們的房子出勤率售一事還沒有最后定下來。After winning the championship, I felt I could walk on air.獲得冠軍后，我飄飄欲仙。Your sister is such an airhead.你姐姐真是來個沒有頭腦的人。Janet Jackson's new song is getting lots of airplay.珍妮〃杰克遜的新歌到處都在不斷地播放。That last time I took a plane, I got airsick.上次我乘飛機時暈機了。I hope there's no bad air between us.我希望我們之間的關系不要很別扭。

10.all

10)

11)

12)

13)It's looks like we won't be going after all.看起來最后我們還是不能去。We've all but finished the project.我們已幾乎完成了那個項目。All in all I'd say it's been a very productive day.總的來說，我認為這一天過得很充實。Let's go all-out and win this game!讓我們盡全力來打贏這場比賽。We knew it was all over when we saw the building burst.當我們看見那座建筑突然起火時，我們知道一切全完了。We wish you all the best.我們大家祝福你一切如意。If it's all the same to you, I'd just as soon not go.如果這對你都是一回事的話，我就不想去了。They were running from the police like all get-out.他們以極快的速度逃脫警察的追趕。I didn't see them come in at all.我根本高沒有發(fā)現他們的進來。Let's settle this matter once and for all.讓我們來把這個問題一次性地徹底解決掉。Mark is an all-around athlete.馬克是一個全能運動員。Did you get to play in the all-star game? 你入選全明星隊的比賽了嗎？He bloke the all-time record in the 100-meter run at his school.他打破了他所在的學校

100米跑的歷史最高記錄。

11.alley

1)Working on cars isn't up my alley.修理汽車不是我拿手的活兒。

12.alone

2)I just wanna be left alone.我只是想一個人呆會兒。Can't you just leave well enough alone? 你不能少管一些閑事嗎？

13.along

2)You knew all along what was going on.你從一開始就知道所發(fā)生的事。Debbie doesn't get along with Steve.戴比和史蒂夫相處得不好。

5)Mr.Pak came here searching for the American dream.帕克先生來到這兒尋求他的“美國夢”。Some foreigners become Americanized while living in the U.S.一些外國人在美國居住時被美國化了。Not having any job freedom would be totally unAmerican.沒有選擇職業(yè)的自由是完全違背美國精神傳統(tǒng)的。Bill is an all-American quarterback.比爾是全美（橄欖球）明星賽的四分衛(wèi)隊員。I just can't go on the American way.我無法適應美國方式。

15.animal

2)Water-skiing really brings out the animal in Tom.滑水運動真正激發(fā)出了湯姆的活力與激情。The young actor emits a lot of animal magnetism on the screen.那個年輕演員在熒幕

上充分顯示出他的性魅力。

16.answer

1)I called Emi but there was no answer.我給埃米打了電話，但是沒人接。

17.apple

5)Have you ever been to the Big Apple? 你去過紐約嗎？Do I sense an apple of discord between you two? 你問我有沒有感覺出你們兩人之間的不和，是嗎？Heather is the apple of my eye.希瑟是我的掌上明珠。Rita likes to keep everything in apple-pie order.麗塔喜歡把一切都弄得井井有條。Dennis has always been an apple polisher.丹尼斯一直就是一個馬屁精。

18.arm

4)You don't have to twist my arm to get me to go with you.用不著你強迫我跟你走。My father is a hopeless armchair quarterback.我爸爸是一個沒救了的紙上談兵的人。The suspects are armed and dangerous.嫌疑犯帶有武器，十分危險。Every spring the park is filled with lovers walking arm in arm.每到春天公園里到處都是

手挽手散步的戀人。

19.around

2)Coach Johnson has been around for 30 years.約翰遜教練已有三十年的經驗了。Someone is on duty here around-the-clock.有人在這里晝夜值班。

20.as

6)It looks as if someone has already been here.看起來在人來過這里了。As for me, I'm going home.至于我，我準備回家。Marty is acting as if nothing happened.馬蒂表現得像什么也沒發(fā)生過一樣。I want this room left as is.我希望這間房子保持原樣。The changes will begin taking place as of tomorrow.變動從明天開始實施。Police are baffled as to the whereabouts of the kidnappers.警察局搜尋綁架者的工作受

挫。

4)Our gas bill average about $50 a month.我們每個月的煤氣費平均50美元。On the average, I'd say we eat chicken once a week.我們平均每周吃一次雞肉。Kent describes himself as just an average Joe.肯特視自己為一名普通的美國人。On the average day, over 100,000 kids bring guns to school in the U.S.在美國平常日

子里，有100,000個孩子帶手槍去上學。

22.away

5)What makes you think you're gonna get away with this? 是什么使你認為你可以免受處罰？I wish they'd do away with these complicated tax forms.我希望他們能費除掉這些復雜的稅務表格。We're planning a weekend getaway for our anniversary.我們正在為慶祝我們的紀念日而安排一次周末的外出活動。Tom wants to run away from home.湯姆想從家里出逃。Dave and Kathy are going to steal away on vacation.戴夫和凱茜計劃在假期里偷偷跑出

去。

第四篇：中英文對照

AEROFLEX “亞羅弗”保溫 ALCO “艾科”自控 Alerton 雅利頓空調 Alfa laval阿法拉伐換熱器 ARMSTRONG “阿姆斯壯”保溫 AUX 奧克斯

BELIMO 瑞士“搏力謀”閥門 BERONOR西班牙“北諾爾”電加熱器 BILTUR 意大利“百得”燃燒器 BOSIC “柏誠”自控 BROAD 遠大

Burnham美國“博恩漢”鍋爐 CALPEDA意大利“科沛達”水泵 CARLY 法國“嘉利”制冷配件 Carrier 開利 Chigo 志高

Cipriani 意大利斯普萊力

CLIMAVENETA意大利“克萊門特” Copeland“谷輪”壓縮機 CYRUS意大利”賽諾思”自控 DAIKIN 大金空調

丹佛斯自控 Dorin “多菱”壓縮機

DUNHAM-BUSH 頓漢布什空調制冷 DuPont美國“杜邦”制冷劑 Dwyer 美國德威爾 EBM “依必安”風機

ELIWELL意大利“伊力威”自控 Enfinilan 英國“英菲尼蘭“閥門 EVAPCO美國“益美高”冷卻設備 EVERY CONTROL意大利“美控” Erie 怡日

FRASCOLD 意大利“富士豪”壓縮機 FRICO瑞典“弗瑞克”空氣幕 FUJI “富士”變頻器

FULTON 美國“富爾頓”鍋爐 GENUIN “正野”風機 GREE 格力

GREENCOOL格林柯爾 GRUNDFOS “格蘭富”水泵 Haier 海爾 Hisense 海信 HITACHI 日立

霍尼韋爾自控 Johnson 江森自控 Kelon 科龍

KRUGER瑞士“科祿格”風機 KU BA德國“庫寶”冷風機 Liang Chi 良機冷卻塔 LIEBERT 力博特空調 MARLEY “馬利”冷卻塔 Maneurop法國“美優(yōu)樂”壓縮機 McQuary 麥克維爾 Midea 美的 MITSUBISHI三菱

Munters 瑞典“蒙特”除濕機 Panasonic 松下 RANCO “宏高”自控

REFCOMP意大利“萊富康”壓縮機 RIDGID 美國“里奇”工具 RUUD美國“路德”空調 RYODEN “菱電”冷卻塔 SanKen “三墾”變頻器 Samsung 三星 SANYO 三洋

ASWELL英國森威爾自控 Schneider 施耐德電氣 SenseAir 瑞典“森爾”傳感器 SIEMENS 西門子

SINKO ",28商機網;新晃“空調 SINRO “新菱”冷卻塔 STAND “思探得”加濕器 SWEP 舒瑞普換熱器 TECKA “臺佳”空調 Tecumseh“泰康”壓縮機 TRANE 特靈

TROX德國“妥思”風閥 VASALA芬蘭“維薩拉”傳感器 WILO德國“威樂”水泵 WITTLER 德國”威特”閥門 YORK 約克

ZENNER德國“真蘭”計量

第五篇：中英文對照

醫(yī)院中英文對照

發(fā)熱門診Have Fever主治醫(yī)師Doctor-in-charge 供應室Supply Room謝絕入內No entering 紅燈亮時謝絕入內No entering when red light

彩超、心電圖Colorful Cardiogram/ECG住院樓Inpatient Building 透析血磁EndoscopeDept.護士Nueser康復理療科RehabilitationPhysiotherapyDept.中藥計價China medical price account肛腸科Ano-proctology

皮膚、肛腸、男性科、泌尿科候診Dermatology、Ano-proctology、male Urology Clinic 皮膚科、肛腸科、男性科、泌尿科Dermatology、Ano-proctology、male Urology Dept 中醫(yī)科Traditional Chinese Medicine五官科ENT Dept.男性科、泌尿科 Male urology Dept.安全出口Exit

預防保健科Medical center for health preventionand care

后勤科、藥庫Logistic Room、Seore入院登記In-patient Admisson 高壓氧治療Hyperbaric Oxygehation Therapy碎石中心ESWL Center 急救中心Emergency Center掛號收費Registration

中心藥房Cenreral Pharmacy內科門診Internal Medicine Clinic會議室Meeting Room手外科Hand Surgery 產科Obstentrics Dept.骨外科Orthopedics Dept.神經、燒傷外科Neurosurgery.Plaseric surgey Dept.麻醉科Anaesthesiology手術室Operation Room 泌尿、腫瘤外科Urologic.Gumorsurgery Dept.婦科Gynecology Dept.內二科Internal Medicine.Ward 2產房及愛嬰中心Delivery Room內一科Internal Medicine.Ward 1洗手間Toilet

普外、胸外科Surgey、Thoracic Surgey Dept.皮膚科Dermatology Dept.中醫(yī)骨傷科Traditional Mediaine or Thopaedics餐廳Dining Room 配餐室Pantry Room后勤科Logistics Dept.電工室Electrician Room接待室Dermatology Room 內、兒科候診 Internal medicine.Pediatrics功能檢查候診Function Exam 中醫(yī)科候診TCM Clinic放射科候診Radiology Clinic 婦科門診Gynecology Dept.產科候診Obstentrics Clinic 肛腸科候診Ano-proctology婦科候診Gynecology Clinic 產科門診Obstentrics Dept.五官科候診ENT.Clinic 外科候診Surgery Clinic輸液中心Transfusion Center 皮膚、泌尿科候診 Dermatology.Male Urology Clinic檢驗候診Clinical Laborotories 家屬休息Relation Rest Room口腔科門診Stomatology Clinic 內兒科Internal Medicine.Pediaarics鏡檢科Endoscope Dept.外科Surgrey Dept.檢驗中心Laboratory Center 功能檢查Function Exam Dept.登記處Registration 預防保健門診Hygine ＆ Public Health Dept.收費處Cashier 美容科、鏡檢科門診 Cosmetology Dept.Endoscope Clinic

收費健康發(fā)證Gharge lssue Bill of Health試敏觀察室Scratch Espial Room

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勞動合同書(中英文對照)（精選5篇）

第一篇：勞動合同書(中英文對照)

第二篇：《中華人民共和國勞動合同法》中英文對照

第三篇：中英文對照A

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