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                法律風險預控警示快訊之十二:
                勞動合忘忧露同變更的法律提示
                 
                發布時間: 2014-05-22 [特大 ]

                一、勞動合同變更↑的法律程序要求
                依據:《勞動合】同法》第四條、國辦發【2003】96號、國辦發【2005】60號、總工發【2005】50號
                內容:要確保員工的知情權和監督權、保證員工循环的民主管理和民主參與的權利,用人單」位在決定直接涉及勞動者切身利益的重大事項時,應當制定勞動合同變更方△案、經員工代表大會討論並審議↙通過後,告知█全體勞動者。
                建議:嚴格按照上述程序制定員工勞近几天動合同變更方案、召開員工代表大會進行協商、並告知全矿道鼠肉串體勞動者
                一、Legal Proceedings on Labor Contract Modification
                Rationale:"LaborContract Law"Article 4, SCS[2003]No. 96, SCS[2005]No. 60,Total Workers[2005] No. 50
                Content: Staff’s rights of know and supervise need to be ensured. Staff’s right of democratic management and participation shall be guaranteed. If employer determine major issues directly involved workers’ vital interests, Alteration scheme of labor contract shall be made and publicly announced to the whole employees after being reviewed and approved through Staff Congress.
                Suggestions: Alteration scheme of labor contract shall be made in accordance with the procedures prescribed above. Staff’s meeting shall be held to negotiate the scheme draft and the final resolution shall be publicly announced to whole employees thereafter.
                二、勞動合同變更的法①律依據
                (一)企業員工
                依據:《勞動╱合同法》、《勞動合▼同法實施條例》、國辦發【2005】60號、勞社部發【2003】21號
                內容:企業和員工經協刃齿掠食者商一致可以變更勞動合同;員工非因本人◣原因被安排到新用人單水晶凝重道位工作的,勞∴動者在原用人單位的工作年限合並入新工作單位;原企業不得向新企業的員工支付經濟補償金;沿用灵凤舞天下原勞動合同的剩余期限。
                建議:(1)原企業、新用人單位和企業員工簽訂三方協√議,明確權利義務。
                (2)新用人單位與企業員工重新簽死灵骑士的外衣訂勞動合同明確崗位和薪酬,績效管理等內容。
                (二)其他員工(即不願意變更勞動合同的員工)
                1、協商一致解血卫士的邪纹裹手除勞動合同
                依據:《勞動合同法她记起来了》、《勞動法》
                內容:用人單位和勞動者協商一致可以解除勞動合同
                建議:原企業給員〗工以充分知情權和選擇權,保證員工知曉各種情形下簽署協二伟商一冰霜亲和致解除勞動合同協議,並按照法律規定支付經濟補償金。
                2、勞動合】同到期終止
                依據:《勞動法》、《勞動合同法》、《北京市勞動合同規◎定》
                內容:用人單位應提前一個月書面通知勞動者,勞動者處於萨麦尔醫療期、女員工處於玄晶冠孕期、產期、哺乳期的,勞動合同終止期限延長至醫〗療期、孕期、產期、哺乳期滿◣為止。非全雄鹰日制員工,可以隨時終◤止勞動合同。
                建議:原企業對有在叫天天不应於勞動合同期限屆滿可以終止勞動合同的,可及時發出終止勞動合同通知書並依法支◣付經濟補償金。
                3、原企業註銷,所有ㄨ剩余員工勞動合同依法終止
                依據:《勞動合同法》第四十四麦麦提明萨迪克條
                二、Legal Basis for Labor Contract Modification
                (一)Employees
                Rationale:"Labor Contract Law", "Labor Contract Law Implementation Regulations", SCS[2005]No. 60, BMA[2003]No. 21
                Content: Labor contracts can be modified if the employer and employ reach consensus through negotiation; if employee is reallocated to a new employer in no default of the emoplyee, the previous working-term will be accumulated with the term for new employer. The former employer does not have not pay economic compensation to employees for the alteration; There maining term of the former labor contract will be performed by employee and new employer.
                Suggestions:(1) the former employer, the new employer and the employees would better sign a tripartite agreement to clear rights and obligations.(2) the new employer and the employees sign new labor contract to clear position, duty, remuneration, performance management and so on.
                (二)Other staff (ie staff reluctant to change the labor contract)
                1. Terminate the labor contract through negotiation
                Rationale:"Labor Contract Law", "Labor Law"
                Content: Employers and workers’ consensus can terminate the labor contract
                Suggestions: Former employer shall ensure the employee’s rights to freely choose and fully understand, so as to guarantee that employees sign the termination contract based on consensus through negotiation with fully knowledge of all situations Additional economic compensations shall be paid in accordance with law.
                2. Labor Contract Expiration
                Rationale: "Labor Law", "Labor Contract Law", "Beijing Labor Contract Provisions"
                Content: The employer should notify the employee in writ in gone month in advance; if employees were in medical period, female employees in pregnancy, childbirth, lactation period, the termination of labor contract shall be suspended until the period mentioned hereunder expires.As to part-time employees, the labor contract can be terminated at any time.
                Suggestions: For the termination off or mer labor contract based on expiration, employer shall issue timely notices of termination in advance and pay economic compensation in accordance with the law.
                3. If former enterprise are canceled, all remaining labor contracts will be legally terminated.
                Rationale: "Labor Contract Law" article 44
                三、非正式職工的←安排
                (一)勞務派遣員〇工

                依據:《勞動合同法》、《勞務派遣暫大连民族学院行規定》
                內容:用人單位只能在●臨時性、輔助性和可替代性崗位上使用勞動者。
                用工單打印个位決定使用被派遣勞動者的輔助¤性崗位,應當經員工代表大會或者全體員工討論,提出方案和意見,與工會或者員工代表平等協商確定,並在♀用工單位內公示。用工單位符合經濟性裁解放军工程兵指挥学院員條件,經變绿纹更崗位仍需裁減人員◥,可將♀被派遣勞動者退回勞務派遣單位。
                建議:對於新設立的企業,嚴格按照法律法規的規定灵鬼法卫元神確定使用被派遣勞動者的輔∮助崗位。
                (二)實習人員、退休返聘◥人員
                依據:勞社部發【2005】12號、法釋〔2010〕12號
                內容:實習人員、退休返聘人員法拉與用人單位之間不屬於勞㊣動關系
                建議:依照民事法律》的規定,依法辦理變更或解除
                (三)港澳臺籍公民及外國人就業
                依據:《外國人№就業管理規定》、法釋〔2010〕12號
                內容:持黑暗塔罗牌合法就業證件(就業證)的非中國大兰州交通大学陸公民應當與用人單⊙位簽訂勞動合同,受《勞動合同法》的約束,未辦理就業證中国曲艺家协会,其與用人單位不屬於勞動關』系。
                建議:對於持合法就業證件(就業證)的非中國大陸公民,按照簽署正式勞動合★同的員工同等對待。對於未辦理就業證的非中國大∏陸公民,按照民事法律的規定,辦理勞務合你的手同的變更或解除。
                三、Arrangements of Informal Staff
                (一)Dispatched staff
                Rationale:"Labor Contract Law", "Dispatch Interim Provisions"
                Content: Employers only can use dispatched workers on temporary, auxiliary and replaceable positions. Congress of employees or all employees should discuss the auxiliary positions, put forward proposals and comments, and consult equally with labor union or employee representatives, and make it publicity inside employer. If employer comply with conditions of economic layoffs, and still need to cut staff after changing positions, dispatched workers can be sent back to the labor dispatch service company.
                Suggestions: Newly established enterprises should determine auxiliary positions strictly in accordance with the laws and regulations.
                (二)Interns, re-employed staff after retirement
                Rationale: Ministry of Labor and Social Security [2005] No.12, Judicial Interpretation [2010]No. 12
                Content: Relations between Interns, rehiring retirees and employers do not belong to labor relations.
                Suggestions: In accordance with the provisions of the civil law, alter or determine the relations.
                (三)Employment of citizens of HK SAR, Macao SAR, Taiwan District and other foreigners
                Rationale: "Foreigners Employment Regulations", Judicial Interpretation [2010]No. 12
                Content: Non-Chinese mainland resident sholding legal employment certificates (employment permit)should sign a labor contract with the employer, and are bound by "Labor Contract Law". Whithout employment permit, there is no official labor relations between the non-Chinese mainland residents and employer.
                Suggestions: The non- Chinese mainland resident sholding legal employment certificates (employment permit) will be treated equally as other formal staffs after signing official labor contract. For non- Chinese mainland residents without legal employment certificates, employer shall alternate or determine the former employment contract.

                 
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