Implementation Regulations for China's Labor Contract Law

1.Introduction On January 1,2008,the Labor Contract Law of the People's Republic of China(LCL)became effective,resulting in wide- spread changes in labor policy for all companies and other af- fected organizations.As is the case with legislating in China, many details were left for resolution in implementing regulations,

Link China issues regulation to clear labor contract law misunderstanding

China's State Council,the country's Cabinet,issued an implementation regulation for Labor Contract Law on September 18 in an effort to clarify confusion surrounding the law.

Labor Contract Law,Warm or Cold for Migrant Worker?

The new labor contract law has exerted an unprecedented impact on manufacturing industry that has been progressing at much cheaper labor cost over years. The fact is the workers are not born cheap, they are made less costly without necessary welfares by some factory owners who often go to extreme to run sort of "sweatshop", as often reported by local and western media. The new labor rules could not possibly liberate all those sufferers.

Untying the Two “Deadlocks”of Labor Contract Law Is Necessary for the Recovery of Chinese Economy

Labor Contract Law receives mixed evaluations since its implementation.The call for the amendment is hot and even some scholars regard it as the"tiger in the road"which hinders the economic development. The Central Committee of the Communist Party of China pays high attention to the construction of harmonious labor relation and the amendment has been a top priority. Labor Contract Law leads to two"deadlocks"of which the entrepreneurs are afraid. The first one is that the non-fixed term labor contract cannot be cancelled and the second one is that they must pay the economic compensation at the expiration of contract. These two rules hinder the employment enthusiasm of entrepreneurs. The current laws have excessive expectation for the non-fixed term labor contract and too strict regulations; as for the economic compensation at the expiration of contract, it increases the enterprise cost. The amendment of these two articles will benefit the recovery of Chinese economy and make the labor relation more harmonious.

Effectiveness of China's Labor Contract Law——Evidence from China Employer-Employee Survey

Using micro-level data from China Employer-Employee Survey(CEES), this paper conducts an empirical analysis of firms' heterogeneous characteristics in the implementation of the Labor Contract Law and its effects on employees. Our findings are as follows: With China's economic development, firms more proactively implement the Labor Contract Law, resulting in a higher percentage of employees with labor contracts. Labor contracts significantly increase the probability of employees in receiving social insurances, such as pension, health, unemployment, work injury and birth insurances, and have a significantly positive effect on wage income. Longer term of labor contract corresponds to stronger employment protection, and such an effect is highly robust. Larger firms with higher capital-labor ratios have better results in implementing the Labor Contract Law. And employees of private and labor-intensive firms have poorer coverage of employment and social protection; such firms should be given focal attention in the law's implementation.

Labor protection,information disclosure and analyst forecasts:Evidence from China's Labor Contract Law

Labor protection increases employees’stability and strengthens their monitoring role,improving firms’information environment and increasing analysts’earnings forecast accuracy.Using the implementation of China’s Labor Contract Law as a quasi-natural experiment,we find that labor protection significantly improves analyst forecasts.This positive impact is stronger when agency problems are weaker,board independence is greater,corporate reputation is better and industry competition is more intense.Enhanced labor protection significantly reduces firms’business risk and accrual-based earnings management,decreases stock price synchronicity and increases market pricing efficiency.Our findings of significant impacts of China’s Labor Contract Law on analysts’forecasting behaviors offer important guidance for promoting the development of the Chinese capital market and policy making in labor protection.

On the Value Reconstruction and System Innovation of the Labor Contract Law

Since its very release in March 2006, the opinion-soliciting draft of the Labor Contract Law has sparked considerable controversy. Indeed, the whole process of its consideration, promulgation, implementation and amendment has been accompanied by complex questioning and a diversity of views. This has to some extent reduced appreciation of the value of the Labor Contract Law itself. In the economy and society, rational legal construction can minimize the damage done by the failure of private negotiations. The Labor Contract Law is dedicated to changing the action space of workers and enterprises in order to promote efficiency in production and equity in distribution. With the aim of constructing and developing harmonious and stable labor relations, the law seeks to encourage workers and enterprises to forge communities of shared interests, shared undertakings, a common destiny and a joint mission; it is here that the true value of the law lies. In terms of institutional design, in building a system that categorizes workplace employment, the Labor Contract Law makes a breakthrough in workplace labor relations management and sets up an innovative labor relations management system with Chinese characteristics. Faced with the new normal in labor relations, we should make further progress in strengthening democraticenterprise management, optimizing the developmental environment of business, etc.

The Institutional Construction of Collective Contracts under the Labor Contract Law: Dilemma and Solution

The Labor Contract Law classifies collective contracts as special labor contracts, ignoring the fundamental differences between collective contracts and labor contracts. This has plunged it into jurisprudential obstacles and institutional difficulties. In terms of the main entities, efficacy, dispute settlement mechanisms, etc. collective contracts have their own institutional characteristics. They should be incorporated into the legislative framework for collective labor relations in future legislation, and should link up with trade unions, collective consultation and collective dispute settlement to form a complete system of collective labor law.

On Autonomy of Will and the Applicable Law of Labor Contract:From the Perspective of Chinese Legislation

There are so many different opinions on whether the autonomy of will is applied in labor contract.In this paper,the author discusses the application and limitation of autonomy of will in labor contract,and puts forward some suggestions on the application of Article 43 of Law of the Application of Law for Foreign-related Civil Relationships after the introduction of Chinese legislation of the applicable law of labor contract.Autonomy of will is a useful principle in resolving disputes arising from foreign-related labor contract in China.

New labor law makes firms cautious to hire,fire

The Law of the People's Republic of China on Employment Contracts has stoked wide concern across China.One of the focuses of debate is on termination costs.Utilizing an enterprise attitude survey,this article discusses the impact of the law on termination costs and employment behavior of China's enterprises.The research shows that the law has different impacts on enterprises of varied ownerships and scales.The law,while giving rise to higher termination costs for enterprises,urges them to take diversified measures to adjust their human resources.

全面禁止抑或严格限制:我国竞业限制制度的模式选择与规范进路

竞业限制涉及用人单位的商业秘密权与劳动者的就业权,并对公共利益产生影响,相关制度设计及其司法适用应当平衡好各方权益。立法的不完善和司法审查的宽松标准助长了用人单位滥用竞业限制。在大力发展新质生产力的背景下,虽然我国不能移植美国最新的“全面禁止”规则,但可以借鉴美国审理竞业限制可执行性的司法经验,在竞业限制领域建立起较为严格的二重审查基准,并配套以预防“事实竞业限制”的相关措施。

服务期协议法律效力的判定与扩张

服务期协议法律效力的判定具有重要的法律意义,其为一种高度关涉当事人利益得失的法律操作。在判定服务期协议法律效力时,应确立和遵循一套合理并可操作的判定标准并秉持效力认定的基本态度。服务期协议效力具否之判定应分别考察主体、内容、形式和意思表示四大要素。如果可以同时满足主体适格性、内容合法性、形式完备性和意思表示真实性,则一般可判定服务期协议具备法律效力。对于形式欠缺完备性和意思表示欠缺真实性的服务期协议,在个案研判中不应机械和刚性地一味确认服务期协议无效,宜更加灵活和变通地处理这两种瑕疵情况下的效力问题,以充分体现和践行契约效力规则所应秉持的“尽量有效”的基本立法态度。服务期协议的时间效力和对人效力更具复杂性,需要在兼顾劳资双方利益的基础上适度突破契约相对性,肯认服务期效力在对人和时间层面上的适度扩张并加以必要的限制。

“不能胜任”条款的司法适用——以《劳动合同法》第四十条第二款为视角

通过对“不能胜任”解雇案件的实证分析发现,在司法实践中出现了“不能胜任”条款概念模糊、司法认定标准不统一的困境,这导致劳动者权益保障与用人单位解雇权行使的失衡。对此,有必要通过立法手段对“不能胜任”的概念进行界定,以消除歧义。同时,在裁判实践中审判机关不能机械适用“不能胜任”条款。具体而言,审判机关应坚持客观说立场,避免将主观因素作为主导依据;以合法性及合理性为评判标准,严格审查用人单位的考核制度,防止用人单位滥用解雇权;针对“不能胜任”劳动者的培训和调岗,依据其是否具有针对性和合理性进行认定,使这些补救措施起到促进劳动者能力提升或岗位适配的作用,从而平衡劳动者权益保护与用人单位管理自主权之间的关系。

弹性退休制度与劳动合同规范的耦合机制构建

受制于单一退休渠道的严格限制,“劳动合同到龄终止”的法律规定难以实现退休的效率目标与劳动者权益保护的兼顾。退休年龄的单一技术标准有违退休制度演化的系统耦合规律,这是源于强制干预手段与弹性退休内生调整逻辑的错配。以社会系统论观之,退休自主的权利塑造提供了弹性退休制度与劳动合同规范的耦合契机,弹性退休年龄与劳动合同规范要素的交互促成了系统间的结构耦合,劳动合同终止与解除构成了双重耦合路径。耦合机制的运行应遵循程序主义方法,依赖于退休权利在劳动合同中的行使、退休对话机制的内嵌与劳动者可行能力的判断,最后通过劳动合同终止限制的强制性规则与解雇原因的动态审查机制对耦合机制予以限制补救。

高校教师服务期违约责任的法律规制

高校教师服务期违约责任缺乏人事立法明确规定,导致司法裁判标准不一,加剧了教师与高校的利益博弈。根据《劳动合同法》第96条从而严格依照该法第22条审理此类纠纷,将导致高校教师服务期违约责任的虚置。实际上,该法第96条之“依照”实为“参照适用”,属于目的性评价,由此,高校教师服务期违约责任因与该法第22条之规定目的一致故而获具了正当性。依据目的解释,高层次人才引进资助、公费支持教师攻读更高学位或脱产进修、安排落户或子女入学应属合理的服务期协议事由,高级专业技术职务晋升则不宜作为协议事由。应依据损害填补原则确定违约金总额,并根据总额明确服务期期限;确立按比例返还的违约金支付方式;明确违约金与损害赔偿金择一适用。

涉外劳动合同法律适用中“直接适用的法”主客观标准之困

“直接适用的法”作为国际私法中被各国广泛采纳的一项制度,自2010年我国对其进行立法确认以来,便开始在司法中予以实践。通过梳理相关司法案件,可以看到“直接适用的法”并未获得各地法院的普遍运用,尤其在劳资关系紧张的涉外劳动合同法律争端中,法官很少援引这一条款维护劳动者在涉外民商事法律关系中的合法权益。究其原因,是“直接适用的法”在司法实践中存在两个较为明显的问题:一是主观标准范围过大,导致其与保护性冲突规范条款、公共秩序保留条款的适用顺序不合理;二是客观标准表述过于基础化,导致其与单边冲突规范、自我限定规则存在概念上的混淆。因此,当前亟须重新梳理“直接适用的法”之主、客观标准,并探究上述问题产生的原因。通过借鉴域外经验,在立法、司法层面进一步明晰“直接适用的法”之内涵,构建和谐的涉外民商事法律适用环境。

双重劳动关系规制研究

在互联网经济飞速发展的新时代,双重劳动关系已成为较常见的非标准劳动关系。相较于单一劳动关系,双重劳动关系的主体、内容和客体均存在特殊之处,这也是双重劳动关系规制的重点与难点。我国现有法律法规存在未明确可建立双重劳动关系的劳动者主体资格的内涵和外延、对第二重劳动关系中劳资双方随时终止用工权的行使未进行限制、双重劳动关系中劳动者适用工时制度的规定较笼统等问题。针对这些问题,提出以下规制建议:明确可建立双重劳动关系的劳动者主体资格的内涵和外延;对第二重劳动关系中劳资双方随时终止用工权的行使作出限制;完善双重劳动关系中劳动者工时适用规定。

“未依法为劳动者缴纳社会保险费”解除劳动合同的适用条件研究

当前我国司法实践中对《劳动合同法》第38条第3项规定的“未依法为劳动者缴纳社会保险费”而导致劳动者解除劳动合同这一事由,存在较大的裁判分歧。分歧类型主要包括完全未缴纳、未完全缴纳、对缴费金额存在争议以及对应办理险种的争议。产生这一分歧的原因是立法上对于该解除事由的构成要件规定过于简略,缺乏必要的文义限定和实质正当性因素限定。基于文义解释和对司法裁判中呈现的正当性因素讨论,该条文中“未依法缴纳社会保险费”的适用范围,应当是完全未为劳动者缴纳社会保险费的情形,同时应当考虑用人单位的主观过错程度、用人单位欠缴金额的数额、用人单位的补正意愿等因素,决定是否允许劳动者根据该条解除劳动合同。

事业单位聘用合同管理问题与规范对策

聘用制是事业单位以合同的形式确定与职工基本人事关系的一种基本用人制度。完善聘用合同管理规范,是实施聘用制度、建立事业单位人事制度体系的前提和基础。聘用制改革以来,我国聘用合同规范主要存在《劳动合同法》在事业单位如何适用定位不清,《事业单位人事管理条例》关于聘用合同管理的规定较为简略含混,地方聘用合同管理规范与政策冲突,聘用管理实践失范等问题。应按照搞活用人机制的人事制度改革目标,遵循人事关系调节的法理原则,合理确定劳动法规在事业单位的适用范围和程度,促进聘用管理中公共利益与职工利益的平衡的思路完善聘用合同管理机制,根据事业单位聘用合同存在的订立原则、期限、人事关系建立时间、试用期、必备条款和约定条款、履行、监管等方面的特殊情形进行调整和规范。