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 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.

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。

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。

“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。

论职业足球劳动合同单方解除争议解决的比较法研究

根据国际足联的规定,单方解除职业足球劳动合同需要存在正当理由。综合足球行业的实践,球员单方解除职业足球劳动合同集中发生于俱乐部的不予注册、工资的过度扣除、训练条件的不足等情形,而俱乐部单方解除职业足球劳动合同则包括球员伤病、表现欠佳、擅自离队或拒绝归队以及摄取禁用物质等情形。这些做法与我国现行劳动立法预先设置的法定解除情形存有不同。未来我国职业足球劳动合同单方解除争议的解决宜在借鉴国际体育仲裁法理的基础上,通过体育仲裁庭个案归纳的方式将解除的正当理由类型化,来妥善处理我国法和足球行业规则在该领域的适用冲突。

劳动保护与工业机器人使用——基于《劳动合同法》的准实验

本文基于2004—2012年中国工业企业数据与中国海关数据,以2008年《劳动合同法》的实施作为准实验,利用双重差分法考察劳动保护对中国企业使用工业机器人的影响效果和作用机制。估计结果显示,劳动保护会显著增加企业使用的工业机器人数量。机制检验表明,劳动保护主要通过提高“劳动力直接成本”和“劳动力调整成本”这两个渠道来促进企业使用工业机器人。企业异质性检验结果表明,这一促进作用对于规模较大、工作任务程序化程度较高和对劳动力成本变动较敏感的企业更强;地区异质性检验结果进一步表明,这一促进作用在劳动力成本较高、法律制度环境较好、劳动者维权意识较高的地区更大。

劳动合同法实施后不同职工群体劳动权益保障差异变迁研究

本研究基于2007年与2012年中国职工状况调查,采用比率差异检验法分析了《劳动合同法》实施前后,不同文化程度、户籍身份与就业身份的职工群体在各项劳动权益保障上的差异变化。结果显示劳动合同法的制度力量推动了不同劳动者群体在某些劳动权益保障方面的差异日益缩小,但在多数劳动权益状况上,差异现象依然显著。

劳动合同效力制度的突破和疑点解析

基于劳动关系和劳动合同的特殊性以及解决现实问题的需要,《劳动合同法》关于劳动合同生效及其要件、劳动合同无效事由和后果的规定,对《合同法》和《劳动法》的突破及其引发的疑点主要在于:书面劳动合同生效与口头(推定)劳动合同生效的相对分离;劳动合同有效要件与无效事由的不尽相同;劳动合同无效后果的分阶段处理。这也是解读和完善劳动合同效力制度的重点。

《劳动合同法》实施以来劳动关系新变化以及工会应对策略研究

《劳动合同法》实施以来,其积极影响正在显现,特别反映在对劳动合同制度的规范和企业用工方式的引导上。但是,劳动合同法实施期间,国际金融危机的爆发与影响,使我国劳动关系的状况出现了复杂的局面,在一些领域劳动关系的矛盾和问题重又加剧。面对复杂形势工会的应对需从几个方面入手:坚持推进《劳动合同法》等各项劳动法律的实施;重点关注劳务派遣法律规制的充实与完善;学会因应不同经济环境的工作思路的转换和工作方法的调整;大力推进集体协商集体合同制度,强化工会的集体劳动关系调整作用;力促政府政策调整,在保民生基础上振兴经济。

大学生就业困境及法律保障问题研究——以《劳动合同法》制定为视角

1999年6月,随着我国高校扩招政策出台,我国高等教育步入跨越式发展阶段,这使得我国高校毕业生激增,而在短期内,社会对高校毕业生的需求增加幅度不会有很大变化。因此,在激烈的竞争中大学生就业弱势地位会愈加明显。大学生就业困境已经成为一个社会问题,如何解决大学生就业的法律保障是今后的一项重大课题。2006年3月20日,全国人大常委会向社会公布《中华人民共和国劳动合同法(草案)》并征求意见,此举无疑为研究大学生就业中的法律保障问题提供了新的契机。因此,基于大学生就业中缺乏法律保障之背景,探讨大学生就业的劳动合同法保护尤为必要。