為了保護合同當事人的合法權益，維護社會經濟秩序，促進社會主義現代化建設制定。由中華人民共和國第九屆全國人民代表大會第二次會議于1999年3月15日通過，于1999年10月1日起施行。共計第二十三章四百二十八條。2020年5月28日，十三屆全國， 以下是為大家整理的關于國家勞動合同法5篇 , 供大家參考選擇。
國家勞動合同法5篇
第1篇: 國家勞動合同法
篇一：2014年終止勞動合同及失業登記證明書
2014年終止勞動合同及失業登記證明書
姓名： ，身份證號碼：勞動合同期限： 年 月 日至 年 月 日 依據《勞動合同法》條款：第 條第 款解除（終止）合同 解除原因：□ 終止勞動合同 □ 雙方協商一致，解除勞動合同 □被用人單位解除勞動合同 □本人意愿書面提出解除勞動合同 □因用人單位有不符相關法律、法規、勞動合同約定的情形，勞動者提出解除勞動合同
本單位失業保險金繳費年限：累積繳費年限： 單位社會保險編號：
單位名稱：
（蓋章）
年月日
--------------------------------------------------------------------------------------注：1.此表一式四份，二份送就業局，一份存檔，一份給本人，須用黑水筆或鋼筆填寫，復寫涂改無效。
2.單位須攜帶失業證(勞動手冊)、錄用及社會保險增減表和此表辦理解除（終止）手續, 因本人意愿根據勞動合同法第三十七條解除勞動合同的人員，辦理時請附帶本人簽名的辭職報告。并將失業人員的名單、檔案等資料自終止或解除勞動關系之日起十五日內報送就業局并告知其按照規定享受失業保險待遇的權利。
3.失業人員應當自終止或者解除勞動關系之日起60日內,持用人單位出具的此證明書、就業（失業）證、（勞動手冊）、戶口本、一寸照片辦理失業保險申領手續。逾期辦理的，視同已重新就業。篇二：勞動合同法有關辭職條款
勞動合同法有關辭職條款
依據1995年1月1日施行的《中華人民共和國勞動法》第三十一條規定：“勞動者解除勞動合同，應當提前三十日以書面形式通知用人單位”。可見，勞動者解除勞動合同，應當嚴格按照《勞動法》的規定，提前三十日以書面形式向用人單位提出，而無須征得用人單位同意。超過三十日，勞動者向用人單位提出辦理解除勞動合同的手續，用人單位應予辦理。
第三十七條：“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”。本條是關于勞動者預告辭職和試用期內辭職程序的規定。勞動者提前30日以書面形式通知用人單位就可以解除勞動合同，這是法律賦予勞動者的預告辭職權。
用人單位為勞動者辦理檔案和社會保險關系轉移手續是用人單位的一項法定義務，用人單位必須依法履行。其次為有關手續辦理規定了時間限制，必須在依法解除或者終止勞動合同之日起十五日內辦理完畢。
第五十條 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。
***用人單位有出具解除或者終止勞動合同證明的義務
根據勞動合同法及有關法律、法規的規定，依法解除或者終止勞動合同時，用人單位都必須履行出具解除或者終止勞動合同證明的義務，這包括用人單位依法解除勞動合同、勞動者依法解除勞動合同、用人單位和勞動者依法終止勞動合同、在用人單位違法解除或者終止勞動合同后依法責令用人單位解除或者終止勞動合同等情形。用人單位出具證明的時間是在依法解除或者終止勞動合同的同時。規定用人單位有出具解除或者終止勞動合同證明的義務，主要是考慮便于勞動者辦理失業登記。1999年國務院頒布的《失業保險條例》第十六條規定，城鎮企業事業單位職工失業后，應當持本單位為其出具的終止或者解除勞動關系的證明，及時到指定的社會保險經辦機構辦理失業登記。根據失業保險條例的規定，用人單位出具的終止或者解除勞動關系證明是進行失業登記的必備條件，因此勞動合同法不僅將失業保險條例中城鎮企業事業單位應當及時為失業人員出具終止或者解除勞動合同的證．明的義務上升為法律義務，而且還規定了法律責任。在第八十九條中規定，用人單位違反本法規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；給勞動者造成損失的，用人單位應當承擔賠償責任。篇三：解除(終止)勞動合同及失業登記證明書
解除（終止）勞動合同及失業登記證明書
姓名： ，身份證號碼：勞動合同期限：年月日 依據《勞動合同法》條款：第 條第 款解除（終止）合同 解除原因：□ 終止勞動合同 □ 雙方協商一致，解除勞動合同 □被用人單位解除勞動合同 □本人意愿書面提出解除勞動合同 □因用人單位有不符相關法律、法規、勞動合同約定的情形，勞動者提出解除勞動合同
本單位失業保險金繳費年限：累積繳費年限： 單位社會保險編號：
單位名稱：
（蓋章）
年月日
--------------------------------------------------------------------------------------注：1.此表一式四份，二份送就業局，一份存檔，一份給本人，須用水筆或鋼筆填寫，復寫涂改無效。
2.單位須攜帶失業證(勞動手冊)、錄用及社會保險增減表和此表辦理解除（終止）手續, 因本人意愿根據勞動合同法第三十七條解除勞動合同的人員，辦理時請附帶本人簽名的辭職報告。并將失業人員的名單、檔案等資料自終止或解除勞動關系之日起十五日內報送就業局并告知其按照規定享受失業保險待遇的權利。
3.失業人員應當自終止或者解除勞動關系之日起60日內,持用人單位出具的此證明書、就業（失業）證、（勞動手冊）、戶口本、一寸照片辦理失業保險申領手續。逾期辦理的，視同已重新就業。
第2篇: 國家勞動合同法
勞動合同法勞動合同論文
篇一：勞動合同法論文勞動合同論文
勞動合同法論文勞動合同論文
勞動科學研究的特征分析
摘要：《勞動合同法》從起草之初到最后實施，一直在激烈的爭論中前行。本應最中立的學術界，似乎爭論更為激烈。現在，當這場堪稱“真理標準大討論”的爭論塵埃落定的時候，學術界應該冷靜思考爭論給我們帶來了什么。文章將《勞動合同法》納入更廣泛的勞動科學的視野，通過分析，得出勞動科學的研究應該具有綜合性、系統性、應用性、倫理性、中立性等五大特征。
關鍵詞：勞動合同法；勞動科學研究；五大特征
《勞動合同法》從20XX年起草工作啟動，到20XX年下半年《勞動合同法實施條例》頒布之后，一直都是在激烈的爭議中前行。特別是20XX年12月24日《勞動合同法（草案）》首次提交全國人大常委會審之后，更是在全社會引發了廣泛而激烈的爭論。據統計，全國人大常委會辦公廳于20XX年3月20日將草案向社會公眾征求意見。其后短短一個月時間內，收到社會各界提出的意見就多達19萬余條。參與這場論爭的既有用人單位、專家學者、社會團體，也有普通勞動者。如果說勞資雙方或者利益團體的爭論帶有傾向性的話，那么學術界的爭論應該是最中立的，但恰恰是最中立的一方，這種爭論似乎更加激烈。而且，介入這場論爭的不僅僅限于勞動法學界的專家，更有一些經濟學、社會學方面的學者成了主要辯手。
當《勞動合同法實施條例》在各方的激辯與期待中最終出臺，法律最終成為具有國家強制力約束的規則之后，一切批評都變得毫無意義了。但這場論爭塵埃落定之后，除了感慨之外，學術界是否更應當冷靜地思考，這場論爭究竟給我們帶來了什么？如果跳出立法宗旨、制度設計、法律條款等具體的爭論對象，我們是否應該反思：為什么一部法律的出臺會引發如此激烈的爭論？這場論爭究竟是一個什么性質的問題？為什么這場論爭會吸引如此多的法學以外其他領域的專家？為什么同是法學領域的專家，而且都聲稱是為了“加強勞動者權利保護”，觀點的分歧會如此之大？
很明顯，有關《勞動合同法》的爭論不僅僅限于法律層面，《勞動合同法》所涉及的問題也遠遠超出了法學研究的范疇。本文認為，基于勞動科學的視野來看待這場論爭，或許可以對上述問題做出比較合理的解釋。盡管學術界對勞動科學的內涵、邊界和學科體系有不同理解，但勞動科學是以勞動問題為研究對象自無疑問。按照這個理解，《勞動合同法》的問題屬于勞動科學的大范疇也就不容置疑了。從純粹學術意義的角度來看，這場由《勞動合同法》所引發的激烈論爭，也恰恰反映出勞動科學在研究上的一些特性。學。
一、綜合性
在《勞動合同法》的爭論中，“無固定期限合同”是焦點之一。從
法律的視角看，無固定期限勞動合同沒有明確規定合同有效期限，勞動關系可以在勞動者的法定勞動年齡范圍內和企業的存在期限內持續存在，只有在符合法定或約定的條件的情況下，勞動關系才可終止。可見，它不過是一種特殊類型的勞動合同，所蘊含的法律意義也不過是合同有效期不同、當事人的合同解除權被適當限制了。從企業管理的視角來看，它就涉及到用工機制和用工成本的問題。從社會學的視角來看，這種制度設計一定程度上會改變原有的那種高度競爭的職場氛圍。從更加宏觀的層面來看，還會影響到勞動力市場的自由流動，進而影響到整個經濟的發展。所以，無固定期限勞動合同的問題本身不僅僅是一個法律問題，為了實現對勞動合同的有效規制，也不能僅從法律的視野去分析，還要綜合管理學、經濟學、心理學、社會學等多學科的知識。
但這種綜合不是某一學科的方法或者理論在其他學科的簡單借鑒，而是基于經濟學、心理學、社會學等某一基礎性學科對勞動問題的系統研究。而且，勞動科學研究的綜合性特點在涉獵的廣度上也是其他研究所不及的。從經濟學視角研究勞動就是勞動經濟學，從社會學視角研究勞動就是勞動社會學，從法學的視角研究就是勞動法學，從心理學的視角研究就是勞動心理學，從衛生學的視角研究就是勞動衛生學，從保護視角就是勞動保護學，從統計視角就是勞動統計學……內容涉及人文科學、社會科學和自然科學三大體系。所以，對勞動問題的研究，本身應當是多學科的。正因為如此，袁倫渠教授認
為勞動科學嚴格意義上不屬于哪個門類，應該是一門交叉學科。但不管是作為學科門類也好，作為一級學科也罷，或者只是把它作為一個特定的研究領域來看待，在具體的研究過程中都必須體現綜合性的特點。
二、系統性
如果說綜合性側重的是勞動科學研究的廣度的話，那么系統性則是強調如何在全面的基礎上保證對問題的正確把握。如上所述，無固定期限勞動合同制度的在具體法律制度的設計上要從多科學的視野出發，要綜合考慮多個方面的問題，但當我們真正將這樣一個看似簡單的制度納入廣闊的背景當中進行考慮時，卻又很難抓住問題的核心。
首先，不同的學科在關注的重點、研究的范式、價值追求上都有所不同。比如，具體到勞動領域，經濟學關注勞動力資源配置的市場經濟活動過程中的勞動力需求和供給的行為，及其影響因素的分析和研究。社會學關注勞動者及其行為、勞動關系、勞動組織、勞動制度和勞動過程，由此分析和理解工業社會中與勞動相關的社會結構、功能和運作規律。心理學研究人的勞動活動的心理特點，研究勞動者在勞動過程中，與生產資料、勞動環境以及勞動者相互之間發生聯系的過程中出現的心理現象、心理機制和心理活動規律。法學則研究勞動
關系以及與勞動關系密切相聯系的其他關系的法律規范。其次，即便是從同一個學科的視角出發來研究某個問題，也會因為研究者的角度不同而得出不同的結論。這樣，當人們從多學科的視角乃至同一學科不同的角度來分析無固定期限勞動合同的問題時，會發現結論之間的差別如此巨大。在爭論的過程中，當法學界的大多數專家在宣揚無固定期限勞動合同對于維護勞動關系的穩定化、長期化，保障勞動者的合法權益所具有的重要意義之時，經濟學界卻普遍地發出了不一致的聲音，如張五常關于“維護懶人”、“把經濟搞垮”；張維迎關于“勞動合同法損害的是工人階級利益”；王一江關于“吁請對中小企業免除《勞動合同法》”等言論。而且，在法學界也出現了所謂的“北常南董”之爭，在經濟學界，也有人稱贊“勞動合同法來的正是時候”。
第3篇: 國家勞動合同法
LAW OF THE PEOPLE′S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS
Adopted at the 28th Session of the Standing Committee of the 10th National People′s Congress on June 29，2007
Effective from January 1， 2008
CHAPTER 1 GENERAL PROVISIONS
Article 1
This Law has been formulated in order to improve the employment contract system， to specify the rights and obligations of the parties to employment contracts， to protect the lawful rights and interests of Employees and to build and develop harmonious and stable employment relationships.
Article 2
This Law governs the establishment of employment relationships between， and the conclusion， performance， amendment， termination and ending of employment contracts by， organizations such as enterprises， individual economic organizations and private non-enterprise units in the People"s Republic of China （“Employers”） on the one hand and Employees in the People"s Republic of China on the other hand.
The conclusion， performance， amendment， termination and ending of employment contracts by state authorities， institutions or social organizations on the one hand and Employees with whom they establish employment relationships on the other hand， shall be handled pursuant to this Law.
Article 3
The conclusion of employment contracts shall comply with the principles of lawfulness， fairness， equality， free will， negotiated consensus and good faith.
A lawfully concluded employment contract is binding， and both the Employer and the Employee shall perform their respective obligations stipulated therein.
Article 4
Employers shall establish and improve internal rules and regulations， so as to ensure that Employees enjoy their labor rights and perform their labor obligations.
When an Employer formulates， revises or decides on rules and regulations， or material matters， that have a direct bearing on the immediate interests of its Employees， such as those concerning compensation， work hours， rest， leave， work safety and hygiene， insurance， benefits， employee training， work discipline or work quota management， the same shall be discussed by the employee representative congress or all the employees. The employee representative congress or all the employees， as the case may be， shall put forward a proposal and comments， whereupon the matter shall be determined through consultations with the Trade union or employee representatives conducted on a basis of equality.
If， during the implementation of an Employer"s rule or regulation or decision on a crucial matter， the Trade union or an employee is of the opinion that the same is inappropriate， it or he is entitled to communicate such opinion to the Employer， and the rule， regulation or decision shall be improved by making amendments after consultations.
Rules and regulations， and decisions on material matters， that have a direct bearing on the immediate interests of Employees shall be made public or be communicated to the Employees by the Employer.
Article 5
The labor administration authorities of People"s Governments at the county level and above， together with the Trade union and enterprise representatives， shall establish a comprehensive tri-partite mechanism for the coordination of employment relationships， in order to jointly study and resolve major issues concerning employment relationships.
Article 6
A Trade union shall assist and guide Employees in the conclusion of employment contracts with their Employer and the performance thereof in accordance with the law， and establish a collective bargaining mechanism with the Employer in order to safeguard the lawful rights and interests of Employees.
CHAPTER 2 CONCLUSION OF EMPLOYMENT CONTRACTS
Article 7
An Employer"s employment relationship with a Employee is established on the date it starts using the Employee. An Employer shall keep a register of employees， for reference purposes.
Article 8
When an Employer hires a Employee， it shall truthfully inform him as to the content of the work， the working conditions， the place of work， occupational hazards， production safety conditions， labor compensation and other matters which the Employee requests to be informed about. The Employer has the right to learn from the Employee basic information which directly relates to the employment contract， and the Employee shall truthfully provide the same.
Article 9
When hiring a Employee， an Employer may not retain the Employee"s resident ID card or other papers， nor may it require him to provide security or collect property from him under some other guise.
Article 10
To establish an employment relationship， a written employment contract shall be concluded.
In the event that no written employment contract was concluded at the time of establishment of an employment relationship， a written employment contract shall be concluded within one month after the date on which the Employer starts using the Employee.
Where an Employer and a Employee conclude an employment contract before the Employer starts using the Employee， the employment relationship shall be established on the date on which the Employer starts using the Employee.
Article 11
In the event that an Employer fails to conclude a written employment contract with a Employee at the time its starts to use him， and it is not clear what labor compensation was agreed upon with the Employee， the labor compensation of the new Employee shall be decided pursuant to the rate specified in the collective contract； where there is no collective contract or the collective contract is silent on the matter， equal pay shall be given for equal work.
Article 12
Employment contracts are divided into fixed-term employment contracts， open-ended employment contracts and employment contracts to expire upon completion of a certain job.
Article 13
A “fixed-term employment contract” is an employment contract whose ending date is agreed upon by the Employer and the Employee.
An Employer and a Employee may conclude a fixed-term employment contract upon reaching a negotiated consensus.
Article 14
An “open-ended employment contract” is an employment contract for which the Employer and the Employee have agreed not to stipulate a definite ending date.
An Employer and a Employee may conclude an open-ended employment contract upon reaching a negotiated consensus. If a Employee proposes or agrees to renew his employment contract or to conclude an employment contract in any of the following circumstances， an open-ended employment contract shall be concluded， unless the Employee requests the conclusion of a fixed-term employment contract：
（1） The Employee has been working for the Employer for a consecutive period of not less than 10 years；
（2） when his Employer introduces the employment contract system or the state owned enterprise that employs him re-concludes its employment contracts as a result of restructuring， the Employee has been working for the Employer for a consecutive period of not less than 10 years and is less than 10 years away from his legal retirement age； or
（3） prior to the renewal， a fixed-term employment contract was concluded on two consecutive occasions and the Employee is not characterized by any of the circumstances set forth in Article 39 and items （1） and （2） of Article 40 hereof.
If an Employer fails to conclude a written employment contract with a Employee within one year from the date on which it starts using the Employee， the Employer and the Employee shall be deemed to have concluded an open-ended employment contract.
Article 15
An “employment contract with a term to expire upon completion of a certain job” is an employment contract in which the Employer and the Employee have agreed that the completion of a certain job is the term of the contract.
An Employer and a Employee may， upon reaching a negotiated consensus， conclude an employment contract with a term to expire upon completion of a certain job.
Article 16
An employment contract shall become effective when the Employer and the Employee have reached a negotiated consensus thereon and each of them has signed or sealed the text of such contract.
The Employer and the Employee shall each hold one copy of the employment contract.
Article 17
An employment contract shall specify the following matters：
（1） The name， domicile and legal representative or main person in charge of the Employer；
（2） The name， domicile and number of the resident ID card or other valid identity document of the Employee；
（3） The term of the employment contract；
（4） The job des cription and the place of work；
（5） Working hours， rest and leave；
（6） Labor compensation；
（7） Social insurance；
（8） Labor protection， working conditions and protection against occupational hazards； and
（9） Other matters which laws and statutes require to be included in employment contracts.
In addition to the requisite terms mentioned above， an Employer and a Employee may agree to stipulate other matters in the employment contract， such as probation period， training， confidentiality， supplementary insurance and benefits， etc.
Article 18
If a dispute arises due to the fact that the rate or standards for labor compensation or working conditions， etc. are not explicitly specified in the employment contract， the Employer and the Employee may renegotiate. If the negotiations are unsuccessful， the provisions of the collective contract shall apply. If there is no collective contract or the collective contract is silent on the issue of labor compensation， equal pay shall be given for equal work； if there is no collective contract or the collective contract is silent on the issue of working conditions， the relevant regulations of the state shall apply.
Article 19
If an employment contract has a term of not less than three months but less than one year， the probation period may not exceed one month； if an employment contract has a term of more than one year and less than three years， the probation period may not exceed two months； and if an employment contract has a term of not less than three years or is open-ended， the probation period may not exceed six months.
An Employer may stipulate only one probation period with any given Employee.
No probation period may be specified in an employment contract with a term to expire upon completion of a certain job or an employment contract with a term of less than three months.
The probation period shall be included in the term of the employment contract. If an employment contract provides for a probation period only， then there is no probation period and the term concerned shall be the term of the employment contract.
Article 20
The wages of a Employee on probation may not be less than the lowest wage level for the same job with the Employer or less than 80 percent of the wage agreed upon in the employment contract， and may not be less than the minimum wage rate in the place where the Employer is located.
Article 21
An Employer may not terminate an employment contract during the probation period unless the Employee is characterized by any of the circumstances set forth in Article 39 and items （1） and （2） of Article 40 hereof. If an Employer terminates an employment contract during the probation period， it shall explain the reasons to the Employee.
Article 22
If an Employer provides special funding for a Employee"s training and gives him professional technical training， it may conclude an agreement specifying a term of service with such Employee.
If the Employee breaches the agreement on the term of service， he shall pay liquidated damages to the Employer as agreed. The measure of the liquidated damages may not exceed the training expenses paid by the Employer. The liquidated damages that the Employer requires the Employee to pay may not exceed the portion of the training expenses allocable to the unperformed portion of the term of service.
The reaching of agreement on a term of service between the Employer and the Employee does not affect the raising of the Employee"s labor compensation during the term of service according to the normal wage adjustment mechanism.
Article 23
An Employer and a Employee may include in their employment contract provisions on confidentiality matters relating to maintaining the confidentiality of the trade secrets of the Employer and to intellectual property.
If a Employee has a confidentiality obligation， the Employer may agree with the Employee on competition restriction provisions in the employment contract or confidentiality agreement， and stipulate that the Employer shall pay financial compensation to the Employee on a monthly basis during the term of the competition restriction after the termination or ending of the employment contract. If the Employee breaches the competition restriction provisions， he shall pay liquidated damages to the Employer as stipulated.
Article 24
The personnel subject to competition restrictions shall be limited to the Employer"s senior management， senior technicians and other personnel with a confidentiality obligation. The scope， territory and term of the competition restrictions shall be agreed upon by the Employer and the Employee， and such agreement shall not violate laws and regulations.
The term， counted from the termination or ending of the employment contract， for which a person as mentioned in the preceding paragraph is subject to competition restrictions in terms of his working for a competing Employer that produces the same type of products or is engaged in the same type of business as his current Employer， or in terms of his establishing his own business to produce the same type of products or engage in the same type of business， shall not exceed two years.
Article 25
With the exception of the circumstances specified in Articles 22 and 23 hereof， an Employer may not stipulate with a Employee provisions on the bearing of liquidated damages by the Employee.
Article 26
An employment contract shall be invalid or partially invalid if：
（1） A party uses such means as deception or coercion， or takes advantage of the other party"s difficulties， to cause the other party to conclude an employment contract， or to make an amendment thereto， that is contrary to that party"s true intent；
（2） The Employer disclaims its legal liability or denies the Employee his rights； or
（3） Mandatory provisions of laws or administrative statutes are violated.
If the invalidity or partial invalidity of the employment contract is disputed， it shall be confirmed by a labor dispute arbitration institution or a People"s Court.
Article 27
If certain provisions of an employment contract are invalid and such invalidity does not affect the validity of the remaining provisions， the remaining provisions shall remain valid.
Article 28
If an employment contract is confirmed as invalid and the Employee has already performed labor， the Employer shall pay the Employee labor compensation. The amount of labor compensation shall be determined with reference to the labor compensation of Employees in the same or a similar position with the Employer.
CHAPTER 3 PERFORMANCE AND AMENDMENT OF EMPLOYMENT CONTRACTS
Article 29
The Employer and the Employee shall each fully perform its/his obligations in accordance with the employment contract.
Article 30
Employers shall pay their Employees labor compensation on time and in full in accordance with the employment contracts and state regulations.
If an Employer falls into arrears with the payment of labor compensation or fails to make payment in full， the Employee may， in accordance with the law， apply to the local People"s
Court for an order to pay； and the People"s Court shall issue such order in accordance with the law.
Article 31
Employers shall strictly implement the work quota standards and may not compel or in a disguised manner compel Employees to work overtime. If an Employer arranges for a Employee to work overtime， it shall pay him overtime pay in accordance with the relevant state regulations.
Article 32
Employees shall not be held in breach of their employment contracts if they refuse to perform dangerous operations that are instructed in violation of regulations or peremptorily ordered by management staff of the Employer.
Employees have the right to criticize， report to the authorities or lodge accusations against their Employers in respect of working conditions that endanger their lives or health.
Article 33
Changes such a change in the name， legal representative or main person in charge of， or an （the） investor（s） in， an Employer shall not affect the performance of its employment contracts.
Article 34
If an Employer is merged or divided， etc.， its existing employment contracts shall remain valid and continue to be performed by the Employer（s） which succeeded to its rights and obligations
Article 35
An Employer and a Employee may amend the provisions of their employment contract if they so agree after consultations. Amendments to an employment contract shall be made in writing.
The Employer and the Employee shall each hold one copy of the amended employment contract.
CHAPTER 4 TERMINATION AND ENDING OF EMPLOYMENT CONTRACTS
Article 36
An Employer and a Employee may terminate their employment contract if they so agree after consultations.
Article 37
A Employee may terminate his employment contract upon 30 days" prior written notice to his Employer. During his probation period， a Employee may terminate his employment contract by giving his Employer three days" prior notice.
Article 38
A Employee may terminate his employment contract if his Employer：
（1） Fails to provide the labor protection or working conditions specified in the employment contract；
（2） Fails to pay labor compensation in full and on time；
（3） Fails to pay the social insurance premiums for the Employee in accordance with the law；
（4） Has rules and regulations that violate laws or regulations， thereby harming the Employee"s rights and interests；
（5） causes the employment contract to be invalid due to a circumstance specified in the first paragraph of Article 26 hereof；
（6） Gives rise to another circumstance in which laws or administrative statutes permit a Employee to terminate his employment contract.
If an Employer uses violence， threats or unlawful restriction of personal freedom to compel a Employee to work， or if a Employee is instructed in violation of rules and regulations or peremptorily ordered by his Employer to perform dangerous operations which threaten his personal safety， the Employee may terminate his employment contract forthwith without giving prior notice to the Employer.
Article 39
An Employer may terminate an employment contract if the Employee：
（1） Is proved during the probation period not to satisfy the conditions for employment；
（2） Materially breaches the Employer"s rules and regulations；
（3） Commits serious dereliction of duty or practices graft， causing substantial damage to the Employer；
（4） has additionally established an employment relationship with another Employer which materially affects the completion of his tasks with the first-mentioned Employer， or he refuses to rectify the matter after the same is brought to his attention by the Employer；
（5） causes the employment contract to be invalid due to the circumstance specified in item （1） of the first paragraph of Article 26 hereof； or
（6） Has his criminal liability pursued in accordance with the law.
Article 40
An Employer may terminate an employment contract by giving the Employee himself 30 days" prior written notice， or one month"s wage in lieu of notice， if：
（1） after the set period of medical care for an illness or non-work-related injury， the Employee can engage neither in his original work nor in other work arranged for him by his Employer；
（2） The Employee is incompetent and remains incompetent after training or adjustment of his position； or
（3） A major change in the objective circumstances relied upon at the time of conclusion of the employment contract renders it unperformable and， after consultations， the Employer and Employee are unable to reach agreement on amending the employment contract.
Article 41
If any of the following circumstances makes it necessary to reduce the workforce by 20 persons or more or by a number of persons that is less than 20 but accounts for 10 percent or more of the total number of the enterprise"s employees， the Employer may reduce the workforce after it has explained the circumstances to its Trade union or to all of its employees 30 days in advance， has considered the opinions of the Trade union or the employees and has subsequently reported the workforce reduction plan to the labor administration department：
（1） Restructuring pursuant to the Enterprise Bankruptcy Law；
（2） Serious difficulties in production and/or business operations；
（3） The enterprise switches production， introduces a major technological innovation or revises its business method， and， after amendment of employment contracts， still needs to reduce its workforce； or
（4） Another major change in the objective economic circumstances relied upon at the time of conclusion of the employment contracts， rendering them unperformable.
When reducing the workforce， the Employer shall retain with priority persons：
（1） Who have concluded with the Employer fixed-term employment contracts with a relatively long term；
（2） Who have concluded open-ended employment contracts with the Employer； or
（3） Who are the only ones in their families to be employed and whose families have an elderly person or a minor for whom they need to provide.
If an Employer that has reduced its workforce pursuant to the first paragraph hereof hires again within six months， it shall give notice to the persons dismissed at the time of the reduction and， all things being equal， hire them on a preferential basis.
Article 42
An Employer may not terminate an employment contract pursuant to Article
40 or Article 41 hereof if the Employee：
（1） is engaged in operations exposing him to occupational disease hazards and has not undergone a pre-departure occupational health check-up， or is suspected of having contracted an occupational disease and is being diagnosed or under medical observation；
（2） Has been confirmed as having lost or partially lost his capacity to work due to an occupational disease contracted or a work-related injury sustained with the Employer；
（3） Has contracted an illness or sustained a non-work-related injury， and the set period of medical care therefore has not expired；
（4） Is a female employee in her pregnancy， confinement or nursing period；
（5） Has been working for the Employer continuously for not less than 15 years and is less than 5 years away from his legal retirement age；
（6） Finds himself in other circumstances stipulated in laws or administrative statutes.
Article 43
When an Employer is to terminate an employment contract unilaterally， it shall give the Trade union advance notice of the reason therefore. If the Employer violates laws， administrative statutes or the employment contract， the Trade union has the right to demand that the Employer rectify the matter. The Employer shall study the Trade union"s opinions and notify the Trade union in writing as to the outcome of its handling of the matter.
Article 44
An employment contract shall end if：
（1） Its term expires；
（2） The Employee has commenced drawing his basic old age insurance pension in accordance with the law；
（3） The Employee dies， or is declared dead or missing by a People"s Court；
（4） The Employer is declared bankrupt；
（5） The Employer has its business license revoked， is ordered to close or is closed down， or the Employer decides on early liquidation； or
（6） Another circumstance specified in laws or administrative statutes arises.
Article 45
If an employment contract expires and any of the circumstances specified in
Article 42 hereof applies， the term of the employment contract shall be extended until the relevant circumstance ceases to exist， at which point the contract shall end. However， matters relating to the ending of the employment contract of a Employee who has lost or partially lost his capacity to work as specified in item （2） of Article 42 hereof shall be handled in accordance with state regulations on work-related injury insurance.
Article 46
In any of the following circumstances， the Employer shall pay the Employee severance pay：
（1） The employment contract is terminated by the Employee pursuant to Article 38 hereof；
（2） The employment contract is terminated after such termination was proposed to the Employee by the Employer pursuant to Article 36 hereof and the parties reached agreement thereon after consultations；
（3） The employment contract is terminated by the Employer pursuant to Article 40 hereof；
（4） The employment contract is terminated by the Employer pursuant to the first paragraph of Article 41 hereof；
（5） The employment contract is a fixed–term contract that ends pursuant to item （1） of
Article 44 hereof， unless the Employee does not agree to renew the contract even though the conditions offered by the Employer are the same as or better than those stipulated in the current contract；
（6） The employment contract ends pursuant to item （4） or （5） of Article 44 hereof；
（7） Other circumstances specified in laws or administrative statutes.
Article 47
A Employee shall be paid severance pay based on the number of years worked with the Employer at the rate of one month"s wage for each full year worked. Any period of not less than six months but less than one year shall be counted as one year. The severance pay payable to a Employee for any period of less than six months shall be one-half of his monthly wages.
If the monthly wage of a Employee is greater than three times the average monthly wage of employees in the Employer"s area as published by the People"s Government at the level of municipality directly under the central government or municipality divided into districts of the area1 where the Employer is located， the rate for the severance pay paid to him shall be three times the average monthly wage of employees and shall be for not more than 12 years of work.
For the purposes of this Article， the term “monthly wage” means the Employee"s average monthly wage for the 12 months prior to the termination or ending of his employment contract.
Article 48
If an Employer terminates or ends an employment contract in violation of this
Law and the Employee demands continued performance of such contract， the Employer shall continue performing the same. If the Employee does not demand continued performance of the employment contract or if continued performance of the employment contract has become impossible， the Employer shall pay damages pursuant to Article 87 hereof.
Article 49
The state will take measures to establish a comprehensive system that enables Employees" social insurance accounts to be transferred from one region to another and to be continued in such other region.
Article 50
At the time of termination or ending of an employment contract， the Employer shall issue a proof of termination or ending of the employment contract and， within 15 days， carry out the procedures for the transfer of the Employee"s file and social insurance account.
The Employee shall carry out the procedures for the handover of his work as agreed by the parties. If relevant provisions of this Law require the Employer to pay severance pay， it shall pay the same upon completion of the procedures for the handover of the work.
The Employer shall keep terminated or ended employment contracts on file for not less than two years， for reference purposes.
CHAPTER 5 SPECIAL PROVISIONS
SECTION 1 COLLECTIVE CONTRACT
Article 51
After bargaining on an equal basis， enterprise employees， as one party， and their Employer may conclude a collective contract on such matters as labor compensation， working hours， rest， leave， work safety and hygiene， insurance， benefits， etc. The draft of the collective contract shall be presented to the employee representative congress or all the employees for discussion and approval.
A collective contract shall be concluded by the Trade union， on behalf of the enterprise"s employees， and the Employer. If the Employer does not yet have a Trade union， it shall
1 Translator"s note： The phrase “of the area” does not appear in the Chinese text. It has been added by us in view of the context.
Conclude the collective contract with a representative put forward by the Employees under the guidance of the Trade union at the next higher level.
Article 52
Enterprise employees， as one party， and their Employer may enter into specialized collective contracts addressing labor safety and hygiene， protection of the rights and interests of female employees， the wage adjustment mechanism， etc.
Article 53
Industry-wide or area-wide collective contracts may be concluded between the Trade union on the one hand and representatives on the side of the enterprises on the other hand in industries such as construction， mining， catering services， etc. within areas below the county level.
Article 54
After a collective contract has been concluded， it shall be submitted to the labor administration authority. The collective contract shall become effective upon the lapse of 15 days from the date of receipt thereof by the labor administration authority， unless the said authority raises any objections to the contract.
A collective contract that has been concluded in accordance with the law is binding on the Employer and the Employees. An industry-wide or area-wide collective contract is binding on Employers and Employees in the industry or in the area in the locality concerned.
Article 55
The rates for labor compensation， standards for working conditions， etc. stipulated in a collective contract may not be lower than the minimum rates and standards prescribed by the local People"s Government. The rates for labor compensation， standards for working conditions， etc. stipulated in the employment contract between an Employer and a Employee may not be lower than those stipulated in the collective contract.
Article 56
If an Employer"s breach of the collective contract infringes upon the labor rights and interests of the employees， the Trade union may， in accordance with the law， demand that the Employer assume liability. If a dispute arising from the performance of the collective contract is not resolved following consultations， the Trade union may apply for arbitration and institute an action according to law.
SECTION 2 Placement
Article 57
Staffing firms shall be established in accordance with the relevant provisions
of the Company Law and have registered capital of not less than RMB￥500，000.
Article 58
Staffing firms are Employers as mentioned in this Law and shall perform an Employer"s obligations toward its Employees. The employment contract between a staffing firm and a Employee to be placed shall， in addition to the matters specified in Article 17 hereof， specify matters such as the unit with which the Employee will be placed， the term of his placement， his position， etc.
The employment contracts between staffing firms and the Employees to be placed shall be fixed term employment contracts with a term of not less than two years. Staffing firms shall pay labor compensation on a monthly basis. During periods when there is no work for Employees to be placed， the staffing firm shall pay such Employees compensation on a monthly basis at the minimum wage rate prescribed by the People"s Government of the place where the staffing firm is located.
Article 59
When placing Employees， staffing firms shall enter into staffing agreements with the units that accept the Employees under the placement arrangements （“Accepting Units”）. The staffing agreements shall stipulate the job positions in which Employees are placed， the number of persons placed， the term of placement， the amounts and methods of payments of labor compensation and social insurance premiums， and the liability for breach of the agreement.
An Accepting Unit shall decide with the staffing firm on the term of placement based on the actual requirements of the job position， and it may not conclude several short-term placement agreements to cover a continuous term of labor use.
Article 60
Staffing firms shall inform the Employees placed of the content of the placement agreements.
Staffing firms may not pocket part of the labor compensation that the Accepting Units pay to the Employees in accordance with the placement agreement.
Staffing firms and the Accepting Units may not charge fees from the Employees placed.
Article 61
If a staffing firm places a Employee with an Accepting Unit in another region， the Employee"s labor compensation and working conditions shall be in line with the rates and standards of the place where the Accepting Unit is located.
Article 62
Accepting Units shall perform the following obligations：
（1） Implement state labor standards and provide the corresponding working conditions and labor protection；
（2） communicate the job requirements and labor compensation of the Employees placed；
（3） Pay overtime pay and performance bonuses and provide benefits appropriate for the job positions；
（4） Provide the placed Employees who are on the job with the training necessary for their job positions； and
（5） In case of continuous placement， implement a normal wage adjustment system.
Accepting Units may not in turn place the Employees with other Employers.
Article 63
Placed Employees shall have the right to receive the same pay as that received by Employees of the Accepting Unit for the same work. If an Accepting Unit has no Employee in the same position， the labor compensation shall be determined with reference to the labor compensation paid in the place where the Accepting Unit is located to Employees in the same or a similar position.
Article 64
Placed Employees have the right to lawfully join the Trade union of their staffing firm or the Accepting Unit or to organize such unions， so as to protect their own lawful rights and interests.
Article 65
Placed Employees may terminate their employment contracts with their staffing firms pursuant to Article 36 or 38 hereof.
If any of the circumstances provided for in Article 39 and items （1） and （2） of Article 40 hereof applies to a placed Employee， his Accepting Unit may return him to the staffing firm， which may terminate its employment contract with him in accordance with the relevant provisions of this Law.
Article 66
The placement of Employees shall generally be practiced for temporary， auxiliary or substitute job positions.
Article 67
Employers may not establish staffing firms to place Employees with themselves or their subordinate units.
Section 3 Part-Time Labor
Article 68
The term “part-time labor” means a form of labor for which the compensation is chiefly calculated by the hour and where the Employee generally averages not more than 4 hours of work per day and not more than an aggregate 24 hours of work per week for the same Employer.
Article 69
The two parties to part-time labor may conclude an oral agreement.
A Employee who engages in part-time labor may conclude an employment contract with one or more Employers， but a subsequently concluded employment contract may not prejudice the performance of a previously concluded employment contract.
Article 70
The two parties to part-time labor may not stipulate a probation period.
Article 71
Either of the two parties to part-time labor may terminate the use of the labor by notice to the other party at any time. No severance pay shall be payable by the Employer to the Employee upon termination of the use of the labor.
Article 72
The hourly compensation rate for part-time labor may not be lower than the minimum hourly wage rate prescribed by the People"s Government of the place where the Employer is located.
The labor compensation settlement and payment cycle for part-time labor may not exceed 15 days.
CHAPTER 6 MONITORING INSPECTIONS
Article 73
The State Council"s labor administration authority shall be responsible for overseeing the implementation of the employment contract system nationwide. The labor administration authorities of local People"s Governments at the county level and above shall be responsible for overseeing the implementation of the employment contract system in their respective jurisdictions.
In the course of overseeing the implementation of the employment contract system， the labor administration authorities of People"s Governments at the county level and above shall consider the opinions of the Trade unions， the representatives on the side of the enterprises and the authorities in charge of the industries concerned.
Article 74
The labor administration authorities of local People"s Governments at the county level and above shall conduct monitoring inspections of the implementation of the following aspects of the employment contract system， in accordance with the law：
（1） Employers" formulation of rules and regulations that have a direct bearing on the immediate interests of Employees， and the implementation thereof；
（2） The conclusion and termination of employment contracts by Employers and Employees；
（3） Compliance with relevant regulations on placement by staffing firms and Accepting Units；
（4） Employers" compliance with state regulations on Employees" working hours， rest and leave；
（5） Employers" payment of labor compensation as specified in the employment contracts and compliance with minimum wage rates；
（6） Employers" enrollment in the various types of social insurance and payment of social insurance premiums； and
（7） Other labor matters requiring monitoring inspections， as specified in laws and administrative statutes.
Article 75
When the labor administration authority of a local People"s Government at the county level or above conducts a monitoring inspection， it has the authority to review materials relating to the employment contracts and collective contracts and conduct an on the-spot inspection of the work premises. Both the Employer and the Employees shall truthfully provide relevant information and materials.
When working personnel of a labor administration authority conduct a monitoring inspection， they shall show their IDs， exercise their functions and powers according to law and enforce the law in a well-disciplined manner.
Article 76
Such competent authorities as construction authorities， health authorities， production safety regulators， etc. of People"s Governments at the county level and above shall， to the extent of their respective purviews， oversee the implementation of the employment contract system by Employers.
Article 77
A Employee whose lawful rights and interests have been infringed upon shall have the right to request that the relevant authority deal with the infringement according to law， or to apply for arbitration and institute an action according to law.
Article 78
Trade unions shall safeguard the lawful rights and interests of Employees in accordance with the law and monitor the performance of the employment contracts and collective contracts by Employers. If an Employer violates labor laws or statutes or breaches an employment contract or collective contract， the Trade union has the right to voice its opinion or require that the matter be rectified. If a Employee applies for arbitration or institutes an action， the Trade union shall provide support and assistance in accordance with the law.
Article 79
All organizations and individuals are entitled to report violations of this Law.
The labor administration authorities of People"s Governments at the county level and above shall timely check and handle the violations reported and reward those persons whose reports are valuable.
CHAPTER 7 LEGAL LIABILITY
Article 80
If an Employer"s rule or regulation with a direct bearing on the immediate interests of Employees violates laws or administrative statutes， the labor administration authority shall order rectification and give a warning. If the said rule or regulation caused a Employee to suffer harm， the Employer will be liable for damages.
Article 81
If the text of an employment contract provided by an Employer lacks any of the mandatory clauses which this Law requires to be included in such contracts or if an Employer fails to deliver the text of the employment contract to the Employee， the labor administration authority shall order rectification； if the Employee suffered harm as a result thereof， the Employer will be liable for damages.
Article 82
If an Employer concludes a written employment contract with a Employee more than one month but less than one year after the date on which it started using him， it shall each month pay to the Employee twice his wage.
If an Employer fails， in violation of this Law， to conclude an open-ended employment contract with a Employee， it shall each month pay to the Employee twice his wage， starting from the date on which an open-ended employment contract should have been concluded.
Article 83
If the probation period stipulated by an Employer with a Employee violates this Law， the labor administration authority shall order rectification. If the illegally stipulated probation has been performed， the Employer shall pay compensation to the Employee according to the time worked on probation beyond the statutory probation period， at the rate of the Employee"s monthly wage following the completion of his probation.
Article 84
If an Employer violates this Law by retaining a Employee"s resident ID card or other papers， the labor administration authority shall order the same returned to the Employee within a specified period of time and impose a penalty in accordance with the provisions of relevant laws.
If an Employer violates this Law by collection property from Employees as security or under some other guise， the labor administration authority shall order the same returned to the Employees within a specified period of time and impose a fine on the Employer of not less than RMB￥500 and not more than RMB￥2，000 for each person； If the Employees suffered harm as a result of the said conduct on the part of the Employer， the Employer will be liable for damages. If an Employer retains a Employee"s file or other Article after the Employee has terminated or ended his employment contract in accordance with the law， a penalty shall be imposed in accordance with the preceding paragraph.
Article 85
If an Employer：
（1） Fails to pay a Employee his labor compensation in full and on time as stipulated in his employment contract or prescribed by the state；
（2） Pays labor compensation below the local minimum wage rate；
（3） Arranges overtime without paying overtime pay； or
（4） Terminates or ends an employment contract without paying the Employee severance pay pursuant to this Law； then the labor administration authority shall order it to pay the labor compensation， overtime pay or severance pay within a specified period of time； if the labor compensation is lower than the local minimum wage rate， the Employer shall pay the shortfall. If payment is not made within the time limit， the Employer shall be ordered to additionally pay damages to the Employee at a rate of not less than 50 percent and not more than 100 percent of the amount payable.
Article 86
If an employment contract is confirmed as being invalid in accordance with Article 26 hereof and the other party suffers harm as a result thereof， the party at fault shall be liable for damages.
Article 87
If an Employer terminates or ends an employment contract in violation of this Law， it shall pay damages to the Employee at twice the rate of the severance pay provided for in Article 47 hereof.
Article 88
If an Employer：
（1） uses violence， threats or unlawful restriction of personal freedom to compel a Employee to work；
（2） Instructs in violation of rules and regulations， or peremptorily orders， a Employee to perform dangerous operations which threaten his personal safety；
（3） Insults， corporally punishes， beats， illegally searches or detains a Employee； or
（4） provides odious working conditions or a severely polluted environment， resulting in serious harm to the physical or mental health of Employees； it shall be subjected to administrative punishment； if the said conduct constitutes a criminal offense， criminal liability shall be pursued according to law； if the Employee suffers harm as a result of the said conduct on the part of the Employer， the Employer will be liable for damages.
Article 89
If an Employer fails， in violation of this Law， to issue to a Employee a certificate evidencing the termination or ending of his employment contract， the labor administration authority shall order rectification. If the Employee suffers harm as a result of such failure， the Employer will be liable for damages.
Article 90
If a Employee terminates his employment contract in violation of this Law or breaches the confidentiality obligations or competition restrictions stipulated in his employment contract， and if such violation or breach causes his Employer to suffer loss， he will be liable for damages.
Article 91
If an Employer hires a Employee whose employment contract with another Employer has not yet been terminated or ended， causing the other Employer to suffer a loss， it shall be jointly and severally liable with the Employee for damages.
Article 92
If a staffing firm violates this Law， the labor administration authority and other relevant competent authorities shall order it to rectify the situation. If the circumstances are serious， it shall impose a fine of not less than RMB￥1，000 and not more than RMB￥5，000 for each person， and the administration for industry and commerce shall revoke the business license. If the Employee（s） placed suffer（s） harm， the staffing firm and the Accepting Unit shall be jointly and severally liable for damages.
Article 93
An Employer that carries on business without the legal qualifications therefore will be pursued according to law for its legal liability for its illegal and criminal acts. If its Employees have already performed labor， the Employer or its investor（s） shall pay them labor compensation， severance pays and damages in accordance with the relevant provisions of this Law. If the Employees suffer harm as a result thereof， the said unit shall be liable for damages.
Article 94
If an individual that contracts for the operation of a business hires Employees in violation of this Law and a Employee suffers harm as a result thereof， the organization that employed such contractor shall be jointly and severally liable with the contractor for damages.
Article 95
If a labor administration authority， another competent authority or a member of its working personnel neglects its/his duties， fails to perform its/his statutory duties or exercises its/his authority in violation of the law， thereby causing harm to a Employee or an
Employer， liability for damages shall be borne and the leading official directly in charge and the other persons directly responsible shall be subjected to administrative penalties in accordance with the law； if a criminal offense is constituted， criminal liability shall be pursued in accordance with the law.
CHAPTER 8 SUPPLEMENTARY PROVISIONS
Article 96
Where laws or administrative statutes contain， or the State Council has formulated， separate regulations concerning the conclusion， performance， amendment， termination or ending of employment contracts by and between institutions and those of their working personnel that are subject to the employment system， matters shall be handled in accordance with such regulations； in the absence of such regulations， matters shall be handled in accordance with this Law.
Article 97
Employment contracts concluded in accordance with the law before the implementation of this Law and continuing to exist on the implementation date of this Law shall continue to be performed. For the purposes of item （3） of the second paragraph of Article 14 hereof， the number of consecutive occasions on which a fixed-term employment contract is concluded shall be counted from the first renewal of such contract to occur after the implementation of this Law.
If an employment relationship was established prior to the implementation of this Law without the conclusion of a written employment contract， such contract shall be concluded within one month from the implementation date of this Law.
If an employment contract existing on the implementation date of this Law is terminated or ends after the implementation of this Law and， pursuant to Article 46 hereof， severance pay is payable， the number of years for which severance pay is payable shall be counted from the implementation date of this Law. If， under relevant regulations in effect prior to the implementation of this Law， the Employee is entitled to severance pay from the Employer in respect of a period preceding the implementation of this Law， the matter shall be handled in accordance with the relevant regulations that were in effect at that time.
Article 98
This Law shall be implemented from January 1， 2008.
第4篇: 國家勞動合同法
了解勞動合同法
天津１２月３０日電（記者鄒蘭、孫晶）近日，天津舉行《勞動合同法》講座時，不少用人單位抱怨新法律只重視保護勞動者權益。對此勞動保障專家表示，《勞動合同法》旨在構建***穩定的勞動關系，法律中多項內容有利企業維權。
《勞動合同法》規定，勞動者必須如實告知與工作內容、工作崗位相關的情況，如學歷、工作年限、工作經歷、健康狀況等。勞動者如果不如實告知，用人單位有權進行懲罰性解雇。
天津市勞動爭議仲裁院院長王炳瑞認為，這在法律上確立了用人單位的知情權。按新法律的規定，勞動者有忠誠于用人單位的義務，在與一家勞動單位保持工作關系的同時，又與另一家單位建立勞動關系，且不聽單位勸告的，解雇時無法獲得任何經濟補償，如給原單位造成損失，還要賠償。
實施《勞動合同法》，用人單位將能更有效地保護自己的商業秘密、知識產權。按規定，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秘密和與知識產權相關的保密事項。勞動者違反競業限制約定的，應按照約定向用人單位支付違約金。
王炳瑞解釋說，《勞動合同法》中，勞動者須向用人單位賠償的情形極少，而且大都規定了上限。但在有關“勞動者違反競業限制”的相關條款中，對違約金沒有上限規定。這無疑為用人單位、尤其是高新技術企業發展創造了極好的法律環境。
單位辭退員工可以用“代通知金”代替提前通知，將會使企業用人制度更加靈活。《勞動合同法》規定，出現法定情形時，用人單位提前３０日以書面形式通知勞動者本人或者額外支付勞動者１個月工資后，可以解除勞動合同。
對此，專家說，以前按法律要求，單位辭退員工必須提前３０天告知，因此出現個別被辭退員工消極怠工、故意破壞等情況，對用人單位正常工作產生負面影響。《勞動合同法》實施后，企業辭退非過失性員工時，特定情況下直接用１個月工資代替提前３０天通知，大大方便了企業依據自身利益作出自主選擇。
專家詳解熱點問題：您了解《勞動合同法》嗎？
勞動合同法解讀：單位扣薪不能超月工資20%
熱點解讀《勞動合同法》勞務派遣應同工同酬
《勞動合同法》關鍵詞解讀：加班、工資、違約金
解讀勞動合同法：試用期最長不能超過半年
第5篇: 國家勞動合同法
勞動合同法復習題
一、簡答題
1、簡述勞動合同法的適用范圍
2、勞動關系和勞務關系的區別。
3、HR管理簽訂培訓協議應注意的問題
4. 簡述商業秘密的含義和特征
5. 簡述加班工資支付標準：
6. 簡述工資支付的法律保障
答：（1）工資必須是基于一定的勞動法律關系所取得的勞動報酬；（2）工資的分配，受國家法律規定和勞動行政管理部門的管理；（3） 工資必須以貨幣形式支付；（4）工資必須定期支付；（5）支付工資是用人單位的法定義務，勞動者取得工資則必須履行勞動合同規定的義務。
7、簡述工傷認定程序。
答：申請登記 受理 調查核實 勞動能力鑒定 行政決定 送達
8. 勞動合同無效的情形。
答：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，主要表現為合同條款簡化、法定條款缺失、僅規定勞動者義務、生老病死自負等條款。
（三）違反法律、行政法規強制性規定的，包括不具備訂立勞動合同的資格、勞動條件不符合法律規定、招錄童工、低于最低工資、不繳納各項社會保險費用、傷殘自負、暫不婚孕等條款。
9、簡述用人單位的單方解除勞動合同的條件和程序
答：（一）因勞動者有過失而單方解除勞動合同
過失性辭退的法定許可性條件，一般為勞動者經試用不合格，或者勞動者違紀、違法達到一定嚴重程度，當出現此類許可性條件，用人單位無需向對方預告就可隨時通知解除勞動合同。過失性辭退也稱即時辭退。即時辭退的許可性條件限于勞動者有下列情形之一：
（1）以試用期間被證明不符合錄用條件。
（2）嚴重違反勞動紀律或者用人單位規章制度。
（3）嚴重失職，營私舞弊，對用人單位利益造成重大損害。
（4）被依法追究刑事責任。
（5）被勞動教養。即勞動者在勞動合同存續期間，因嚴懲違法而被公安機關依法處以勞動教養的。
?（二）因非過失性原因而單方解除勞動合同
用人單位因非過失性原因而單方解除勞動合同亦稱為預告辭退，即用人單位須向對方預告后才能解除合同。其法定許可性條件一般限于勞動者在無過錯的情況下由于主客觀情況的變化而導致勞動合同無法履行的情形。根據我國《勞動法》的規定，預告辭退的許可性條件，為有下列情形之一：
（1）勞動者患病或非因工負傷，醫療期滿后，不能從事原工作也不能從事由用人單位另行安排的工作。
（2）勞動者不能勝任工作，經過培訓或調整工作崗位，仍不能勝任工作。這里所謂“不能勝任工作”，是指不能按要求完成勞動合同中約定的任務或者同工種，同崗位人員的工作量。用人單位不得故意提高定額標準，使勞動者無法完成勞動者不能勝任工作。勞動者在試用期滿后不能勝任勞動合同所約定的工作，用人單位應對其進行培訓或者為其調整工作崗位，如果勞動者經過一定期間的培訓仍不能勝任原約定的工作，或者對重新安排的工作也不勝任，就意味著勞動者缺乏履行勞動合同的勞動能力，用人單位可以預告辭退，同時應依《補償辦法》第七條之規給予經濟補償金。
（3）勞動合同訂立時所依據的客觀情況發生重大變化，致使勞動合同無法履行，經當事人協商不能就變更勞動合同達成協議。
?3、因經濟性裁員而單方解除勞動合同
（1）用人單位經濟性裁員的法定事由裁員。
（2）用人單位經濟性裁員應遵循的程序
?首先，用人單位在決定裁減人員時，應當提前30日向工會或全體職工說明情況，聽取工會或者職工的意見。即用人單位在裁減人員時應先向工會和職工進行預先通知，并提供有關生產經營狀況的資料，考慮工人和工會的意見。預先通知的目的在于讓職工事先準備，在30日的期限內重新找工作，避免因裁員而失業。
其次，提出裁減人員方案，內容包括：被裁減人員名單，裁減時間及實施步驟，符合法律、法規規定和集體合同約定的被裁減有員經濟補償辦法。再次，將裁減人員方案征求工會或全體職工的意見，并對方案進行修改和完善。
再次，向勞動行政部門報告裁減人員方案以及工會或者全體職工的意見，使勞動部門能夠有時間對用人單位的裁減行為進行審查。如果發現不符合裁員條件或事先未向工會或職工進行通知，勞動部門可責令用人單位停止實施裁員行為并對其進行處罰。
???最后，用人單位正式公布裁減人員方案，與被裁減人員辦理解除勞動合同手續，按照法律法規規定向被裁減人員本人支付經濟補償金，并出具裁減人員證明人書。為防止用人單位以經營狀況嚴重困難為借口任意裁減職工，侵犯職工的合法權益，勞動法還規定用人單位人裁減人員之日起，6個月內需要新招人員的，必須優先從本單位裁減的人員中錄用，并向勞動行政部門報告錄用人員的數量、時間、條件以及優先錄用被裁減人員的情況。10、簡述經濟補償金的計算標準
11、簡述女職工勞動保護包括的內容：
答：（1）保護女職工的勞動權利。（2）研究職業因素對女性生理機能的影響。（3）安排女職工從事無害女性生理機能的工作。（4）做好女性生理機能變化過程中的勞動保護，即“四期保護”（經期保護、孕期保護、產期保護、哺乳期保護）。
三、案例分析題
（一）小張是某大學經濟管理專業的畢業生。他畢業不久就應聘到某高科技園區某公司，從事管理工作。進入公司時，小張與公司簽訂了一份勞動合同，合同期為三年，其中約定試用期為四個月。不幸的是，小張剛工作90余天，試用期未滿，就因感染肺炎而住進醫院。公司人事總監考慮辭退小張，另外招聘新人頂替小張的位置。
問題：1、約定試用期為兩個月是否合法？
2、公司辭退小張的做法合法嗎？為什么？
（二）程某是某大學的畢業生。2010年4月，程某以應屆畢業生的身份與比亞迪公司及華中科技大學共同簽訂了三方就業協議書，約定：比亞迪公司同意錄用程某；程某愿意到比亞迪公司就業；華中科技大學根據相關規定將程某列入就業建議計劃并予派遣。任何一方不得違約，否則將承擔違約責任支付違約金2萬元。
同年7月2日，程某被比亞迪公司派遣到其子公司上海比亞迪公司工作，后雙方簽訂了為期三年的勞動合同。
2011年1月9日，程某提出辭職，在上海比亞迪公司的要求下，程某在離職時支付了違約金2萬元。
問題：1、三方就業協議書是否有效？為什么？
2、程某辭職需要繳納違約金嗎？
?
（三）小王2010年6月份畢業于某知名大學計算機專業，通過應聘進入某軟件開發公司擔任軟件工程師一職。公司與小王簽訂了三年的勞動合同，同時在合同中約定：小王在離開公司后三年內，不得到與該公司同類型的公司從事同樣的工作，否則應向公司賠償2萬元。
2011年4月份，小王收到了一家獵頭公司的電話，另一家軟件開發公司想挖他去擔任項目經理，薪水差不多能上漲一倍。
小王經過慎重考慮后，隨后向公司提出書面申請，表示將于1個月后離職，公司經過挽留后無果，同意了小王的離職申請，雙方解除了勞動合同。
?
離開原公司后不到一個月，小王即到新公司報到了，當然，原公司很快也知道了這個消息。于是，原公司就根據合同約定，起訴至法院，要求小王依照合同約定支付賠償金2萬元。
問題：小王需要向公司支付賠償金嗎？
?
（四）2009年3月，周女士進入某外資公司擔任研發經理。雙方簽有勞動合同和一份競業限制協議。公司于每月25日以銀行轉賬形式將基本工資1500元、績效工資1000元、保密費500元以及各項津貼和補貼劃至周女士個人賬戶。2010年5月初，周女士尋找到了更好的發展機會，提出了辭職。后周女士提起仲裁，要求原公司支付相當于2個月工資的6000元，作為競業限制期間的經濟補償金。公司則認為自己每月工資中以“保密費”的名義，已對競業限制協議的作出補償，周女士要求再支付經濟補償的理由不成立，而且，周女士應當履行兩年的競業限制義務。
問題：
（1）周女士能否要求公司支付經濟補償？
（2）公司能否要求周女士履行競業限制義務？
答：保密費不同于競業限制的經濟補償 本案中，公司實際上是將保密費與競業限制的經濟補償混為一談。勞動者的保密義務和競業限制義務有著很大的不同，主要體現在以下三個方面： （1）產生方式不同。整理 保密是一種法定義務，不管是否有明示的約定，勞動者在職期間和離職以后，均需承擔保守商業秘密的義務；而勞動者的競業限制義務則是一種約定義務，是基于雙方當事人之間的約定，無約定則無義務。（2）期限不同。 保密義務的存在沒有期限，只要商業秘密存在，義務人的保密義務就永遠存在；而競業限制則存在一個期限。 （3）費用的支付不同。 保密可以支付保密費也可以不支付，而競業限制約定是對勞動者自由擇業權的限制，用人單位應當就此給予勞動者相應經濟補償。此外，保密費是勞動者在職期限發放，而競業限制的經濟補償，則是在勞動者離職后發放。因此，在本案中，王女士在職期間，公司向其支付的保密費并非競業限制的經濟補償，所以，公司如果要王女士履行競業限制義務，需要向其另行支付經濟補償。
（3）公司能否放棄對周女士履行競業限制義務的要求而不支付經濟補償？
?答：競業限制對公司是一種權利，競業限制對于勞動者來說是一種義務，對于用人單位來說則是一種權利，權利可以放棄。因此，用人單位可以放棄對勞動者競業限制的要求，并且不向勞動者支付經濟補償。但根據上海市的相關規定，競業限制協議生效前或履行期間，用人單位放棄對勞動者競業限制的要求，應當提前一個月通知勞動者。所以，具體到本案，公司可以放棄競業限制的要求，并且不支付競業限制補償，但需要提前一個月通知王女士。
（五）2011年2月，于某和八方貨運公司簽訂了一份合同，雙方約定，如果于某在工作中發生了事故，后果由他自負。5月10日，于某在為八方公司干活的時候，不幸摔斷了三根肋骨。事故發生后，八方公司的負責人袁先生把于某送到了醫院，并支付了部分醫療費用。 “之后我就在家里養病，一躺就是2個多月；這段時間里我找老板要錢，他說養病的這2個月沒干活不給錢，而且還有部分藥費也沒給我報。”于某說。袁先生表示，為于某看病已經花了1千多元錢，而公司是干一天活給一天的錢。
問題：約定事故責任自負合法嗎？
答：因工受傷工資照給。
我國《勞動合同法》第26條規定：“下列勞動合同無效或者部分無效：
（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、行政法規強制性規定的。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27條規定：“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。”
而按照《工傷保險條例》的規定，參加工傷保險，為職工繳納工傷保險費，是用人單位的法定義務。職工有依法享受工傷保險待遇的權利。如果用人單位不參加工傷保險，職工出了事故認定為工傷的，單位也必須按照工傷保險待遇的標準依法賠償。
勞動者與企業簽訂勞動合同，約定的工傷自負的條款違法，應屬無效，沒有法律約束力。如果勞動合同其他條款不存在無效的情形，工傷自負的無效條款并不影響其他條款的效力，其他條款仍應依法履行。
因此，于先生和八方貨運公司簽訂的合同中，“如發生了事故，后果由當事人自負”的條款是無效的。
（六）王某于2009年2月到某公司工作，該公司不按時發放工資，至7月份已拖欠了王某3個月的工資共計3600元。王某向公司多次討要都沒有結果，無奈之下向當地勞動爭議仲裁委員會提起申訴，要求該公司支付拖欠的工資并支付賠償金。在仲裁委的調解下，王某與該公司達成了一致意見，雙方簽訂了調解協議書，約定自簽訂調解協議書之日起10日內，該公司一次性支付王某3個月的工資。但約定支付工資的期限過了一個星期后，該公司還未支付王某工資。
問題：王某下一步應該怎么辦呢？
答：（王某只好再次來到仲裁委。仲裁委查明該公司確實未按約支付王某工資，便告知王某根據《勞動爭議調解仲裁法》第16條規定：“因支付拖欠勞動報酬、工傷醫療費、經濟補償或者賠償金事項達成調解協議，用人單位在協議約定期限內不履行的，勞動者可以持調解協議書依法向人民法院申請支付令。人民法院應當依法發出支付令。”）根據《勞動爭議調解仲裁法》第16條規定：“因支付拖欠勞動報酬、工傷醫療費、經濟補償或者賠償金事項達成調解協議，用人單位在協議約定期限內不履行的，勞動者可以持調解協議書依法向人民法院申請支付令。人民法院應當依法發出支付令。”王某可以持調解協議書到法院申請支付令。該公司依法及時支付了拖欠王某的工資。
