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Summary

本期摘要

新規(guī)速遞：《南京市勞動人事爭議案件裁審銜接工作指引（一）》發(fā)布，涉及南京市勞動人事爭議案件的程序和實體問題

Quick View of New Regulations: The Guidelines on the Connection of Labor and Personnel Dispute Cases Arbitration and Litigation of Nanjing (I) was Issued, Involving Procedural and Substantive Issues of Labor and Personnel Dispute Cases in Nanjing

新規(guī)速遞：全國總工會印發(fā)《工會參與勞動爭議處理辦法》，并與最高人民檢察院聯(lián)合下發(fā)《關于協(xié)同推進運用“一函兩書”制度保障勞動者權(quán)益工作的通知》

Quick View of New Regulations: The All-China Federation of Trade Unions Issued the Measures on Trade Unions Participating in Labor Disputes Handling, and Jointly Issued the Notice on Promoting the Protection of Employees' Rights and Interests Through a Collaborative Approach with the Supreme People's Procuratorate

典型案例：人民法院案例庫正式上線并向社會開放

Exploration of Typical Cases: The People’s Court Case Database was Officially Online and Accessible to the Society

典型案例：北京市人社局發(fā)布2023年北京市勞動人事爭議仲裁典型案例

Exploration of Typical Cases: Beijing Municipal Human Resources and Social Security Bureau Released Typical Cases of Labor and Personnel Dispute Arbitration in Beijing in 2023

典型案例：蘇州兩級法院發(fā)布《競業(yè)限制糾紛案件審判白皮書》及十大典型案例

Exploration of Typical Cases: The Suzhou Two-level Court Released White Paper on Trial of Non-Compete Dispute Cases and Ten Typical Cases

一、新規(guī)速遞：《南京市勞動人事爭議案件裁審銜接工作指引（一）》發(fā)布，涉及南京市勞動人事爭議案件的程序和實體問題

2024年1月26日，南京市人力資源和社會保障局與南京市中級人民法院聯(lián)合發(fā)布了《南京市勞動人事爭議案件裁審銜接工作指引（一）》（“《工作指引》”）。《工作指引》總結(jié)了司法實踐中形成的共識，并回應了爭議問題。其中，以下要點值得關注：

On January 26, 2024, Nanjing Human Resources and Social Security Bureau and Nanjing Intermediate People’s Court jointly issued the Guidelines on the Connection of Labor and Personnel Dispute Cases Arbitration and Litigation of Nanjing (I) (the “Guidelines”). The Guidelines summarized the consensus developed in judicial practice, and responded to controversial issues. Among them, the following points are worthy of attention:

1.工資標準。

Wage standard.

● 用人單位支付勞動者的醫(yī)療補助費的，建議按照勞動者患病或負傷前月平均工資實際應發(fā)工資計算。

Where an employer shall pay medical allowances to an employee, it is advisable to calculate the medical allowance based on the actual gross average monthly wage payable before the employee's illness or injury.

● 用人單位支付未簽書面勞動合同二倍工資差額的，建議一般按照應發(fā)工資計算。

Where an employer shall pay the difference of double wages for not signing a written labor contract, generally it is advisable to calculate the difference based on the gross wage payable.

● 用人單位支付涉及長期病假職工、企業(yè)停產(chǎn)放假的勞動者的經(jīng)濟補償金的，建議按照正常工作期間的月平均工資計算。

Where an employer shall pay economic compensation to employees who are on long-term sick leave or employees on vacation/suspension due to the company shutdown, it is advisable to calculate the compensation based on the average monthly wage during the normal working period.

2.繼續(xù)履行勞動合同。針對用人單位違法解除勞動合同，勞動者要求繼續(xù)履行并支付該期間工資的，雙方爭議較大喪失繼續(xù)履行勞動合同的基礎，建議原則上不支持恢復勞動關系。

Continuing to perform the labor contract. Where the employer illegally terminates the labor contract, and the employee claims to continue to perform the labor contract and pay back the wages for the wrongful termination period, in the event that the parties has lost the foundation for continuation of the labor contract due to significant dispute, in principle, it is advisable that the reinstatement of the employment relationship shall not be supported.

3.末位淘汰。用人單位根據(jù)績效考核制度對員工進行績效考核排名，對排名“末位”員工扣減績效工資的，用人單位的績效考核制度的合法性應當看單位是否有明確考核制度，是否對員工進行考核量化打分，考核是否客觀合理等，區(qū)分情形，個案判斷。

Last-position Eliminating. If the employer ranks the employees according to the performance appraisal rules, and deducts the performance salary of the employee who is ranked at the last-position, the legality of the employer’s performance appraisal rule shall depend on whether there is a clear rule regarding the performance appraisal, whether the employee’s is evaluated quantitatively, whether the appraisal is objective and reasonable, etc., and shall be judged case by case according to different situations.

海問建議：南京地區(qū)的用人單位在日常勞動管理、勞動爭議處理等實踐操作中，應重視本《工作指引》，以滿足勞動用工合規(guī)要求。

Haiwen suggestions: Employers in Nanjing shall pay attention to this Guidelines in daily HR management, labor dispute handling and other practical operations to meet the HR compliance requirements.

二、新規(guī)速遞：全國總工會印發(fā)《工會參與勞動爭議處理辦法》，并與最高人民檢察院聯(lián)合下發(fā)《關于協(xié)同推進運用“一函兩書”制度保障勞動者權(quán)益工作的通知》

2023年12月28日，中華全國總工會（“全國總工會”）印發(fā)《工會參與勞動爭議處理辦法》（“《辦法》”）。《辦法》對工會參與勞動爭議協(xié)商、調(diào)解、仲裁、訴訟，以及處理集體勞動爭議等作出規(guī)定，進一步規(guī)范和加強工會參與勞動爭議處理工作。

On December 28, 2023, the All-China Federation of Trade Unions issued the Measures on Trade Unions Participating in Labor Disputes Handling (the “Measures”). The Measures covers participation of trade unions in consultation, mediation, arbitration and litigation of labor disputes, as well as handling of collective labor disputes, etc., and further regulates and strengthens the participation of trade unions in the labor disputes handling.

2024年2月7日，最高人民檢察院、全國總工會聯(lián)合下發(fā)《關于協(xié)同推進運用“一函兩書”制度保障勞動者權(quán)益工作的通知》，適用于用人單位的規(guī)章制度制定、修改、執(zhí)行，以及勞動合同訂立、履行、變更、解除、終止等范圍。其中，“一函”指《工會勞動法律監(jiān)督提示函》，“兩書”指《工會勞動法律監(jiān)督意見書》和《工會勞動法律監(jiān)督建議書》。

On February 7, 2024, the Supreme People’s Procuratorate and the All-China Federation of Trade Unions jointly issued the Notice on Promoting the Protection of Employees’ Rights and Interests Through a Collaborative Approach, which covers the formulation, modification and implementation of the rules and regulations of employers, as well as the conclusion, fulfillment, amendment and termination of labor contracts. The supervision approaches include the A Labor Law Supervision Reminder Letter of Trade Unions, the Labor Law Supervision Opinion of Trade Unions and the Labor Law Supervision Proposal of Trade Unions.

1. 工會勞動法律監(jiān)督委員會認為用人單位可能違反或者出現(xiàn)違反有關勞動法律法規(guī)情況時向用人單位發(fā)出《工會勞動法律監(jiān)督提示函》，也可在重要時間節(jié)點聚焦重點問題公開發(fā)布《工會勞動法律監(jiān)督提示函》。

A Labor Law Supervision Reminder Letter of Trade Unions can be sent to the employer when the Labor Union Labor Law Supervision Committee observes that the employer may violate or violates labor laws and regulations. It can also be publicly issued at important time points focusing on key issues.

2. 當用人單位存在違反勞動法律法規(guī)、侵害職工合法權(quán)益行為，與用人單位經(jīng)提示、協(xié)商無效的，由該用人單位所在地縣級以上總工會向用人單位發(fā)出《工會勞動法律監(jiān)督意見書》，提出改正意見。涉及新業(yè)態(tài)員工等特殊情況的可同時抄送同級檢察機關。

If an employer violates labor laws and regulations and infringes employees’ lawful rights and interests, and reminder and negotiation with the employer is ineffective, the federation of trade unions at or above the county level where the employer is located can issue a Labor Law Supervision Opinion of Trade Unions to the employer, and put forward opinions on corrections. In case of employees in new business form or other special circumstances, the Opinion can be copied to the procuratorate at the same level.

3. 用人單位無正當理由未在規(guī)定期限內(nèi)答復，或者無正當理由拒不改正的，地方總工會向同級政府執(zhí)法部門發(fā)出《工會勞動法律監(jiān)督建議書》，并可同時抄送同級檢察機關。

If the employer fails to respond in the prescribed period without a justifiable reason, or refuses to make corrections without a justifiable reason, the local federation of trade unions can send a Labor Law Supervision Proposal of Trade Unions to the law-enforcement departments at the same level, which can also be copied to the procuratorate at the same level.

三、典型案例：人民法院案例庫正式上線并向社會開放

Exploration of Typical Cases: The People’s Court Case Database was Officially Online and Accessible to the Society

2024年2月27日，最高人民法院舉行人民法院案例庫（“案例庫”）建設工作新聞發(fā)布會。案例庫收錄了經(jīng)最高人民法院審核認為對類案具有參考示范價值的權(quán)威案例，包括指導性案例和參考案例，服務司法審判、公眾學法、學者科研、律師辦案。

On February 27, 2024, the Supreme People’s Court held a press conference on the construction of the People’s Court Case Database (“Case Database”). The Case Database contains authoritative cases, including guiding cases and reference cases, which have been reviewed and evaluated by the Supreme People’s Court as having reference and demonstration value for similar cases, and which can provide guidance to the judicial trial, the public in learning the law, scholars in scientific research, and lawyers in handling cases.

案例庫目前共收錄了勞動爭議共42件（其中8件為指導性案例，部分指導性案例分析參見《海問·觀察︱基于最高院第32批指導性案例的分析及用工實務建議》），人事爭議共1件，涉及確認勞動關系、經(jīng)濟補償金和賠償金、工資、獎金、競業(yè)限制等多個方面。就其中包含的裁審典型觀點，我們梳理如下：

The Case Database currently contains a total of 42 labor disputes (of which 8 are guiding cases, for part of the guiding case analysis please refer to Haiwen Observation: Analysis and Practical Suggestions on Employment Based on the 32nd Batch of Guiding Cases of the Supreme People’s Court), and 1 personnel dispute, involving confirmation of labor relation, economic compensation and indemnity, salary, bonus, non-compete and other aspects. We have summarized the typical opinions of courts and the labor arbitration committees contained therein as follows:

1. 確認勞動關系案件中，認定的核心為勞動者人格及經(jīng)濟從屬性。

In the confirmation of labor relation cases, the core factors are the personal and economic subordination of the employee.

● 在掛靠情形下，陳某訴廣州某某船務公司船員勞動爭議案、灤縣某物流公司訴王某勞動爭議案中，均認定被掛靠公司和員工之間不具有從屬性。

In the situation of affiliation, in both Mr. Chen v. Guangzhou Company Crew Labor Dispute and Luanxian Company v. Mr. Wang Labor Dispute, it has been concluded that there was no subordination between affiliated company and the individual.

● 在平臺等新業(yè)態(tài)用工情形下，李某訴某文化傳播公司勞動爭議案等案件中，認定員工與公司之間不具有從屬性。但在某服務外包有限公司訴徐某確認勞動關系糾紛案等案件中，認定平臺合作的外包公司和員工之間滿足從屬性的要求。

In the situation of the platform and other new forms of employment, it was found that the employees and the company does not have subordination in Mr. Li v. Company labor dispute case. However, in the case of Outsourcing Company v. Mr. Xu with respect of confirmation of the labor relation, it was found that there is subordination between the outsourcing company and the employees.

● 在已達退休年齡但未享受養(yǎng)老保險待遇的情形下，烏魯木齊某物業(yè)服務有限公司訴馬某某勞動合同糾紛案等案件中，因員工和用人單位之間不具有從屬性，且員工未能領取養(yǎng)老保險待遇非因用人單位原因，認定不屬于勞動關系。

In the situation of an employee who had reached retirement age but not yet started to receive the basic pension insurance entitlements, due to the lack of subordination between the employee and the employer and the employee’s failure to receive pension insurance entitlements cannot be attributed to the employer, it was found that there was not a labor relation in Urumqi Company v. Mr. Ma labor contract dispute case, etc.,.

2.認定用人單位違法解除勞動合同的案件中，裁審機構(gòu)對于《勞動合同法》中解除路徑適用的具體標準審查較為嚴格。在42起勞動爭議中，9起和違法解除勞動合同的賠償金直接且緊密相關，僅1起案件（即指導性案例181號）認定用人單位無需支付違法解除勞動合同的賠償金。

In cases where the employer terminated the labor contract wrongfully, the courts and the labor arbitration committees were more rigorous in their assessment of the specific criteria applicable to the termination approach under the Labor Contract Law. Among the 42 labor disputes, 9 cases were connected directly and closely with the compensation for wrongful termination of labor contracts, and only 1 case (Guiding Case No. 181) found that the employer was not required to pay compensation for wrongful termination of labor contracts.

3.關于獎金支付認定的案件中：

Among the cases on the payment of bonuses:

● 3起案件認定不支付獎金不當：指導性案例182號釋明用人單位不得以獎金未經(jīng)審批認為員工無權(quán)領取；指導性案例183號釋明用人單位單方解除勞動關系且不予發(fā)放年終獎的規(guī)定缺乏合理性；劉某訴北京某公司勞動爭議糾紛案釋明因用人單位違法解除勞動合同而導致員工離職的不能成為拒付年終獎的理由。

Three cases found that the non-payment of bonuses was improper: Guiding Case No. 182 explained that an employer shall not claim that an employee is not entitled to receive a bonus because the bonus had not been approved by the employer; Guiding Case No. 183 explained that the provision of non-payment of a year-end bonus after the employer unilaterally terminated the labor relation was unreasonable. Mr. Liu v. A Beijing Company Labor Dispute case explained that the employee’s termination of his/her job due to illegal termination of the labor contract by the employer couldn’t be the ground for the refusal of payment of a year-end bonus.

● 1起案件支持了用人單位不予支付獎金的主張：曾某訴某網(wǎng)絡科技公司勞動爭議案中用人單位的薪酬制度規(guī)定績效考核與年終績效獎金掛鉤，考核結(jié)果規(guī)范合理的可以作為不予發(fā)放年終績效獎金的依據(jù)。

One case supported that the employer shall not pay the bonus: in Mr. Zeng v. Company Labor Dispute, the employer’s salary policy stipulated that the performance appraisal was linked to the year-end performance bonus, and the standardized and justified appraisal results could be a basis for not paying the year-end performance bonus.

4. 關于競業(yè)限制的案件中：指導性案例184號釋明訴訟期限不計入競業(yè)限制期限的約定無效；指導性案例190號指出競爭關系應當根據(jù)實際經(jīng)營情況綜合判斷，不應僅依據(jù)經(jīng)營范圍確認；上海某實業(yè)股份有限公司訴韓某某勞動合同糾紛案中，員工的配偶持股競爭對手競業(yè)公司，裁審機構(gòu)結(jié)合行為發(fā)生時間、財產(chǎn)獨立狀況等認定屬于隱蔽競業(yè)的違約行為。

Among the non-compete cases: Guiding Case No. 184 explained that the clause which provided that period of litigation shall not counted as the period of non-compete was invalid; Guiding Case No. 190 pointed out that the competitive relation should be determined comprehensively according to the actual operation situation, and should not be confirmed only based on the business scope in business licenses; in Shanghai Company v. Mr. Han Labor Contract Dispute case, the spouse of the employee held shares in the rival competitor, and the court and the labor arbitration committee determined that it was a breach of contract in the form of hidden competition in combination with the time of the behavior and the independent status of the property.

海問建議：因案例庫篩選的案例具有代表性，在法律適用、裁判規(guī)則等方面具有參考意義和示范價值，企業(yè)在日常勞動人事管理實踐中可加以參考。

Haiwen suggests: Since the cases selected by the Case Database are typical, which shall have reference and demonstrative value from the perspective of applying laws and adjudication rules, and can be referred to in the daily practice of HR management of enterprises.

四、典型案例：北京市人社局發(fā)布2023年北京市勞動人事爭議仲裁典型案例

Exploration of Typical Cases: Beijing Municipal Human Resources and Social Security Bureau Released Typical Cases of Labor and Personnel Dispute Arbitration in Beijing in 2023

2023年12月29日，北京市人力資源和社會保障局發(fā)布《2023年北京市勞動人事爭議仲裁典型案例》。典型案例共十起，裁判要點如下：

On December 29, 2023, the Beijing Municipal Human Resources and Social Security Bureau released the 2023 Typical Cases of Labor and Personnel Dispute Arbitration in Beijing. There are ten typical cases, and the main opinions are as follows:

1. 某保安公司和員工簽訂《服務項目承包經(jīng)營合同書》規(guī)避《勞動合同法》，裁審機構(gòu)根據(jù)雙方主體資格、用工管理情況等認定雙方存在勞動關系。

A security company and its employee signed the Service Project Agreement to evade the application of Labor Contract Law, and the labor arbitration committee and the court determined that the two parties had a labor relation based on their qualifications of both parties as subjects of an employment and the labor management situation, etc.

2. 承包互聯(lián)網(wǎng)平臺企業(yè)外賣服務的加盟商通過第三方公司招用派遣員工的，裁審機構(gòu)根據(jù)加盟商未向員工告知派遣協(xié)議內(nèi)容、接受其管理、工資明細和來源為該加盟商，以及提供的服務為加盟商的業(yè)務組成部分等認定雙方存在勞動關系。

In the case of a franchisee who contracted a takeaway service from an internet platform company and recruited dispatched employees through another third-party company, the court and the labor arbitration committee found that a labor relation existed between the two parties based on the fact that the franchisee did not notify the employee of the content of the dispatched agreement, the employee was under its management, the payroll and its details were from the franchisee, and that the service provided was an integral part of the franchisee’s business.

3. 員工勞動合同約定為標準工時制，用人單位主張員工為高管應當執(zhí)行不定時工時制度，裁審機構(gòu)因員工崗位不屬于高管且用人單位曾就員工曠工扣除工資，認定應當支付加班工資。

The employee’s labor contract agreed on a standard working system, and the employer claimed that the employee was an executive and should be subject to a flexible working system, but the court and the labor arbitration committee determined that overtime wages should be paid because the employee’s position was not an executive and the employer had deducted the employee’s wages for absenteeism.

4. 用人單位主張以員工遲到、早退時間抵扣年休假的，不屬于員工不享受年休假的法定情形。

The employer’s claimed that the employee’s annual leave had been deducted from the employee’s late arrivals and early departures shall not be considered as the reason that the employee was not entitled to annual leave provided by law.

5. 法律并未對勞動者履行保密義務需要支付保密費用作出強制性規(guī)定，對員工要求用人單位支付保密費用的主張不予支持。

The law did not impose the payment of confidentiality fee for the employee’s fulfillment of confidentiality obligations on the employer, and the employee’s request for the employer to pay the confidentiality fee shall not be supported.

6. 工作交接期間勞動者因工負傷應享受工傷待遇，用人單位不得在勞動能力鑒定前解除勞動合同。

During the period of work handover, employees who were injured at work shall be entitled to work injury treatment, and the employer shall not terminate the labor contract before the evaluation of work capacity.

7. 用人單位不得以任何理由限制女職工的生育權(quán)，不得因新入職女員工未按照規(guī)章制度規(guī)定提交申請后懷孕而扣除績效獎金。

The employer shall not restrict the maternity rights of female employees for any reason, and shall not deduct the performance bonus of a new female employee due to her failure to submit an application for pregnancy in accordance with the employer’s rules and regulations.

8. 員工請人代替其參加年度體檢的虛假體檢行為造成負面影響，用人單位解除勞動合同合法。

If the employee had asked someone to take his/her place in the annual medical examination for a false medical examination, which had caused a negative impact, it shall be lawful for the employer to terminate the labor contract.

9. 離職證明中載明的內(nèi)容應當符合法律法規(guī)規(guī)定，不得載明對員工再就業(yè)產(chǎn)生不利影響的評價性表述。

The contents contained in the separation certificate shall be in line with the laws and regulations and shall not contain evaluative expressions that adversely affect the re-employment of the employee.

10. 事業(yè)單位工作人員連續(xù)訂立兩次聘用合同，第二次聘用合同到期事業(yè)單位可終止不再續(xù)訂，且無需支付經(jīng)濟補償金。

Where a public institution’s employee entered into two consecutive employment contracts, the public institution could terminate the contract without renewal and did not have to pay economic compensation when the second contract expired.

五、典型案例：蘇州兩級法院發(fā)布《競業(yè)限制糾紛案件審判白皮書》及十大典型案例

Exploration of Typical Cases: The Suzhou Two-level Court Released White Paper on Trial of Non-Compete Dispute Cases and Ten Typical Cases

2024年2月23日，蘇州市中級人民法院發(fā)布《競業(yè)限制糾紛案件審判白皮書（2018-2023年）》，蘇州法院發(fā)布競業(yè)限制糾紛十大典型案例。其中，我們認為可以重點提示的案例有：

On February 23, 2024, The Suzhou Intermediate People’s Court released the White Paper on the Trial of Non-Compete Dispute Cases (2018-2023) and Suzhou Court released ten typical cases of Non-Compete disputes. Among them, we think the cases that can be highlighted are:

1. 某總經(jīng)理年薪最高增長至270萬元，用人單位共支付該員工100萬元競業(yè)限制補償金。裁審機構(gòu)認為高級管理人員競業(yè)限制違約金可體現(xiàn)適度的懲罰性，判令員工需返還已收到的競業(yè)限制經(jīng)濟補償金，并承擔736萬元的違約金。該案為近年來蘇州地區(qū)最高的競業(yè)限制違約金判賠額。

A general manager’s annual salary increased to a maximum of 2.7 million RMB, and the employer paid the employee a total of 1 million RMB in non-compete compensation. The court and the labor arbitration committee considered that the non-compete liquidated damages for senior managers could manifest a moderate punitive nature, and ordered the general manager to return the received non-compete economic compensation and bear the liquidated damages of 7.36 million RMB. This case is the highest amount of liquidated damages for non-competition in Suzhou in recent years.

2. 如競爭企業(yè)之間實際經(jīng)營業(yè)務范圍、對應市場、勞動者實際工作職責的實質(zhì)審查后不一致的，可認定兩家企業(yè)不具有競爭關系。

If the actual business scope, corresponding market, and the actual role of an employee are not the same between rival competitors, it could be determined that the two companies do not have a competitive relation.

3. 用人單位不得僅以勞動者未按約定履行報告義務為由主張不支付競業(yè)限制經(jīng)濟補償。

The employer shall not claim non-payment of economic compensation for breach of non-compete on the sole ground that the employee had not fulfilled his/her reporting obligations as agreed.

4. 用人單位提供勞動者違反競業(yè)限制義務的初步證據(jù)后，應由勞動者就其實際入職單位、工作內(nèi)容等提供反駁證據(jù)。

After the employer had provided preliminary evidence of the violation of the non-compete obligation by the employee, the employee shall provide rebuttal evidence regarding his/her actual joining organization, job details, and so on.

5. 員工和用人單位約定違反競業(yè)限制義務的違約金為100萬元，競業(yè)限制經(jīng)濟補償為1220元/月。裁審機構(gòu)認為競業(yè)限制違約金與經(jīng)濟補償明顯不對等的應予調(diào)低，最終判決員工支付競業(yè)限制違約金4萬元。

The employee and the employer agreed that the liquidated damages for breach of non-compete obligation would be 1 million RMB and the non-compete economic compensation would be 1,220 RMB/month. The court and the labor arbitration committee held that the liquidated damages for non-compete and economic compensation should be adjusted downward if they were clearly unequal, and ultimately ruled that the employee should pay RMB 40,000 as liquidated damages for breach of non-compete obligation.

Author

LIU, Yuxiang

Anti-Corruption & Compliance，Employment & Labor

WU, Qiong

Dispute Resolution，Anti-Corruption & Compliance，Employment & Labor，General Corporate Practice

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Haiwen Labor Law Bi-Monthly Newsletter（2024 January – February）

Author