日韩视频中文,欧美日韩亚洲一区二区三区四区,欧美另类专区

勞動(dòng)法雙月報(bào)1-2月.png

Summary

本期摘要

新規(guī)速遞：《南京市勞動(dòng)人事?tīng)?zhēng)議案件裁審銜接工作指引（一）》發(fā)布，涉及南京市勞動(dòng)人事?tīng)?zhēng)議案件的程序和實(shí)體問(wèn)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(guó)總工會(huì)印發(fā)《工會(huì)參與勞動(dòng)爭(zhēng)議處理辦法》，并與最高人民檢察院聯(lián)合下發(fā)《關(guān)于協(xié)同推進(jìn)運(yùn)用“一函兩書(shū)”制度保障勞動(dòng)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(kù)正式上線并向社會(huì)開(kāi)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(dòng)人事?tīng)?zhēng)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(jí)法院發(fā)布《競(jìng)業(yè)限制糾紛案件審判白皮書(shū)》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(dòng)人事?tīng)?zhēng)議案件裁審銜接工作指引（一）》發(fā)布，涉及南京市勞動(dòng)人事?tīng)?zhēng)議案件的程序和實(shí)體問(wèn)題

2024年1月26日，南京市人力資源和社會(huì)保障局與南京市中級(jí)人民法院聯(lián)合發(fā)布了《南京市勞動(dòng)人事?tīng)?zhēng)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(shí)踐中形成的共識(shí)，并回應(yīng)了爭(zhēng)議問(wèn)題。其中，以下要點(diǎn)值得關(guān)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(biāo)準(zhǔn)。

Wage standard.

用人單位支付勞動(dòng)者的醫(yī)療補(bǔ)助費(fèi)的，建議按照勞動(dòng)者患病或負(fù)傷前月平均工資實(shí)際應(yīng)發(fā)工資計(jì)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(shū)面勞動(dòng)合同二倍工資差額的，建議一般按照應(yīng)發(fā)工資計(jì)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(zhǎng)期病假職工、企業(yè)停產(chǎn)放假的勞動(dòng)者的經(jīng)濟(jì)補(bǔ)償金的，建議按照正常工作期間的月平均工資計(jì)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(dòng)合同。針對(duì)用人單位違法解除勞動(dòng)合同，勞動(dòng)者要求繼續(xù)履行并支付該期間工資的，雙方爭(zhēng)議較大喪失繼續(xù)履行勞動(dòng)合同的基礎(chǔ)，建議原則上不支持恢復(fù)勞動(dòng)關(guān)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(jī)效考核制度對(duì)員工進(jìn)行績(jī)效考核排名，對(duì)排名“末位”員工扣減績(jī)效工資的，用人單位的績(jī)效考核制度的合法性應(yīng)當(dāng)看單位是否有明確考核制度，是否對(duì)員工進(jìn)行考核量化打分，考核是否客觀合理等，區(qū)分情形，個(gè)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(wèn)建議：南京地區(qū)的用人單位在日常勞動(dòng)管理、勞動(dòng)爭(zhēng)議處理等實(shí)踐操作中，應(yīng)重視本《工作指引》，以滿足勞動(dòng)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(guó)總工會(huì)印發(fā)《工會(huì)參與勞動(dòng)爭(zhēng)議處理辦法》，并與最高人民檢察院聯(lián)合下發(fā)《關(guān)于協(xié)同推進(jìn)運(yùn)用“一函兩書(shū)”制度保障勞動(dòng)者權(quán)益工作的通知》

2023年12月28日，中華全國(guó)總工會(huì)（“全國(guó)總工會(huì)”）印發(fā)《工會(huì)參與勞動(dòng)爭(zhēng)議處理辦法》（“《辦法》”）。《辦法》對(duì)工會(huì)參與勞動(dòng)爭(zhēng)議協(xié)商、調(diào)解、仲裁、訴訟，以及處理集體勞動(dòng)爭(zhēng)議等作出規(guī)定，進(jìn)一步規(guī)范和加強(qiáng)工會(huì)參與勞動(dòng)爭(zhēng)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(guó)總工會(huì)聯(lián)合下發(fā)《關(guān)于協(xié)同推進(jìn)運(yùn)用“一函兩書(shū)”制度保障勞動(dòng)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(dòng)合同訂立、履行、變更、解除、終止等范圍。其中，“一函”指《工會(huì)勞動(dòng)法律監(jiān)督提示函》，“兩書(shū)”指《工會(huì)勞動(dòng)法律監(jiān)督意見(jiàn)書(shū)》和《工會(huì)勞動(dòng)法律監(jiān)督建議書(shū)》。

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.

工會(huì)勞動(dòng)法律監(jiān)督委員會(huì)認(rèn)為用人單位可能違反或者出現(xiàn)違反有關(guān)勞動(dòng)法律法規(guī)情況時(shí)向用人單位發(fā)出《工會(huì)勞動(dòng)法律監(jiān)督提示函》，也可在重要時(shí)間節(jié)點(diǎn)聚焦重點(diǎn)問(wèn)題公開(kāi)發(fā)布《工會(huì)勞動(dòng)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.
當(dāng)用人單位存在違反勞動(dòng)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(wú)效的，由該用人單位所在地縣級(jí)以上總工會(huì)向用人單位發(fā)出《工會(huì)勞動(dòng)法律監(jiān)督意見(jiàn)書(shū)》，提出改正意見(jiàn)。涉及新業(yè)態(tài)員工等特殊情況的可同時(shí)抄送同級(jí)檢察機(jī)關(guān)。
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.
用人單位無(wú)正當(dāng)理由未在規(guī)定期限內(nèi)答復(fù)，或者無(wú)正當(dāng)理由拒不改正的，地方總工會(huì)向同級(jí)政府執(zhí)法部門(mén)發(fā)出《工會(huì)勞動(dòng)法律監(jiān)督建議書(shū)》，并可同時(shí)抄送同級(jí)檢察機(jī)關(guān)。
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(kù)正式上線并向社會(huì)開(kāi)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(kù)（“案例庫(kù)”）建設(shè)工作新聞發(fā)布會(huì)。案例庫(kù)收錄了經(jīng)最高人民法院審核認(rèn)為對(duì)類案具有參考示范價(jià)值的權(quán)威案例，包括指導(dǎo)性案例和參考案例，服務(wù)司法審判、公眾學(xué)法、學(xué)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(kù)目前共收錄了勞動(dòng)爭(zhēng)議共42件（其中8件為指導(dǎo)性案例，部分指導(dǎo)性案例分析參見(jiàn)《海問(wèn)·觀察︱基于最高院第32批指導(dǎo)性案例的分析及用工實(shí)務(wù)建議》），人事?tīng)?zhēng)議共1件，涉及確認(rèn)勞動(dòng)關(guān)系、經(jīng)濟(jì)補(bǔ)償金和賠償金、工資、獎(jiǎng)金、競(jìng)業(yè)限制等多個(gè)方面。就其中包含的裁審典型觀點(diǎn)，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(rèn)勞動(dòng)關(guān)系案件中，認(rèn)定的核心為勞動(dòng)者人格及經(jīng)濟(jì)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(wù)公司船員勞動(dòng)爭(zhēng)議案、灤縣某物流公司訴王某勞動(dòng)爭(zhēng)議案中，均認(rèn)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(tái)等新業(yè)態(tài)用工情形下，李某訴某文化傳播公司勞動(dòng)爭(zhēng)議案等案件中，認(rèn)定員工與公司之間不具有從屬性。但在某服務(wù)外包有限公司訴徐某確認(rèn)勞動(dòng)關(guān)系糾紛案等案件中，認(rèn)定平臺(tái)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(dá)退休年齡但未享受養(yǎng)老保險(xiǎn)待遇的情形下，烏魯木齊某物業(yè)服務(wù)有限公司訴馬某某勞動(dòng)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(lǐng)取養(yǎng)老保險(xiǎn)待遇非因用人單位原因，認(rèn)定不屬于勞動(dòng)關(guān)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(rèn)定用人單位違法解除勞動(dòng)合同的案件中，裁審機(jī)構(gòu)對(duì)于《勞動(dòng)合同法》中解除路徑適用的具體標(biāo)準(zhǔn)審查較為嚴(yán)格。在42起勞動(dòng)爭(zhēng)議中，9起和違法解除勞動(dòng)合同的賠償金直接且緊密相關(guān)，僅1起案件（即指導(dǎo)性案例181號(hào)）認(rèn)定用人單位無(wú)需支付違法解除勞動(dòng)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(guān)于獎(jiǎng)金支付認(rèn)定的案件中：

Among the cases on the payment of bonuses:

3起案件認(rèn)定不支付獎(jiǎng)金不當(dāng)：指導(dǎo)性案例182號(hào)釋明用人單位不得以獎(jiǎng)金未經(jīng)審批認(rèn)為員工無(wú)權(quán)領(lǐng)取；指導(dǎo)性案例183號(hào)釋明用人單位單方解除勞動(dòng)關(guān)系且不予發(fā)放年終獎(jiǎng)的規(guī)定缺乏合理性；劉某訴北京某公司勞動(dòng)爭(zhēng)議糾紛案釋明因用人單位違法解除勞動(dòng)合同而導(dǎo)致員工離職的不能成為拒付年終獎(jiǎng)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(jiǎng)金的主張：曾某訴某網(wǎng)絡(luò)科技公司勞動(dòng)爭(zhēng)議案中用人單位的薪酬制度規(guī)定績(jī)效考核與年終績(jī)效獎(jiǎng)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(jī)效獎(jiǎng)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(guān)于競(jìng)業(yè)限制的案件中：指導(dǎo)性案例184號(hào)釋明訴訟期限不計(jì)入競(jìng)業(yè)限制期限的約定無(wú)效；指導(dǎo)性案例190號(hào)指出競(jìng)爭(zhēng)關(guān)系應(yīng)當(dāng)根據(jù)實(shí)際經(jīng)營(yíng)情況綜合判斷，不應(yīng)僅依據(jù)經(jīng)營(yíng)范圍確認(rèn)；上海某實(shí)業(yè)股份有限公司訴韓某某勞動(dòng)合同糾紛案中，員工的配偶持股競(jìng)爭(zhēng)對(duì)手競(jìng)業(yè)公司，裁審機(jī)構(gòu)結(jié)合行為發(fā)生時(shí)間、財(cái)產(chǎn)獨(dú)立狀況等認(rèn)定屬于隱蔽競(jìng)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(wèn)建議：因案例庫(kù)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(jià)值，企業(yè)在日常勞動(dòng)人事管理實(shí)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(dòng)人事?tīng)?zhēng)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(huì)保障局發(fā)布《2023年北京市勞動(dòng)人事?tīng)?zhēng)議仲裁典型案例》。典型案例共十起，裁判要點(diǎn)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:

某保安公司和員工簽訂《服務(wù)項(xiàng)目承包經(jīng)營(yíng)合同書(shū)》規(guī)避《勞動(dòng)合同法》，裁審機(jī)構(gòu)根據(jù)雙方主體資格、用工管理情況等認(rèn)定雙方存在勞動(dòng)關(guān)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.
承包互聯(lián)網(wǎng)平臺(tái)企業(yè)外賣服務(wù)的加盟商通過(guò)第三方公司招用派遣員工的，裁審機(jī)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(xì)和來(lái)源為該加盟商，以及提供的服務(wù)為加盟商的業(yè)務(wù)組成部分等認(rèn)定雙方存在勞動(dòng)關(guān)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.
員工勞動(dòng)合同約定為標(biāo)準(zhǔn)工時(shí)制，用人單位主張員工為高管應(yīng)當(dāng)執(zhí)行不定時(shí)工時(shí)制度，裁審機(jī)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(rèn)定應(yīng)當(dāng)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.
用人單位主張以員工遲到、早退時(shí)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.
法律并未對(duì)勞動(dòng)者履行保密義務(wù)需要支付保密費(fèi)用作出強(qiáng)制性規(guī)定，對(duì)員工要求用人單位支付保密費(fèi)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.
工作交接期間勞動(dòng)者因工負(fù)傷應(yīng)享受工傷待遇，用人單位不得在勞動(dòng)能力鑒定前解除勞動(dòng)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.
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(qǐng)后懷孕而扣除績(jī)效獎(jiǎng)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.
員工請(qǐng)人代替其參加年度體檢的虛假體檢行為造成負(fù)面影響，用人單位解除勞動(dòng)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.
離職證明中載明的內(nèi)容應(yīng)當(dāng)符合法律法規(guī)規(guī)定，不得載明對(duì)員工再就業(yè)產(chǎn)生不利影響的評(píng)價(jià)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.
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(wú)需支付經(jīng)濟(jì)補(bǔ)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(jí)法院發(fā)布《競(jìng)業(yè)限制糾紛案件審判白皮書(shū)》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(jí)人民法院發(fā)布《競(jìng)業(yè)限制糾紛案件審判白皮書(shū)（2018-2023年）》，蘇州法院發(fā)布競(jìng)業(yè)限制糾紛十大典型案例。其中，我們認(rèn)為可以重點(diǎn)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:

某總經(jīng)理年薪最高增長(zhǎng)至270萬(wàn)元，用人單位共支付該員工100萬(wàn)元競(jìng)業(yè)限制補(bǔ)償金。裁審機(jī)構(gòu)認(rèn)為高級(jí)管理人員競(jìng)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(jìng)業(yè)限制經(jīng)濟(jì)補(bǔ)償金，并承擔(dān)736萬(wàn)元的違約金。該案為近年來(lái)蘇州地區(qū)最高的競(jìng)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.
如競(jìng)爭(zhēng)企業(yè)之間實(shí)際經(jīng)營(yíng)業(yè)務(wù)范圍、對(duì)應(yīng)市場(chǎng)、勞動(dòng)者實(shí)際工作職責(zé)的實(shí)質(zhì)審查后不一致的，可認(rèn)定兩家企業(yè)不具有競(jìng)爭(zhēng)關(guān)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.
用人單位不得僅以勞動(dòng)者未按約定履行報(bào)告義務(wù)為由主張不支付競(jìng)業(yè)限制經(jīng)濟(jì)補(bǔ)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.
用人單位提供勞動(dòng)者違反競(jìng)業(yè)限制義務(wù)的初步證據(jù)后，應(yīng)由勞動(dòng)者就其實(shí)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.
員工和用人單位約定違反競(jìng)業(yè)限制義務(wù)的違約金為100萬(wàn)元，競(jìng)業(yè)限制經(jīng)濟(jì)補(bǔ)償為1220元/月。裁審機(jī)構(gòu)認(rèn)為競(jìng)業(yè)限制違約金與經(jīng)濟(jì)補(bǔ)償明顯不對(duì)等的應(yīng)予調(diào)低，最終判決員工支付競(jìng)業(yè)限制違約金4萬(wàn)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.

作者信息

劉宇翔

反腐敗與合規(guī)，勞動(dòng)法

吳瓊

爭(zhēng)議解決，反腐敗與合規(guī)，勞動(dòng)法，常年法律顧問(wèn)

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海問(wèn)勞動(dòng)法雙月報(bào)（2024年1-2月）

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