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法律风险预控警示快讯之十二:
劳动合同变更的法律提示
 
发布时间: 2014-05-22 [特大 ]

一、劳动合同变更的法律程序要求
依据:《劳动合同法》第四条、国办发【2003】96号、国办发【2005】60号、总工发【2005】50号
内容:要确保员工的知情权和监督权、保证员工民主管理和民主参与的权利,用人单位在决定直接涉及劳动者切身利益的重大事项时,应当制定劳动合同变更方案、经员工代表大会讨论并审议通过后,告知全体劳动者。
建议:严格按照上述程序制定员工劳动合同变更方案、召开员工代表大会进行协商、并告知全体劳动者
一、Legal Proceedings on Labor Contract Modification
Rationale:"LaborContract Law"Article 4, SCS[2003]No. 96, SCS[2005]No. 60,Total Workers[2005] No. 50
Content: Staff’s rights of know and supervise need to be ensured. Staff’s right of democratic management and participation shall be guaranteed. If employer determine major issues directly involved workers’ vital interests, Alteration scheme of labor contract shall be made and publicly announced to the whole employees after being reviewed and approved through Staff Congress.
Suggestions: Alteration scheme of labor contract shall be made in accordance with the procedures prescribed above. Staff’s meeting shall be held to negotiate the scheme draft and the final resolution shall be publicly announced to whole employees thereafter.
二、劳动合同变更的法律依据
(一)企业员工
依据:《劳动合同法》、《劳动合同法实施条例》、国办发【2005】60号、劳社部发【2003】21号
内容:企业和员工经协商一致可以变更劳动合同;员工非因本人原因被安排到新用人单位工作的,劳动者在原用人单位的工作年限合并入新工作单位;原企业不得向新企业的员工支付经济补偿金;沿用原劳动合同的剩余期限。
建议:(1)原企业、新用人单位和企业员工签订三方协议,明确权利义务。
(2)新用人单位与企业员工重新签订劳动合同明确岗位和薪酬,绩效管理等内容。
(二)其他员工(即不愿意变更劳动合同的员工)
1、协商一致解除劳动合同
依据:《劳动合同法》、《劳动法》
内容:用人单位和劳动者协商一致可以解除劳动合同
建议:原企业给员工以充分知情权和选择权,保证员工知晓各种情形下签署协商一致解除劳动合同协议,并按照法律规定支付经济补偿金。
2、劳动合同到期终止
依据:《劳动法》、《劳动合同法》、《北京市劳动合同规定》
内容:用人单位应提前一个月书面通知劳动者,劳动者处于医疗期、女员工处于孕期、产期、哺乳期的,劳动合同终止期限延长至医疗期、孕期、产期、哺乳期满为止。非全日制员工,可以随时终止劳动合同。
建议:原企业对于劳动合同期限届满可以终止劳动合同的,可及时发出终止劳动合同通知书并依法支付经济补偿金。
3、原企业注销,所有剩余员工劳动合同依法终止
依据:《劳动合同法》第四十四条
二、Legal Basis for Labor Contract Modification
(一)Employees
Rationale:"Labor Contract Law", "Labor Contract Law Implementation Regulations", SCS[2005]No. 60, BMA[2003]No. 21
Content: Labor contracts can be modified if the employer and employ reach consensus through negotiation; if employee is reallocated to a new employer in no default of the emoplyee, the previous working-term will be accumulated with the term for new employer. The former employer does not have not pay economic compensation to employees for the alteration; There maining term of the former labor contract will be performed by employee and new employer.
Suggestions:(1) the former employer, the new employer and the employees would better sign a tripartite agreement to clear rights and obligations.(2) the new employer and the employees sign new labor contract to clear position, duty, remuneration, performance management and so on.
(二)Other staff (ie staff reluctant to change the labor contract)
1. Terminate the labor contract through negotiation
Rationale:"Labor Contract Law", "Labor Law"
Content: Employers and workers’ consensus can terminate the labor contract
Suggestions: Former employer shall ensure the employee’s rights to freely choose and fully understand, so as to guarantee that employees sign the termination contract based on consensus through negotiation with fully knowledge of all situations Additional economic compensations shall be paid in accordance with law.
2. Labor Contract Expiration
Rationale: "Labor Law", "Labor Contract Law", "Beijing Labor Contract Provisions"
Content: The employer should notify the employee in writ in gone month in advance; if employees were in medical period, female employees in pregnancy, childbirth, lactation period, the termination of labor contract shall be suspended until the period mentioned hereunder expires.As to part-time employees, the labor contract can be terminated at any time.
Suggestions: For the termination off or mer labor contract based on expiration, employer shall issue timely notices of termination in advance and pay economic compensation in accordance with the law.
3. If former enterprise are canceled, all remaining labor contracts will be legally terminated.
Rationale: "Labor Contract Law" article 44
三、非正式职工的安排
(一)劳务派遣员工

依据:《劳动合同法》、《劳务派遣暂行规定》
内容:用人单位只能在临时性、辅助性和可替代性岗位上使用劳动者。
用工单位决定使用被派遣劳动者的辅助性岗位,应当经员工代表大会或者全体员工讨论,提出方案和意见,与工会或者员工代表平等协商确定,并在用工单位内公示。用工单位符合经济性裁员条件,经变更岗位仍需裁减人员,可将被派遣劳动者退回劳务派遣单位。
建议:对于新设立的企业,严格按照法律法规的规定确定使用被派遣劳动者的辅助岗位。
(二)实习人员、退休返聘人员
依据:劳社部发【2005】12号、法释〔2010〕12号
内容:实习人员、退休返聘人员与用人单位之间不属于劳动关系
建议:依照民事法律的规定,依法办理变更或解除
(三)港澳台籍公民及外国人就业
依据:《外国人就业管理规定》、法释〔2010〕12号
内容:持合法就业证件(就业证)的非中国大陆公民应当与用人单位签订劳动合同,受《劳动合同法》的约束,未办理就业证,其与用人单位不属于劳动关系。
建议:对于持合法就业证件(就业证)的非中国大陆公民,按照签署正式劳动合同的员工同等对待。对于未办理就业证的非中国大陆公民,按照民事法律的规定,办理劳务合同的变更或解除。
三、Arrangements of Informal Staff
(一)Dispatched staff
Rationale:"Labor Contract Law", "Dispatch Interim Provisions"
Content: Employers only can use dispatched workers on temporary, auxiliary and replaceable positions. Congress of employees or all employees should discuss the auxiliary positions, put forward proposals and comments, and consult equally with labor union or employee representatives, and make it publicity inside employer. If employer comply with conditions of economic layoffs, and still need to cut staff after changing positions, dispatched workers can be sent back to the labor dispatch service company.
Suggestions: Newly established enterprises should determine auxiliary positions strictly in accordance with the laws and regulations.
(二)Interns, re-employed staff after retirement
Rationale: Ministry of Labor and Social Security [2005] No.12, Judicial Interpretation [2010]No. 12
Content: Relations between Interns, rehiring retirees and employers do not belong to labor relations.
Suggestions: In accordance with the provisions of the civil law, alter or determine the relations.
(三)Employment of citizens of HK SAR, Macao SAR, Taiwan District and other foreigners
Rationale: "Foreigners Employment Regulations", Judicial Interpretation [2010]No. 12
Content: Non-Chinese mainland resident sholding legal employment certificates (employment permit)should sign a labor contract with the employer, and are bound by "Labor Contract Law". Whithout employment permit, there is no official labor relations between the non-Chinese mainland residents and employer.
Suggestions: The non- Chinese mainland resident sholding legal employment certificates (employment permit) will be treated equally as other formal staffs after signing official labor contract. For non- Chinese mainland residents without legal employment certificates, employer shall alternate or determine the former employment contract.

 
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