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云顶国际劳动法双月报

Haiwen Labor Law Bi-Monthly Newsletter

 

2021 7-8

2021 July – August

 

 

 

本期摘要

Summary

 

 

¤ 法规解读:《个人信息保护法》及相关制度颁布,个人信息保护法律体系逐步完善

Interpretation of Laws and Regulations: Personal Information Protection Law and Related Regulations Promulgated, Legal System of Personal Information Protection Improved Progressively

 

¤ 法规解读:各部门、各地区相继出台对新就业形态劳动者的保护意见

Interpretation of Laws and Regulations: Multiple Departments and Regions Successively Issued Opinions on the Protection of Workforce on New Forms of Work and Employment

 

¤ 新规速递:电子劳动合同再出新规,各地陆续出台社会保险相关规则,并相继调整最低工资标准

Quick View of New Regulations: New Regulations for Electronic Labor Contract Issued; Citywide Social Insurance Rules Released Successively and the Minimum Monthly Wage Standard Adjusted in Multiple Regions

 

¤ 典型案例:人社部、最高人民法院联合发布加班相关劳动争议典型案例

Exploration of Typical Cases: The MOHRSS and the Supreme People’s Court Jointly Released Typical Cases of Overtime-related Labor Disputes


一、 法规解读:《个人信息保护法》及相关制度颁布,个人信息保护法律体系逐步完善

Interpretation of Laws and Regulations: Personal Information Protection Law and Related Regulations Promulgated, Legal System of Personal Information Protection Improved Progressively 

 

2021820日,十三届全国人大常委会第三十次会议表决通过《中华人民共和国个人信息保护法》(《个保法》),将自2021111日起施行。《个保法》与此前出台的《网络安全法》、《数据安全法》共同构建起个人信息保护的法律屏障。

The Personal Information Protection Law of the People’s Republic of China (“Personal Information Protection Law”), adopted at the 30th Session of the Standing Committee of the 13th National People’s Congress on August 20, 2021, will take effect on November 1, 2021. The Personal Information Protection Law, together with the previously issued Cybersecurity Law and Data Security Law, has built a legal shield for the protection of personal information.

 

《个保法》共8章,明确了个人信息处理活动应遵循的原则,包括合法、正当、必要、诚信原则,目的明确和最小必要原则,公开透明原则以及质量及安全保障原则,建立告知-同意为核心的个人信息处理规则,强化个人信息处理者的义务,并对其设置严格的法律责任。

The Personal Information Protection Law, consisting of eight chapters, specifies the principles to be abided by in processing personal information, including the principles of legality, legitimacy, necessity and good faith, explicit purpose and minimum necessity, openness and transparency, and quality and security assurance. The Personal Information Protection Law sets up personal information processing rules around the principle of “inform-agree”, strengthens the obligations of personal information processors, and imposes strict legal liabilities on them.

 

其中,《个保法》第4条规定:个人信息的处理包括个人信息的收集、存储、使用、加工、传输、提供、公开、删除等。由于用人单位在用工管理过程中,难以避免地需要处理劳动者的个人信息,因此,用人单位作为个人信息处理者,如何做好针对劳动者个人信息的保护,将成为劳动用工合规的重要环节。

Article 4 of the Personal Information Protection stipulates that, the processing of personal information includes the collection, storage, use, processing, transmission, provision, disclosure and deletion, etc. of personal information. As it is inevitable that the employer will need to process the personal information of the employees in the course of the employment management, it will be an important part of HR compliance for the employer (as a personal information processor) to protect the personal information of employees.

 

根据《个保法》,员工个人信息保护的典型场景和主要要求包括如下:

According to the Personal Information Protection Law, typical scenarios and legal requirements relating to the protection of personal information of employees mainly include the following:

 

1. 基于招聘和管理需要而收集和处理员工个人信息:处理个人信息原则上应取得个人的同意,但《个保法》第十三条规定了一系列不需取得个人同意的法定情形,其中第(二)项为为订立、履行个人作为一方当事人的合同所必需,或者按照依法制定的劳动规章制度和依法签订的集体合同实施人力资源管理所必需。该条款一方面在实体上体现了必要性原则,与《劳动合同法》第条规定的用人单位有权了解劳动者与劳动合同直接相关的基本情况的描述相符;另一方面在程序上强调了需以依法形成的规章制度和集体合同规定为前提。在实际操作中,对于具体哪些信息为实施人力资源管理所必需的信息,例如员工健康状况、婚姻状况、家庭情况等是否属于必需的信息,还需结合具体情境和目的进行分析和评估。

Collecting and processing employees’ personal information based on recruitment and management needs: In principle, an individual’s consent is required before his or her personal information can be processed. However, Article 13 of the Personal Information Protection Law provides a series of situations in which an individual’s consent is not required, of which item (2) is “where it is necessary for the conclusion or performance of a contract to which the individual concerned is a party, or for the implementation of human resources management in accordance with the labor rules and regulations formulated in accordance with the law and the collective contract concluded in accordance with the law”.

On the one hand, this provision reflects the principle of necessity in substance, which is consistent with Article 8 of the Labor Contract Law which states that “the employer shall have the right to ask about the basic information of the employee in direct relation to the labor contract”; on the other hand, this provision emphasizes procedurally that the provisions of the legally formed rules and regulations of the employer and the collective contract shall be the precondition. In practice, it is necessary to analyze and evaluate specific situations and purposes to determine whether certain information (such as the information on health status, marital status and family status of the employees) is necessary for the implementation of HR management.

 

《个保法》第二章进一步规定,对于敏感信息,用人单位应当取得员工个人的单独同意,并向个人告知处理者的名称和联系方式,以及处理敏感个人信息的必要性和对个人权益的影响。该等规定与上述第十三条之间的逻辑关系,尚有待进一步明确。在用工管理场景下,例如在设置指纹和面孔考勤、监测员工的行动轨迹、要求员工填报健康状况等管理中,用人单位需要格外注意是否涉及对员工敏感信息的处理。

Chapter 2 of the Personal Information Protection Law further states that as for the sensitive personal information of an individual, the personal information processor shall, inform the individual of the name and contact information of the personal information processor, the necessity of processing such sensitive personal information and the impact on his/her personal rights and interests. The logical relation between the abovementioned provisions and Article 13 is to be further clarified. In employment management scenarios, such as checking work attendance with fingerprints and faces, monitoring employees’ whereabouts, requiring employees to provide health status, etc., employers may need to pay special attention to whether the employees’ sensitive information is involved.

 

2. 将员工信息转移给第三方:用人单位为便于员工管理,或为提升员工福利,可能委托第三方(例如供应商提供部分人事服务,为员工购买商业保险,或是由企业集团参与或指导各成员单位的用工管理等,均会涉及需要将员工的个人信息移交给第三方。如果该等第三方构成个人信息处理者,则用人单位应当充分履行告知义务,并取得个人的单独同意。如果供应商被认定为属于受委托处理个人信息用人单位有义务对受托人的个人信息处理活动进行监督

Transferring employees’ information to a third party: For the convenience of employee management or improvement of employee welfare, the employer may need to entrust third parties (such as suppliers) to provide some HR services, purchase commercial insurance for employees, or need to let the parent company participates in or guides the labor management of member entities, which may involve the transfer of personal information of employees to a third party. If the third party is identified as a “personal information processor”, the employer shall perform its duty to inform the concerned employees and obtain their separate consent. If the supplier is identified as “being entrusted to process personal information”, the employer shall supervise the information processing activities of the trustee.

 

3. 向境外主体传输员工信息:部分跨国公司基于全球用工管理的考虑,可能希望将员工的信息传输给境外主体。根据《个保法》的规定,向境外提供个人信息,应符合通过安全评估、进行个人信息保护认证、与接收方订立合同等条件和程序,并充分履行告知义务,取得个人的单独同意。

Transferring employees’ information to overseas entities: Some transnational corporation may intend to transfer employees’ information to overseas entities based on the consideration of global employment management. According to the Personal Information Protection Law, where personal information is to be provided to overseas parties, the statutory conditions and procedures such as the passing security assessment, going through personal information protection authentication or entering into a contract with the recipient shall be completed beforehand. Besides, the notification obligations shall be fully performed, and it is necessary to obtain individual’s separate consent.

 

4. 处理员工离职后存储的员工个人信息:用人单位在劳动者离职后应当妥善保管其个人信息,不得随意公开或使用。在存储不具有必要性后,用人单位应当及时删除员工的个人信息。

Processing remaining personal information of separated employees: The employer shall properly keep the personal information of the separated employees, and shall not disclose or use it without due reason. After the storage of such information becomes unnecessary, the employer shall delete the personal information of the employee in time.

 

伴随着《个保法》的落地,其他个人信息保护相关法规也接连出台。例如,最高人民法院颁布的《最高人民法院关于审理使用人脸识别技术处理个人信息相关民事案件适用法律若干问题的规定》于202181日生效,从合理分配举证责任、合理界定财产损失范围、倡导民事公益诉讼三个方面强化对人脸信息的司法保护。如果用人单位采用人脸识别系统,应当注意保护人脸信息安全,防止相关技术造成对员工人格权益的侵害。

With the implementation of the Personal Information Protection Law, other laws and regulations related to personal information protection have been issued in succession. For example, the Provisions of the Supreme People’s Court on Several Issues concerning the Application of Law in the Trial of Civil Cases Relating to the Use of Facial Recognition Technologies to Process Personal Information, promulgated by the Supreme People’s Court, came into effect on August 1, 2021. It strengthens the judicial protection of face information in three aspects: reasonably distributing the burden of proof, reasonably defining the scope of property losses and advocating civil public interest litigation. If the employer intends to adopt the face recognition system, it should pay attention to protecting the safety of face information of employees and preventing the related technologies from infringing on employees’ personality rights and interests.

 

此外,202176日,深圳市出台了《深圳经济特区数据条例》,在遵循《个保法》确定的原则规则的基础上,细化对不同种类的个人数据的处理要求,并对公共数据的共享、开放和利用,以及数据安全管理等各方面作出较为详尽的规定,对用人单位处理员工的个人数据提出了更高的要求。

In addition, on July 6, 2021, Shenzhen promulgated the Data Regulations of Shenzhen Special Economic Zone, which, on the basis of the following principles and rules stated by the Personal Information Protection Law, refined the processing requirements for different kinds of personal data, and detailed the regulations on the sharing, opening and utilization of public data, as well as data security management, etc. It also put forward higher requirements on employers with respect to processing employees’ personal data.

 

二、 法规解读:各部门、各地区相继出台对新就业形态劳动者的保护意见

Interpretation of Laws and Regulations: Multiple Departments and Regions Successively Issued Opinions on the Protection of Workforce on New Forms of Work and Employment

 

2021716日,人力资源与社会保障部(人社部)、国家市场监督管理总局、中华全国总工会等部门联合发布两项针对新就业形态劳动者权益保护的指导意见,即《关于落实网络餐饮平台责任切实维护外卖送餐员权益的指导意见》(《维护外卖送餐员权益意见》)和《关于维护新就业形态劳动者劳动保障权益的指导意见》(“《新就业形态劳动者保障意见》),为后续规则的制定、实践中纠纷的解决提供指引。

On July 16, 2021, the Ministry of Human Resources and Social Security (“MOHRSS”), the State Administration of Market Regulation, the All-China Federation of Trade Unions and other departments jointly issued two guiding opinions on the protection of workers’ rights and interests in new work forms, being the “Guiding Opinions on Implementing the Responsibility of Online Catering Platform and Effectively Protecting the Rights and Interests of Takeaway Food Delivery Workers” (“Opinions on Protecting the Rights and Interests of Takeaway Food Delivery Workers”) and “Guiding Opinions on Protecting the Labor Security Rights and Interests of Workers in New Work Forms” (“Opinions on Protecting Workers in New Work Forms”). The two opinions aim to providing guidance for the formation of subsequent rules and the disputes resolution in practice.

 

上述两项意见提出了维护新就业形态劳动者权益的一系列措施和要求,其中以下几个方面值得注意

The abovementioned two opinions put forward measures and requirements to safeguard the rights and interests of workers in the new work forms, among which the following aspects are worth noting:

 

1. 规范劳动用工书面协议:《新就业形态劳动者保障意见》倡导在不同的情形下,企业应与劳动者订立不同的书面协议。如果符合确立劳动关系情形的,企业应与劳动者订立劳动合同;如果不符合,企业仍应与劳动者订立其他类型的书面协议。

Regulating the signing of written agreements: Opinions on Protecting Workers in New Work Forms advocates that given different circumstances, different forms of written agreement shall be adopted and concluded by and between the employers and the workforce. If the conditions for forming an employment relationship are met, the employer shall enter into an employment contract with workers; otherwise, the employer shall enter into other types of written agreements with workers.

 

2. 健全薪资、绩效支付制度:要求企业按照不低于当地最低工资的标准向正常劳动的新就业形态劳动者支付工资,并在节假日支付高于正常工作时间的合理报酬。《维护外卖送餐员权益意见》提出网络餐饮平台及第三方合作单位要合理设定对外卖送餐员的绩效考核制度。

Improving the payment system of the salary and performance-based pay: Enterprises are required to pay salaries not lower than the local minimum salary to workers in new work forms. Reasonable remuneration rate higher than that of normal work hours shall be adopted for their holiday work. The Opinions on Protecting the Rights and Interests of Takeaway Food Delivery Workers requires the online catering platforms and third-party cooperative enterprises to design the performance appraisal system for takeaway food delivery workers in a reasonable way.

 

3. 鼓励和要求企业参加社会保险:作为劳动者的重要权益保障措施,两项意见明确了新就业形态劳动者参加保险的相关问题。《新就业形态劳动者保障意见》要求企业支持非劳动关系的新就业形态劳动者按情况参加养老和医疗保险;鼓励出行、外卖、货运等平台企业购买商业保险;《维护外卖送餐员权益意见》鼓励未建立劳动关系的外卖送餐员参加社会保险。

Encouraging and requiring enterprises to participate in the social insurance schemes: As participation in social insurance programs are considered important measures for safeguarding workers’ rights and interests, the two opinions clarified the relevant issues concerning the participation of social insurance of the workers in new work forms. The Opinions on Protecting Workers in New Work Forms requires enterprises to support workers in new work forms with non-labor relations to participate in endowment insurance and medical insurance as appropriate. It also encourages platform enterprises including those managing rides, meals, freight deliveries to purchase commercial insurance. Opinions on Protecting the Rights and Interests of Takeaway Food Delivery Workers encourages takeaway riders who have not formed labor relations with platforms to participate in social insurance.

 

《新就业形态劳动者保障意见》还要求各地为灵活就业的劳动者参加社会保险创造条件。目前,已有城市出台相关鼓励用人单位为其雇用的非劳动关系的灵活就业人员单独缴纳社会保险的规定。例如,青岛市于20216月发布针对灵活就业人员缴纳工伤保险的规定(参见《云顶国际·研究︱云顶国际劳动法双月报》(5-6月));广东省于20211月颁布《关于单位从业的超过法定退休年龄劳动者等特定人员参加工伤保险的办法(试行)》,在此基础上,广州市人社局又于20217月又印发了《广州市单位从业的特定人员参加工伤保险办事指引》,对参加工伤保险的具体操作细节作出规范;宁波也在探索推进工伤保险向灵活就业人员覆盖,并将灵活就业人员纳入职工养老和医疗保险制度(详见202172日国家发改委发布的《国家发展改革委办公厅关于印发宁波市灵活就业人员支持政策典型经验的通知》)。

The Opinions on Protecting Workers in New Work Forms also requires all localities to create conditions for flexible workers to participate in social insurance. At present, some cities have issued relevant regulations to encourage enterprises to pay social insurance separately for the flexible workers who are engaged in non-labor relations. For example, in June, 2021, Qingdao issued the regulation of paying work-related injury insurance premiums for flexible workers (for more information you may refer to “Haiwen Research: Haiwen Labor Law Bi-Monthly Newsletter” (2021 May – June)). In January, 2021, Guangdong Province promulgated the “Measures for the Engagement of Workers over the Statutory Retirement Age and Other Specific Personnel Participating in Work-related Injury Insurance (Trial)”; On this basis, Guangzhou Municipal Human Resources and Social Security Bureau issued the Guide to the Participation of Specific Laborers of Enterprises in Work-related Injury Insurance in Guangzhou, which clarifies the operational details of participation in the work-related injury insurance. Ningbo is also exploring methods to extend the coverage of work-related injury insurance to flexible workers, and to bring flexible workers into the coverage of the endowment insurance and medical insurance system (For details, please refer to the Notice of the General Office of the National Development and Reform Commission on Promulgation of Typical Experiences of Ningbo Flexible Employment Support Policy issued by the National Development and Reform Commission on July 2, 2021.).

 

4. 保障劳动者的劳动权利:两项意见均强调需优化劳动环境,保障劳动者休息、安全等权利。《新就业形态劳动者保障意见》提出企业应执行合理的休息制度,科学确定劳动者工作量和劳动强度,制定直接涉及劳动者权益的制度规则和平台算法;《维护外卖送餐员权益意见》提出应优化平台派单机制,切实保障劳动安全。

Protecting workers’ labor rights: Both opinions emphasize the need to optimize the working environment and protect workers’ rights such as the right to rest and safety. The Opinions on Protecting Workers in New Work Forms provides that enterprises shall implement reasonable rest system, scientifically determine workers’ workload and labor intensity, and develop rules and write algorithms that directly relate to the protection of workers’ rights and interests. The Opinions on Protecting the Rights and Interests of Takeaway Food Delivery Workers provides that the order distributing mechanism of the platform should be optimized to ensure labor safety.

 

5. 推动建立适应新就业形态的工会组织:《维护外卖送餐员权益意见》明确规定要推动建立工会组织,引导帮助外卖送餐员参与工会事务。由于新就业形态的发展,灵活就业人员人数大幅增长,建立新就业形态下的工会也成为了目前各地的趋势。

Promoting the establishment of trade unions that adapt to new forms of work: The Opinions on Protecting the Rights and Interests of Takeaway Food Delivery Workers explicitly provides that efforts should be made to promote the establishment of trade unions, to guide and help takeaway riders to participate in trade union affairs. Due to the development of new forms of work, the number of flexible workforce has increased substantially and the establishment of trade unions under new forms of work has become a trend across the country.

 

除了对用人单位的指引以外,两项意见还对社会其他组织、机关提出指导要求。后续各部门、各地方将根据两项意见出台具体的实施规定,落实相关政策,我们也将继续密切追踪立法进展。

Besides the guidance for employers, the two opinions also make requests for other organizations and government authorities. In the future, different departments and regions will release detailed implementing rules and regulations based on the opinions. We will also continue to keep a close eye on the legislative progress.

 

三、 新规速递:电子劳动合同再出新规各地陆续出台社会保险相关规则,相继调整最低工资标准

Quick View of New Regulations: New Regulations for Electronic Labor Contract Issued; Citywide Social Insurance Rules Released Successively and the Minimum Monthly Wage Standard Adjusted in Multiple Regions

 

1. 人社部和天津地区出台电子劳动合同订立指引

The MOHRSS and Tianjin Released Guidelines for Concluding Electronic Labor Contracts

 

202034日《人力资源社会保障部办公厅关于订立电子劳动合同有关问题的函》发布后,人社部又于202171日发布《电子劳动合同订立指引》(《指引》),具体指导实践中电子劳动合同的订立。《指引》明确了电子劳动合同的订立、调取、储存和应用规范,确保电子劳动合同的真实、完整、准确、不被篡改。订立电子劳动合同的用人单位和劳动者,可参照《指引》协商一致订立电子劳动合同。

Following the issuance of the Notification of the General Office of the Ministry of Human Resources and Social Security on Issues Concerning the Conclusion of Electronic Labor Contract on March 4, 2020, the MOHRSS has further issued the Guidelines for the Conclusion of Electronic Labor Contracts (the “Guidelines”) on July 1, 2021 to provide specific and practical guidance on the conclusion of electronic labor contracts. The Guidelines specifies the standards for the conclusion, retrieval, storage and application of electronic labor contracts in order to ensure that the contracts are true, complete, accurate and non-tampered. Employers and employees entering into electronic labor contracts may conclude electronic labor contracts by reference to the Guidelines upon mutual consent.

 

在人社部发布《指引》之前,北京、深圳等地区也发布了相关电子劳动合同订立的具体规范(参见《云顶国际·研究︱云顶国际劳动法双月报》(5-6月))。随后,2021727日,天津市人社局也发布了《天津市订立电子劳动合同工作指引》。

Before the MOHRSS issued the Guidelines, Beijing, Shenzhen and other regions also issued specific regulations for the conclusion of electronic labor contracts (for more information you may refer to “Haiwen Research: Haiwen Labor Law Bi-Monthly Newsletter” (2021 May – June)). Subsequently, on July 27, 2021, Tianjin Municipal Bureau of Human Resources and Social Security also issued the Guidelines for the Conclusion of Electronic Labor Contracts in Tianjin.

 

2. 深圳、广东、四川等地陆续发布社会保险规则

Shenzhen, Guangdong, Sichuan and Other Regions Have Successively Released Social Insurance Rules

 

202176日,深圳市人大常委会发布修订后的《深圳经济特区社会养老保险条例》,该条例202181日生效,本次修订的内容较少,主要明确了养老保险缴纳的基数。

On July 6, 2021, the Standing Committee of Shenzhen Municipal People’s Congress released the revised Regulations on Social Endowment Insurance of Shenzhen Special Economic Zone, which has come into effect since August 1, 2021. The revisions are few, which mainly confirm the base of endowment insurance payment.

 

2021729广东省人民政府发布修订的《广东省职工生育保险规定》,该规定将于2021101日施行。本次修订主要规范了职工生育保险和职工基本医疗保险合并实施后,职工生育保险的缴纳方式及保险待遇的享受。

On July 29, 2021, the People’s Government of Guangdong Province released the revised Provisions of Guangdong Province on Employee Maternity Insurance, which will come into force on October 1, 2021. This revision mainly regulates the payment methods and insurance benefits of the employee maternity insurance after the combination of the employee maternity insurance and employee basic medical insurance.

 

202072日,四川省人民政府发布《<四川省工伤保险条例>实施办法》,该实施办法于202186日生效。该实施办法是对202091日生效的《四川省工伤保险条例》中关于工伤认定、劳动能力鉴定以及工伤保险待遇享受三个方面问题的具体解释。

On July 2, 2020, People’s Government of Sichuan Province released the Measures for the Implementation of Regulations on Work-related Injury Insurance in Sichuan Province, which has taken effect since August 6, 2021. The Implementation Measures provide specific interpretations on three issues including the identification of work-related injury, the assessment of work capability and the obtainment of work-related injury insurance benefits in the Regulations on Work-related Injury Insurance in Sichuan Province, which came into effect on September 1, 2020.

 

3. 各地继续调整最低工资标准

Local Minimum Wage Standards Continue to Be Adjusted in Multiple Regions

 

20217月,江苏(包括南京、苏州等地)、浙江、湖北、宁夏等地相继发布调整最低工资标准的通知。

In July 2021, Jiangsu (including Nanjing, Suzhou and other places), Zhejiang, Hubei, Ningxia and other places successively issued notices to adjust the minimum wage standard.

 

(单位/Unit:元/¥)

地区/

Regions

调整最低工资标准的通知 / Notice of Adjusting Minimum Wage Standard

月最低工资标准(全日制用工) / Monthly Minimum Wage (Full-Time Employee)

小时最低工资标准(非全日制用工) / Hourly Minimum Wage (Part-Time Employee)

江苏/

Jiangsu

《江苏省人力资源和社会保障厅关于调整全省最低工资标准的通知》/ Notice of Department of Human Resources and Social Security of Jiangsu Province on Adjusting the Minimum Wage Standard in Jiangsu Province(苏人社发〔202172号)

一类地区 (Class A) 2280;二类地区 (Class B) 2070;三类地区(Class C) 1840

一类地区 (Class A) 22;二类地区(Class B) 20;三类地区(Class C) 18

南京/

Nanjing

《南京市人力资源和社会保障局关于调整全市最低工资标准的通知》/ Notice of Nanjing Municipal Bureau of Human Resources and Social Security on Adjusting the Minimum Wage Standard of the whole city (宁人社〔2021108号)

2280

22

苏州/

Suzhou

《苏州市人力资源和社会保障局关于调整苏州市最低工资标准的通知》/ Notice of Suzhou Human Resources and Social Security Bureau on Adjusting the Minimum Wage Standard in Suzhou

2280

22

浙江/

Zhejiang

《浙江省人民政府关于调整全省最低工资标准的通知》/ Notice of People’s Government of Zhejiang Province on Adjusting the Minimum Wage Standard in the Province(浙政发〔202122号)

Three Classes: 228020701840

Three Classes:222018

湖北/

Hubei

《湖北省人民政府办公厅关于调整全省最低工资标准的通知》/ Notice of the General Office of Hubei Provincial People’s Government on Adjusting the Minimum Wage Standard in the Province (鄂政办发〔202133号)

Four Classes: 2010180016501520

Four Classes: 19.51816.515

宁夏/

Ningxia

《宁夏回族自治区人民政府关于调整全区最低工资标准的通知》/ Notice of Ningxia Hui Autonomous Region People’s Government on Adjusting the Minimum Wage Standard in the Region (宁政规发〔20211号)

一类地区 (Class A) 1950;二类地区 (Class B) 1840;三类地区 (Class C) 1750

一类地区 (Class A) 18;二类地区 (Class B) 17;三类地区 (Class C) 16

 

本年度此前已调整的其他地区最低工资标准参见《云顶国际·研究︱云顶国际劳动法双月报》(5-6月)。

(For the previously adjusted minimum wage standards in other regions in this year, please refer to “Haiwen Research: Haiwen Labor Law Bi-Monthly Newsletter” (2021 May – June))

 

四、 典型案例:人社部、最高人民法院联合发布加班相关劳动争议典型案例

Exploration of Typical Cases: The MOHRSS and the Supreme People’s Court Jointly Released Typical Cases of Overtime-related Labor Disputes

 

2021630日,人社部和最高人民法院发布《关于联合发布第二批劳动人事争议典型案例的通知》,主要涉及企业与劳动者就加班问题产生劳动争议的案例,在规范用人单位履行法定义务的同时,也引导劳动者依法理性维权。

The MOHRSS and the Supreme People’s Court jointly released the Notice on the Second Batch of Typical Cases about Labor Disputes on 30 June 2021. The Notice mainly involves labor disputes between employers and employees in connection with overtime work. It not only regulates employers’ performance of obligations, but also leads employees to defend their rights rationally according to the laws and regulations.

 

本次发布的共个典型案例,以下法律问题和裁判要点值得注意

Among the ten typical cases, the following legal issues and judicial opinions are worth noting:

 

1. 关于劳动者拒绝加班:

Issues concerning workers refusing to work overtime:

(1) 因劳动者拒绝用人单位的违法超时加班安排用人单位解除劳动合同,可能被认定为违法解除劳动合同;

If the employer terminates the labor contract because the employee refuses to perform the overtime work illegal arranged by the employer, it may be deemed as illegal termination of the labor contract.

(2) 用人单位未与劳动者协商一致大幅增加工作任务,超过法定加班上限的情况下,劳动者有权拒绝相关安排;

If the employer fails to reach a consensus with the employee on the significant increase of his/her work tasks and if the increase will result in the total working time exceeding the statutory upper limit, the employee has the right to refuse the arrangement in question.

 

2. 关于加班费的主张:

Issues concerning claims of overtime pay:

(1) 劳动者与用人单位订立放弃加班费协议,或在离职文件上签字确认加班费已结清,应当具体审查协议的有效性;

If the employee concludes an agreement with the employer to give up overtime pay, or signs the resignation document to confirm that the overtime pay has been settled, the validity of the agreement shall be examined in substance case by case.

(2) 即使用人单位与劳动者约定实行包薪制”(每月固定给员工发放一定数额的工资,不计工时)可能被认定无效、依然需要依法支付加班费;

Even if the employer and the employee agree to pay “Package Wages” (a fixed amount of wages to employees every month to cover all amount of work regardless of working hours), the agreement is possible to be held invalid and the employer may still need to pay overtime pay according to laws and regulations.

 

3. 关于加班事实的认定:

Issues concerning identification of overtime facts:

(1) 劳动者未按规章制度履行加班审批手续,不一定能起到否认劳动者加班事实的效果;

The failure of employees to perform overtime examination and approval procedures according to the internal rules and regulations of employers may not necessarily deny the fact that employees work overtime.

(2) 用人单位以规章制度为依据否认劳动者加班,应当具体判断制度的有效性以及实际执行性综合考虑全案证据,判断是否存在加班事实;

If the employer denies that the employee’s overtime work based on the internal rules and regulations, the effectiveness and actual enforceability of the rules and regulations shall be reviewed by the court, and the fact of employee’s overtime work shall be comprehensively consider based on the evidence of the whole case.

 

4. 其他相关问题:

Other issues:

(1) 被派遣的劳动者因长期超时加班而损害健康、发生工伤,用工单位、劳务派遣单位应承担连带赔偿责任;

If the dispatched employee suffers from health damage or work-related injury due to long-term overtime, the accepting enterprises and the labor dispatching enterprises shall bear joint and several liabilities for compensation.

(2) 在劳动关系存续期间因拖欠劳动报酬(包括加班费)发生劳动争议的,应当适用特别仲裁时效,即劳动关系存续期间的拖欠劳动报酬仲裁时效不受知道或者应当知道权利被侵害之日起一年的限制,但是劳动关系终止的,应当自劳动关系终止之日起一年内提出;

If a labor dispute arises during the existence of the employment relationship due to the arrears of labor remuneration (including overtime pay), a special rule concerning the limitation of arbitration shall be applied, that is, the limitations of arbitration for arrears of labor remuneration during the existence of the employment relationship shall not be restricted by “one year from the date of knowing or should know that the rights have been infringed”; but if the employment relationship is terminated, the claim shall be raised within one year from the date of termination of the employment relationship.

(3) 主张加班费的劳动者有责任就加班事实的存在提供证据,或者就相关证据属于用人单位掌握管理(因此个人无法举证)提供证据。用人单位应当提供而不提供有关证据的,可以推定劳动者加班事实存在。

Employees who advocate overtime pay have the responsibility to provide evidence of the existence of overtime work, or to prove that the relevant evidence are in the possession of the employer (therefore, individuals cannot give evidence). Where the employer should but does not provide relevant evidence, it can be presumed that the employee works overtime.

 

 

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*声明:本文所载信息仅供参考之用,并不代表我们的法律建议或法律意见。如您需要进一步讨论,请联系您在本所的日常联系人或联系云顶国际劳动法团队的以下人员。

*Disclaimer: This newsletter is for general information only and does not constitute our legal advice or legal opinions. For further discussions, please consult your regular contact at our firm, or any of the following Haiwen Labor Law Team members.

 

 

刘宇翔 LIU, Yuxiang

电子邮件Email: liuyuxiang@haiwen-law.com 

直线Direct line: (+86 10) 8564 0770

 

吴琼 WU, Qiong

电子邮件Email: wuqiong@haiwen-law.com

直线Direct line: (+86 10) 8560 6827