1、外資企業(yè)勞動法常見問題FAQs Concerning Foreign-funded Enterprises under the PRC Labor Laws接上期。Continued from Part II11、勞動合同的解除因并購或業(yè)務(wù)調(diào)整引發(fā)的勞動合同解除Dissolution of Labor ContractDissolution Caused by Merger or Business Adjustment勞動合同法規(guī)定，因客觀情況發(fā)生重大變化，致使勞動合同無法履行，經(jīng)用人單位與勞動者協(xié)商，未能就變更勞動合同達(dá)成協(xié)議的，用人單位提前三十日以書面形式通知勞動者本人或者額外支付一個月工

2、資后，可以解除勞動合同。實(shí)踐中較為常見的爭議是，因并購或業(yè)務(wù)發(fā)生調(diào)整，應(yīng)否屬于客觀情況發(fā)生重大變化；進(jìn)一步，如果因此導(dǎo)致勞動合同不能繼續(xù)履行，企業(yè)是否可以解除合同。Labor Contract Law stipulates that if the objective situation has changed considerably, and the labor contract is unable to be performed and no agreement on changing the contents of the labor contract is reached after

3、negotiations between the employer and the employee, the employer may dissolve the labor contract if it notifies the employee in writing 30 days in advance or after it pays the employee an extra month's wages. In practice, the common discrepancy is whether the merger or business adjustment is an

4、objective situation which changed considerably; or further on, whether such labor contract is unable to be performed or whether the employer can dissolve the labor contract. 根據(jù)勞動部關(guān)于<中華人民共和國勞動法>若干條文的說明的規(guī)定，目前勞動法司法實(shí)踐中接受的所謂“客觀情況”指：發(fā)生不可抗力或出現(xiàn)致使勞動合同全部或部分條款無法履行的其他情況，如企業(yè)遷移、被兼并、企業(yè)資產(chǎn)轉(zhuǎn)移等，并且排除“用人單位瀕臨破產(chǎn)進(jìn)行法定

5、整頓期間或者生產(chǎn)經(jīng)營狀況發(fā)生嚴(yán)重困難”的情形。但除此之外的“客觀情況”的判斷標(biāo)準(zhǔn)仍沒有清晰界定。According to the regulations of Explanations of Several Clauses of the Labor Law of the Peoples Republic of China issued by the Labor Department, the objective situations currently recognized in the judicial practice refers to: force majeure or other s

6、ituations which cause all or part of clauses of the labor contract cannot be performed, such as company relocation, merger, asset transfer etc, with exclusion of the situation that the employer comes to the brink of bankruptcy or when it runs deep into difficulties in business. Except for the above

7、regulations, there is no further express regulation on definition of “objective situations”.實(shí)踐中有觀點(diǎn)認(rèn)為，客觀情況的界定應(yīng)以“非管理層主觀因素”為標(biāo)準(zhǔn)，如企業(yè)并購，合并、分立等，此類情形并非企業(yè)管理層主觀方面原因造成，而是由于投資并購的客觀原因?qū)е拢话銓儆诳陀^情況；而關(guān)于業(yè)務(wù)調(diào)整導(dǎo)致的崗位取消，應(yīng)根據(jù)取消的原因界定，如果是管理層單方?jīng)Q定或所謂“根據(jù)發(fā)展需要”決定取消部門，則一般理解為非客觀情況。這種情況下企業(yè)難以因此解除勞動合同。In practice, it is believed that t

8、he objective situation shall adopt the standard of “non subjective reason of management”. For example, company merger, acquisition and division is a objective situation which is not caused by subjective reason of management, but caused by objective reasons of investment and acquisition; whether the

9、cancel of position due to business adjustment is an objective situation shall be judged by the reasons for such cancel, if the cancel is determined unilaterally by the management with the reason of “development needs”, it shall be regarded as non objective situation, therefore, the employer is not e

10、ntitled to dissolve the labor contract under such situation. 12、勞動合同的解除因違紀(jì)解除Dissolution of Labor ContractDissolution due to Violation of Rules 勞動合同法規(guī)定，對于嚴(yán)重違反規(guī)章制度的員工，單位可以解除與其的勞動合同。但關(guān)于“嚴(yán)重違反”的標(biāo)準(zhǔn)法律上并無明確的規(guī)定。通常認(rèn)為，由于此處的“嚴(yán)重違反”關(guān)系到用人單位可以解除勞動合同，因此該違反必須要嚴(yán)重到一定程度，這就需要單位在規(guī)章制度上對各種違紀(jì)行為及相應(yīng)處罰措施，既要“罪責(zé)刑”相適應(yīng)，又要有一個處罰措施從輕到

11、重的漸進(jìn)過程。此外，該標(biāo)準(zhǔn)的設(shè)立應(yīng)能使獨(dú)立于用人單位和職工的第三方（包括仲裁員和法官），從一個理性的善良管理人角度看待處罰時，認(rèn)為違紀(jì)的處罰措施合理。Labor Contract Law stipulates that an employer may dissolve the labor contract of an employee if such employee seriously violates the rules and procedures set up by the employer. However, the definition of “serious violation”

12、 is not expressly stipulates by law. It is generally believed that because the extent of “serious” will affect the right of an employer to dissolve the labor contract, such violation shall be materially serious to certain extent, and the rules shall stipulate various violations and corresponding pun

13、itive measures, and ensure the violation is consistent with the responsibility and the punitive measures, which shall become more and more severe appropriate to the serious extent of the violation conduct. In addition, such standard shall make sure a third party (including arbitrator and judge) who

14、is independent from the employer and employee will think the punitive measures are reasonable.因此，最為有效的方式即是用人單位在規(guī)章制度中對嚴(yán)重程度進(jìn)行量化和列舉化，從而達(dá)到使規(guī)章標(biāo)準(zhǔn)具體化的目的，以利于解雇員工時有充分依據(jù)。企業(yè)規(guī)章制度不僅僅在管理過程中扮演著極其重要的角色，同時也是企業(yè)在勞動爭議中制勝的關(guān)鍵所在。規(guī)范的規(guī)章制度可以使企業(yè)在勞動爭議處理中把握主動權(quán)，降低敗訴的風(fēng)險。Therefore, the most effective method is to specify the diffe

15、rent levels of violation and list the violation conducts in detail so that it can be directly used as the basis for dissolving a labor contract. The company rules shall not only play an important role in the company management, but also shall be a decisive element for winning a labor dispute. A good

16、 rule may make the company to take the initiative in a labor dispute and to reduce the risk of losing a labor dispute.除有具體的規(guī)章制度標(biāo)準(zhǔn)外，對于“嚴(yán)重違反”的證據(jù)收集也謂為重要，司法實(shí)踐中，通常解雇案件實(shí)行舉證責(zé)任倒置，即企業(yè)要舉證證明自己的解雇理由是充分確鑿的，所以在解雇嚴(yán)重違紀(jì)員工之前必須收集充分的證據(jù)。可以作為證據(jù)：違紀(jì)員工的“檢討書”、“悔過書”、“求情書”、“申辯書”、違紀(jì)情況說明；有違紀(jì)員工本人簽字的違紀(jì)記錄、處罰通知書；其他員工及知情者的證詞；有關(guān)事件涉及的物

17、證、照片、視聽資料等；Besides concrete standard of rules, it is also very important to collect evidence of “material violation” of the employee. In judicial practice, the dissolution dispute applies the principle of onus proof conversi. This is to say, the employer shall provide evidence to prove that its diss

18、olution is based on sufficient evidence. Therefore, the employer shall collect enough evidence before dissolving the labor contract of the employee who is seriously violates the rules. The following materials can be used as evidence: self-examination letter, letter of apology, application letter, de

19、fending letter, violation statement; violation record and punitive notification signed by the violation employee; testimony of other employees and insider; material evidence, photo and video documents proving the violation.13、勞動合同的解除-經(jīng)濟(jì)補(bǔ)償金上限問題Dissolution of Labor Contract-Upper Limit of Economic Com

20、pensation勞動合同法規(guī)定，對于高收入員工（一般指月工資高于本地區(qū)上年度職工月平均工資3倍），支付經(jīng)濟(jì)補(bǔ)償金的數(shù)額不得高于本地區(qū)上年度職工月平均工資3倍的上限，最高不超過12年年限。同時，根據(jù)勞動合同法48條規(guī)定，企業(yè)違法解除勞動者合同需給予雙倍經(jīng)濟(jì)賠償。因此，如果是依法可以單方解除勞動合同并需要支付補(bǔ)償金的情形，單位可以按照法律規(guī)定的限額進(jìn)行支付。但在雙方協(xié)商解除的情況下，雙方可以就補(bǔ)償金數(shù)額進(jìn)行自由約定。Labor Contract Law stipulates that if the monthly wage of an employee is higher than three

21、times the average monthly wage of employees of the local area for the previous calendar year, the rate for the economic compensations to be paid to him shall be three times the average monthly wage of employees and shall be for no more than 12 years of his work. In addition, according to Article 48

22、of the Labor Contract Law, if an employer illegally dissolves or terminates a labor contract, the employer shall pay two times of the economic compensations. Therefore, if an employer is entitled to terminate the labor contract unilaterally and need to pay the economic compensation, the employer may

23、 pay the economic compensation within the limit prescribed by law. However, if the labor contract is dissolved based on the negotiation of the two parties, the amount of economic compensation shall also be freely agreed. 此外，對于很多外企來說，通常會在勞動合同中事先約定一個補(bǔ)償金標(biāo)準(zhǔn)，或者是違約金標(biāo)準(zhǔn)。實(shí)踐中需要注意的是，這樣的事先約定，如果低于國家標(biāo)準(zhǔn)，則會按照國家標(biāo)準(zhǔn)執(zhí)行

24、；但如果高于國家標(biāo)準(zhǔn)，在發(fā)生勞動爭議時，裁決機(jī)構(gòu)會從照顧勞動者利益原則出發(fā)，按照更高的標(biāo)準(zhǔn)要求單位支付補(bǔ)償金或者違約金，單位以國家有補(bǔ)償標(biāo)準(zhǔn)或者有限額為準(zhǔn)主張合同約定無效將不會被得到支持。In addition, for many foreign invested enterprises, the standard for economic compensation or for damages for breach of contract is usually agreed in the labor contract. In practice, it needs to be noted th

25、at if the agreed amount is less than the prescribed national standard, the national standard shall prevail; if it is higher than the prescribed national standard, the arbitration committee may, for the benefit of the employee, require the employer to pay the economic compensation or damages accordin

26、g to the higher standard in a labor dispute. The allegation that the amount shall be lower according to the national standard or compensation limit may not be supported. 14、競業(yè)限制問題Non Competition隨著商業(yè)秘密性重要性對各類企業(yè)特別是高科技企業(yè)和大型跨國企業(yè)的不斷提高，勞動合同法規(guī)定的競業(yè)限制制度越來越受到企業(yè)的重視，相對于事后追究員工和第三方單位侵犯商業(yè)秘密責(zé)任的消極性來說，競業(yè)限制制度是對員工可能發(fā)生的

27、泄密行為積極進(jìn)行事前預(yù)防，具有明顯的優(yōu)勢。With the continuingly improving importance of trade secrets to all kinds of enterprises, especially to the high-tech enterprise and large multinational enterprises, the non competition regulations prescribed by the Labor Contract Law is getting more and more attention from the e

28、nterprises. Compared to bring a claim against employee or third party for infringing trade secrets after the infringement has occurred, it has an obvious advantage in preventing disclosure of trade secrets by employees by restricting such employee by non-competition agreement. 適用競業(yè)限制制度時，一般要注意的事項(xiàng)包括，企

29、業(yè)應(yīng)當(dāng)與員工簽訂書面協(xié)議對競業(yè)限制事項(xiàng)進(jìn)行約定，協(xié)議中應(yīng)當(dāng)明確約定競業(yè)限制的期限、地域和行業(yè)范圍、競業(yè)限制補(bǔ)償金的支付等內(nèi)容，并應(yīng)明確員工違約應(yīng)當(dāng)承擔(dān)的違約責(zé)任，以便在員工違約時，企業(yè)能夠提出強(qiáng)有力的權(quán)利要求保護(hù)自己的合法權(quán)益。When applying the non-competition regulations, it shall be noted that the employer and the employee shall sign an written non competition agreement which shall specify the period, territ

30、ory, industry scope of non competition and corresponding compensation to employees in advance, and shall specify the liability for breach of contract of the employee, so that when the employee breach the agreement, the employer has the right to bring a claim to protect its legal rights and benefits.

31、 另外，如何認(rèn)定勞動者是否違反了競業(yè)限制約定，并進(jìn)而追究其違約責(zé)任，這是確保競業(yè)限制制度起到作用的一個重要的問題。一般來說，證明勞動者違反競業(yè)限制義務(wù)的證據(jù)有：勞動者與新單位（同行業(yè)）的勞動合同；新單位為勞動者繳納社會保險的證明；勞動者以新單位代理人的名義簽訂的工作合同；工資證明；電話公證、現(xiàn)場公證進(jìn)行證據(jù)保全；新單位為其繳納個人所得稅證明；勞動者在新單位的名片；勞動者在新單位網(wǎng)站、宣傳冊或單位其他載體上的記載等，同時還可以以其他證人證言，錄音證據(jù)等來佐證勞動者從事與本單位有競爭關(guān)系的業(yè)務(wù)這一事實(shí)。In addition, to ensure the non-competition regul

32、ations to play an affirmative role, it is an important question on how to determine whether the employee violates the non-competition agreement and therefore to require the employee to undertake the liability for breach of contract. Generally speaking, the evidence for proving an employee violating

33、non-competition obligations includes: labor contract between the employee with his new employer; voucher of social insurance premium paid by the new employer, pay sheet, notarization of phone calls, notarization of on-site presence, tax certificates proving the new employer paying individual income

34、tax for the employee; name card indicating the employees new employer; information of the employee recorded on the website, publication materials or other documents. Besides, a testimony or sound recording evidence can also be used to prove the employee is engaging in business in competition with th

35、e employer. 15、用人單位制定規(guī)章制度的民主程序Democratic Procedures for Formulating Rules of Employers 按照勞動合同法第四條的制度要求，用人單位在制定、修改或者決定涉及勞動者切身利益的規(guī)章制度或者重大事項(xiàng)時，應(yīng)當(dāng)經(jīng)職工代表大會或者全體職工討論，提出方案和意見，與工會或者職工代表平等協(xié)商確定。根據(jù)該條原則性規(guī)定，通常認(rèn)為，民主程序分兩個階段：1、召開職工大會或者代表大會討論，提出方案和意見；2、進(jìn)一步或與工會協(xié)商，或與職工代表協(xié)商確定。According to Article 4 of Labor Contract Law,

36、where an employer formulates, amends or decides rules or important events which are directly related to the interests of the employees, such rules or important events shall be discussed at the meeting of employees' representatives or the general meeting of all employees, and the employer shall a

37、lso put forward proposals and opinions to the employees and negotiate with the labor union or the employees' representatives on a equal basis to reach agreements on these rules or events. Based on the foregoing principle regulation, it is generally believed that democratic procedures shall consist of the following two steps: 1. hold meeting of employees' representatives or the general meeting of all employees to discuss the rules and put forward p