Group 1 - The Supreme People's Court has clarified the legal standards for labor disputes, including non-compete agreements and social insurance issues, effective from September 1 [1] - Non-compete clauses are invalid if the employee is unaware of the employer's trade secrets or related confidential matters, and the scope of such clauses must align with the employee's knowledge of these secrets [2] - Agreements between employers and employees to not pay social insurance are invalid, as social insurance is a fundamental right for employees and a legal obligation for employers [3] Group 2 - Employers are not liable to pay double wages if a written labor contract is not established due to force majeure or employee negligence, and specific conditions for continuous fixed-term contracts are clarified [5][6] - Contractors and subcontractors are responsible for labor remuneration and work-related injury insurance if they transfer their business to unqualified entities [7] - Courts will support employees in confirming labor relationships based on management behavior and other factors when no formal contract exists with the employing entity [8]

张艳介绍，基于实践中不订立书面劳动合同的主要原因在于用人单位的现状，劳动合同法将订立书面劳动合同的 义务及责任主要赋予了用人单位。但审判实践中发现，也确实有非用人单位原因未订立书面劳动合同的情况。比 如，因不可抗力等客观原因导致无法订立；从事管理工作、负有订立劳动合同职责的劳动者自己不订立。如果不 区分用人单位对未订立书面劳动合同是否存在过错，一概由用人单位承担支付两倍工资的责任，与当前的用工实 际和实质正义要求不符。 "《解释二》在总结审判经验的基础上，规定因不可抗力、劳动者本人故意或者重大过失及存在法律、行政法规规 定的其他情形未订立书面劳动合同时，用人单位无需支付两倍工资。此规则既符合诚信原则，也有利于衡平保护 劳动者、用人单位双方的合法权益。"张艳称，同时《解释二》规定，在劳动合同到期依法自动续延的情况下，用 人单位不支付两倍工资。在用人单位用工满一年不与劳动者订立书面劳动合同，视为双方已订立无固定期限劳动 合同的情况下，用人单位不再支付两倍工资，但劳动者可以要求用人单位与其订立书面劳动合同。 （文章来源：南方都市报） 南都讯记者刘嫚发自北京 8月1日，最高人民法院召开新闻发布会，发布《最高人民法院关 ...

Group 1 - The court recognized that WeChat chat records can serve as valid electronic evidence for labor contracts, fulfilling the requirements of written form as per the Civil Code [1][2] - The chat records demonstrated that both parties agreed on essential labor contract elements such as contract duration, job responsibilities, salary, and social insurance, aligning with the Labor Contract Law [2] - The court ruled that the absence of physical signatures does not invalidate the contract, as both parties acted according to the agreed terms in the chat, confirming the existence of a labor contract [2] Group 2 - The initial ruling by the court stated that the company was not required to pay double wages to the employee, which was later upheld by the Ningbo Intermediate People's Court [2]