中新网吉林新闻1月13日电 (赵素艺)近日，长春市九台区人民法院九台人民法庭调解室里，一起特殊的 劳动争议案件达成了和解。被告物业公司负责人当场将现金交到原告王某手中。 据悉，一位年逾七旬的老人，自2023年起受雇于物业公司，负责小区垃圾清运工作。物业公司出于人道 关怀，为这位古稀老人提供了一份力所能及的工作，允许其一边清理垃圾，一边分拣可回收物变卖，补 贴生计，且从未拖欠过其工资。 这份"特殊的劳动关系"，本是社会善意与互助精神的体现。然而，2025年2月，老人在工作期间遭遇交 通事故不幸身亡，后续赔偿问题使双方陷入僵局。 法官深入了解到，物业公司长期允许超龄老人工作并按时支付报酬，本身体现了企业的社会责任感， 是"一个好的社会示范"。同时，公司对老人的不幸离世也深表同情。 调解中，法官一方面向家属释明相关法律关于退休人员劳动关系认定的复杂性，以及后续可能面临的漫 长程序；另一方面，也与物业公司充分沟通，肯定其善举的同时，也从法律和道义角度分析其应承担的 责任。 老人家属申请劳动仲裁后，因老人年龄远超法定退休年龄，仲裁机构依法未确认劳动关系，相关诉求未 被支持。若走传统诉讼路径，该案将陷入漫长程序：需先通过 ...

下一步，该院将继续坚持为当事人提供环节更少、成本更低、效率更高的解纷服务和法律保障，让每一 份调解书成为定分止争、抚慰人心的"和谐协议"，为构建健康发展、互利共赢的劳动关系贡献司法力 量。(完) 中新网吉林新闻12月24日电(隋媛媛)近日，长春经济技术开发区人民法院立案庭法官张双庆针对一起因 工作期间意外受伤引发的劳动争议案件，在庭审前后多次与原、被告进行沟通，促成双方纠纷一次性解 决，取得了良好的法律效果和社会效果。 据悉，今年3月，原告李某通过某招聘平台应聘了被告公司的篮球兼职教练一职。今年6月，在该机构组 织的一次公益性活动中，李某在展示技能环节不慎扭伤脚踝入院治疗，此后未再返回被告公司担任教 练。在双方未协商的情况下，原告诉至法院要求确认在今年3月至6月期间与被告公司存在劳动关系。 庭审中，双方各执己见。原告在用工特点、工作时长、拍照打卡，结算工资等方面均进行了举证，主张 按照非全日制用工关系确认存在劳动关系。但公司对于原告的主张在合作合意、工作时间及管理模式等 方面均进行了反驳，不认可双方存在劳动关系。 在案件审理过程中，法官精准定位矛盾焦点，深度剖析表层案情背后潜在的矛盾纠纷，确认了李某诉请 要求 ...

Core Insights - The article highlights the transformation of labor relations in Hangzhou, driven by industrial upgrades and the rapid development of artificial intelligence, with over 1.35 million workers in new employment forms [1] - The Hangzhou Federation of Trade Unions has released the "Top Ten Typical Cases and Ten Nominated Cases for Building a New Era of Harmonious Labor Relations," providing a model for labor relations reform [1][2] Group 1: Key Areas of Focus - The evaluation focused on five key areas: protection of rights in new employment forms, mediation of labor disputes, collective negotiation, and more [1] - A total of 51 excellent case submissions were received, leading to the selection of ten typical cases and ten nominated cases [1] Group 2: Innovative Practices - Notable cases include the "Anchor Has Something to Say" platform for live-streaming workers, a comprehensive service station for new employment forms in Xiaoshan District, and a digital solution for delivery workers' rights protection [1] - Innovations in dispute resolution include the "West Lake Path" for labor law supervision and the grassroots "Fengqiao Experience" cultivation point [1] Group 3: Collaborative Development - The Hangzhou Gas Group's "12345" wage system enhances employee salary security, while Lianhua Supermarket uses compensation leverage for win-win labor relations [1] - Special attention is given to vulnerable groups, with initiatives like a three-dimensional rights protection system for female employees at China Telecom Hangzhou and a "Four Persistences" approach at Hangzhou Traditional Chinese Medicine Hospital [1] Group 4: Capacity Building - GAC Passenger Vehicle has deepened its job training system, while the city of Jiande is reforming its industrial workforce to create a new driving force for the economy [1] - The article emphasizes the role of trade unions in responding to the challenges of the times and contributing to core issues such as rights protection and efficient resolution of labor disputes [1][2]

Group 1 - The basic procedure for handling labor disputes in China is "Negotiation - Mediation - Arbitration - Litigation" [2] - Workers can first negotiate with employers, and if an agreement is reached, a settlement agreement can be signed [2] - If negotiation fails, workers can apply for mediation or arbitration at the relevant labor dispute arbitration committee [2][3] Group 2 - Arbitration is mandatory before filing a lawsuit; parties can voluntarily choose whether to go through negotiation or mediation [3] - Mediation involves persuading both parties to reach a voluntary agreement through a mediation organization [3][4] - There are three main types of mediation organizations: enterprise labor dispute mediation committees, grassroots people's mediation organizations, and local mediation organizations [4] Group 3 - Parties can submit mediation applications in person or through the national online labor dispute mediation service platform [5] - If mediation is unsuccessful or the other party does not comply with the mediation agreement, arbitration can be applied for [5]