然而，2025年2月，老人在工作期间遭遇交通事故不幸身亡，家属和物业公司就赔偿问题未能达成一 致。 面对这起情理法交织的特殊案件，九台人民法庭法官季时宇依托综治中心提供的联动平台，迅速展开实 质性调解。 （来源：工人日报） 本报讯 （记者柳姗姗 彭冰 通讯员赵素艺）近日，在吉林省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和解，被告物业公司的负责人当场将10万元现金交到原告王某手中。 该案中，某物业公司在2023年出于人道关怀，为一位七旬老人提供了负责小区垃圾清运的工作，允许其 一边清理垃圾，一边分拣可回收物变卖以补贴生计。 法官了解到，案涉物业公司长期为该超龄老人提供工作岗位并按时支付报酬，本身体现了企业的社会责 任感，亦是积极的社会示范。同时，该物业公司对老人不幸离世也深表同情。 调解过程中，法官一方面向老人家属释明相关法律关于退休人员劳动关系认定的复杂性，另一方面法院 也与物业公司充分沟通，在肯定其善举的同时，从法律和道义角度分析其应承担的责任。 经过多轮耐心细致的调解，双方自愿达成和解，物业公司一次性向家属支付各项赔偿费用共计10万元， 并当场交付给老人家属。 ...

转自：扬子晚报 扬子晚报网1月24日讯（通讯员 李颖 顾继晨 姜传刚 记者 陈咏）23日，扬州市江都区劳动争议多元化解 中心成功调处一起跨国务工讨薪案，帮助农民工鞠某讨回工资15000余元。 据介绍，调解员收到案件后，立即联系劳动者了解情况，结合劳动者提交的相关证据进行案情梳理。经 了解，这家单位与鞠某曾签订两份劳动合同，第一份在国内签订，第二份是在到达国外用工地后重新签 订的，第二份约定的工时单价明显低于第一份。基于鞠某当时已身在国外，路途遥远，已付出较大成 本，迫于无奈，只能在第二份合同中签字。 了解情况后，调解员立即联系单位核实情况，单位认可签订了两份劳动合同，但称重新签订的原因是劳 动者工作效率低，能力不足。对此，调解员当即对用人单位进行法律宣传，告知双方的第二份合同若是 在违背当事人意愿的情况签订，应属无效合同。单位得知其行为违反了劳动合同法相关规定后，表示愿 意改正并支付劳动者工资。在调解员连续组织劳资双方沟通及耐心疏导下，最终用不到10天的时间促成 双方达成调解协议，用人单位当日支付全部欠薪。 记者采访获悉，该中心以"快速响应、多元联动、调解优先"的工作作风，帮助劳动者讨回工资，令鞠某 十分感动 ...

转自：劳动午报 （来源：劳动午报） 前不久，辖区某公司与学校食堂备餐员因用工问题引发争议，双方均聘请了律师，劳资方也申请劳动仲 裁并进行了调解，但诉求未能达成一致。永顺镇总工会接到诉求后，第一时间进行协调，既维护职工的 合法权益，又保障企业的健康发展。组建由专业调解员构成的专项调解组，深入企业了解情况。调解过 程中，工作人员依据《中华人民共和国民法典》《中华人民共和国劳动合同法》等法律法规，提供精准 专业的法律分析，协助双方明确责任边界。同时，从情理角度出发，耐心疏导双方情绪，最终促使双方 达成调解协议。这一结果不仅维护了职工的合法权益，也助力企业完善了用工制度，真正实现了"案结 事了人和"的调解目标。 此次调解是永顺镇总工会多元协同化解劳动争议的典型案例。该镇总工会相关负责人表示，镇总工会将 不断延伸服务触角，积极联动镇司法所司法行政力量、律师团队和调解组织等多方力量，为快递员等新 就业形态劳动者群体解决工作生活中的实际问题。 本报讯 （记者 宗晓畅） 记者近日从通州区永顺镇总工会了解到，近年来，永顺镇总工会积极发挥非公 企业劳动争议调解功能和桥梁纽带作用，大力整合专业资源，携手律师团队、镇司法所及专业调解 ...

（来源：工人日报） 阅读提示 为何一个看似不大的案件，调解难度却如此大？陕西宝鸡渭滨区职工劳动争议调解委员会又是如何通过 专业调解方式，将一个扣薪小纠纷促成大和谐的？ 2025年12月15日，陕西宝鸡渭滨区总工会职工帮扶服务中心劳动争议调解室，经过连续5个多小时调 解，9轮"背对背"沟通，渭滨区某超市员工郝某终于与其超市有关负责人"握手言和"，双方达成共识， 而这已经是渭滨区职工劳动争议调解委员会，就该争议案件1个多月内的第3场调解。 "案件看着不大，但费了大心思，花了大力气，所有调解员都极其用心，全力以赴。事实上，仅现场调 解时长，已累计超过13小时。"2026年1月14日，渭滨区人大常委会副主任、区总工会主席苏青对《工人 日报》记者感慨道。 为何一个看似不大的案件，调解难度却如此之大？ 调解现场一度陷入激烈对峙 "我在工作的超市被打，现在反过来扣我钱，还有没有天理？"2025年11月4日，渭滨区职工劳动争议调 解室，首次调解现场气氛十分紧张，调解开始不久，郝某便情绪失控，哽咽着朝超市有关负责人大声反 问。 "你看清楚，第四页第三款，无故离岗3小时以上视为旷工，我们扣工资完全合理合规。"超市负责人当 场翻开 ...

Core Viewpoint - A unique labor dispute case in Jilin Province was resolved through mediation, highlighting the importance of social responsibility and human compassion in labor relations [1][2] Group 1: Case Background - An elderly man, over seventy years old, was employed by a property company for garbage collection and sorting recyclable materials since 2023, with timely salary payments [1] - The elderly worker tragically passed away in a traffic accident in February 2025, leading to a dispute over compensation [1] Group 2: Legal and Mediation Process - The labor arbitration did not recognize the employment relationship due to the worker's age exceeding the legal retirement age, complicating the family's claims for compensation [1] - The case was handed to Judge Ji Shiyu, who opted for substantial mediation rather than a lengthy litigation process, utilizing a community service center's platform [1][2] Group 3: Resolution and Impact - The property company acknowledged its social responsibility and agreed to provide reasonable compensation to the family after thorough discussions during mediation [2] - The final agreement involved the company making a cash payment to the family, symbolizing a commitment to care and respect for the deceased [2] - The court plans to continue enhancing community-based dispute resolution efforts, aiming to resolve conflicts at an early stage and promote social harmony [2]

Core Viewpoint - The case highlights the importance of effective communication and mediation in resolving labor disputes, leading to a successful settlement between the parties involved [1][2]. Group 1: Case Background - The plaintiff, Li, was hired as a part-time basketball coach and sustained an ankle injury during a public event in June, which led to a dispute regarding the existence of an employment relationship with the defendant company [1]. - The plaintiff sought legal confirmation of the employment relationship for the period from March to June, despite the defendant denying such a relationship based on various management and operational factors [1]. Group 2: Judicial Mediation - The judge engaged in multiple communications with both parties to clarify legal principles and potential litigation risks, advising Li on the loose management of the employment model and the associated risks of pursuing the claim [2]. - The defendant was informed that they might still bear compensation responsibilities for injuries occurring during work, regardless of the employment relationship, prompting them to consider settlement [2]. - Ultimately, the judge facilitated a mediation that resulted in the defendant compensating the plaintiff for all losses, concluding the dispute amicably [2].

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]