欢迎扫描下方二维码关注： 适用调解仲裁的 劳动争议主要有这些： 如何申请劳动仲裁？ 根据《中华人民共和国劳动争议调解仲裁法》第二十一条、第二十八条和《劳动人事争议仲裁办案规则》第八条、第二十九条之规定，申 请人应当 向有管辖权的劳动人事争议仲裁委员会申请仲裁 。 申请仲裁时 应当提交书面仲裁申请 并按照被申请人人数提交副本 因确认劳动关系发生的争议； 因订立、履行、变更、解除和终止劳动合同发生的争议； 因除名、辞退和辞职、离职发生的争议； 因工作时间、休息休假、社会保险、福利、培训以及劳动保护发生的争议； 因劳动报酬、工伤医疗费、经济补偿或者赔偿金等发生的争议； 法律、法规规定的其他劳动争议。 仲裁申请书应当载明下列事项： （一）劳动者的姓名、性别、出生日期、身份证件号码、住所、通讯地址和联系电话，用人单位的名称、住所、通讯地址、联系电话和法定 代表人或者主要负责人的姓名、职务； （二）仲裁请求和所根据的事实、理由； （三）证据和证据来源，证人姓名和住所。 申请仲裁有时效吗？ 劳动争议申请仲裁的 时效期间为一年 仲裁时效期间 从当事人知道或者应当知道 其权利被侵害之日起计算 因当事人一方向对方当事人主张权利， ...

Group 1 - The incident highlights a lack of respect for employee privacy and ethical standards within the company, as an employee's computer was accessed without consent [1] - The employee faced retaliation after raising concerns about the invasion of privacy, indicating a toxic work environment [1] - The employee's salary was significantly reduced from 12,000 to 4,900, showcasing potential issues with compensation practices and employee treatment [1] Group 2 - The IT department is perceived to have the lowest status within traditional industries, reflecting a broader issue of undervaluation of technical roles [2] - Talented individuals in technical positions often face barriers to promotion, suggesting systemic issues in career advancement for skilled employees [2]

Core Viewpoint - The article discusses the implications of background checks in the hiring process, particularly how they can lead to implicit employment discrimination against candidates with labor dispute records, even if those disputes were legitimate claims for rights protection [1][2]. Group 1: Background Check Practices - Companies often employ a "one-size-fits-all" approach in background checks, where any record of labor arbitration or litigation is viewed as a potential risk, regardless of the context [1][2]. - This practice can discourage workers from pursuing legitimate claims for their rights, creating a culture where employment and rights protection are seen as mutually exclusive [2]. Group 2: Legal and Ethical Considerations - Current labor laws allow employers to inquire about information directly related to labor contracts, but there is a lack of clear guidelines on what constitutes "basic information," leading to an expansion of background check scopes by many companies [2]. - The article argues that even if candidates provide authorization for background checks, unreasonable inquiries can still infringe on personal rights [2]. Group 3: Changing Perspectives in Employment - Companies need to shift their perspective on labor arbitration, recognizing that such experiences do not inherently indicate a problematic candidate but rather reflect a need for fair management practices [3]. - Understanding employees' perspectives and experiences can lead to more effective and humane management, rather than simply trying to eliminate those who raise issues [3].

Summary of Key Points Core Viewpoint - The announcement details the ongoing litigation involving New Dazhou Holdings Co., Ltd. and the implications of a recent ruling by the Supreme People's Court of China regarding a loan dispute with Cai Laiyin, which has led to the freezing of certain assets and a potential sale of shares to settle debts [2][3]. Group 1: Litigation Overview - New Dazhou disclosed the lawsuit initiated by Cai Laiyin against multiple parties, including New Dazhou, in October 2019, related to a loan dispute [2]. - The Guangdong High People's Court ruled that New Dazhou is liable for half of the unpaid loan principal and interest owed to Cai Laiyin [2]. - As a result of the litigation, several bank accounts and equity interests of New Dazhou have been frozen, including profits from its stake in Inner Mongolia Yakeshi Wujiu Coal Group Co., Ltd. [2]. Group 2: Recent Developments - On June 6, 2025, New Dazhou received a civil ruling from the Supreme People's Court, which accepted its application for retrial regarding the previous judgment [3]. - The ruling includes a suspension of the execution of the original judgment, which had ordered the auction of New Dazhou's 44.918% stake in Wujiu Group to satisfy the debt [5]. - The company continues to accrue interest based on the original judgment while awaiting the outcome of the retrial [5]. Group 3: Impact on the Company - The suspension of the original judgment's execution may provide temporary relief for New Dazhou, but the final outcome of the retrial remains uncertain [5]. - The board of directors will monitor the situation closely and fulfill disclosure obligations as required by law [5].