转自：贵州日报 贵州人才博览会高校毕业生专场招聘会现场。 高质量参保 智慧化服务—社保服务进万家活动。 稳就业、保民生务工专列。 席忞禾 陈良波 "十四五"时期，是贵州人力资源和社会保障事业奋楫笃行、攻坚克难、成果丰硕的五年。全省人社系统坚决 贯彻落实党中央、国务院及省委、省政府决策部署，始终锚定人力资源开发利用主题主线，在就业创业、技 能培训、社会保障、人才人事、劳动关系等重点领域持续发力，用坚定的担当、务实的举措和温情的服务， 织密扎牢民生保障网，交出了一份厚重而温暖的民生答卷。 稳就业 筑牢民生幸福基本盘 就业是最基本的民生。五年来，贵州人社系统始终坚持就业优先战略，深入实施"六六就业稳岗计划"，不断 完善政策体系、强化服务保障、聚焦重点群体，让千家万户的"饭碗"端得更稳、更牢。 稳定就业规模。2021年至2025年11月，全省累计实现城镇新增就业310.48万人，促进失业人员再就业75.12万 人，帮助就业困难人员就业37.35万人，年均城镇调查失业率控制在5.5%以内。获评2022年"全国促进就业工 作先进地区"，黔西南州、毕节市先后获批全国公共就业服务能力提升示范项目，"多措并举稳住农村劳动力 外 ...

Core Points - The case highlights the challenges of establishing labor relationships in online recruitment, particularly when formal contracts are not signed [1][2] - The court ruled that even without a written contract, if evidence of employment exists, a labor relationship can be inferred [2] Group 1: Labor Relationship Establishment - The case involves an individual, Shi, who was recruited through a WeChat group and worked for a security company without a formal labor contract [1] - Shi was paid 260 yuan per day from November 13, 2022, to February 1, 2023, before being dismissed on February 3, 2023 [1] - Shi sought arbitration for unpaid wages and compensation, which was supported by the labor arbitration committee [1][2] Group 2: Court's Ruling - The court emphasized that a labor relationship requires a written contract, but if evidence of employment is provided, it can establish the relationship [2] - Shi provided various documents, including wage records and attendance logs, to prove the existence of an employment relationship [2] - The company failed to provide evidence to support its claim that no labor relationship existed, leading the court to rule in favor of Shi [2]

Group 1 - Recent reports indicate that some employers are misusing "apprenticeship training" to have job seekers perform regular labor without signing labor contracts or providing social security [1] - This issue is particularly prevalent in labor-intensive industries such as construction, sales, and beauty services, where there is a demand for skill transfer [1] - In judicial practice, if an apprentice effectively assumes the responsibilities of an employee, the apprentice status is merely a facade for the employer to evade legal responsibilities, and a labor relationship still exists [1] Group 2 - The distinction between a labor relationship and an apprenticeship relationship hinges on the existence of a management-subordinate relationship and economic dependency [1] - Workers are advised to retain communication records with employers, as well as recruitment information, attendance records, wage payment information, and identification badges as evidence [1] - If employers fail to fulfill their legal obligations regarding employment, workers can seek legal recourse [1]

Labor Negotiations - United Airlines (UAL) and the Association of Flight Attendants-CWA have reached a tentative agreement that includes industry-leading wages, a signing bonus, and significant improvements in scheduling and quality of life for 28,000 flight attendants [1] - The agreement, if ratified, will amend the contract for the next five years, reflecting a commitment to prioritize the needs of frontline employees in a competitive industry [1][2] Approval Process - The approval process will move to the Association's Master Executive Council, where Local Presidents will review the final contract language before a vote by flight attendants [2] - This process indicates a structured approach to labor relations, emphasizing the importance of employee satisfaction for operational performance and customer experience [2] Industry Impact - United CEO Scott Kirby highlighted the essential role of flight attendants, calling them "the face of our operation," which underscores a broader industry trend recognizing the impact of frontline staff on safety and service quality [3] - If ratified, this agreement could set a new standard across the airline industry, demonstrating how collaborative negotiations can lead to meaningful improvements for employees and long-term benefits for the company [3]

Core Viewpoint - The joint release of typical labor dispute cases by Sichuan and Chongqing aims to strengthen legal guidance, unify adjudication standards, and protect the legitimate rights of workers while supporting employers in lawful employment practices [3][4]. Group 1: Event Overview - The press conference was held on April 28, 2023, by four departments from Sichuan and Chongqing, marking the second consecutive year of such joint releases [1][3]. - A total of 16 typical cases were published, focusing on new employment forms and labor disputes [3]. Group 2: Case Statistics - In 2024, over 240,000 labor dispute cases were accepted by mediation organizations and arbitration institutions in the two regions [3]. - Chongqing received approximately 66,700 cases, showing a slight decrease from the previous year, with a mediation success rate of 78% [3]. - Sichuan accepted about 173,800 cases, with a mediation success rate of 67.2% [3]. Group 3: Legal and Social Implications - The cases include disputes related to new employment forms, such as the relationship between streamers and companies, and delivery riders with platforms, reflecting the strict application of labor relationship examination principles [3]. - The initiative aims to promote the healthy development of the platform and sharing economy within a legal framework [3][4]. - The release serves as a practical response to social concerns and aims to enhance the quality and efficiency of labor relations in the region [4].