签订劳动合同时 一定要核实清楚 涉及个人权益的重点条款 这是对自身合法权益的有效保护 欢迎扫描下方二维码关注： 用人单位自用工之日起 即与劳动者建立劳动关系 劳动合同何时签？ 转正之后才签吗？ 《劳动合同法》第十条规定 必须签书面合同吗？ 建立劳动关系 应当订立书面劳动合同 事业单位与工作人员 订立聘用合同 若属于非全日制工作 可以订立口头协议 但应注意留存当初 做出约定时的有关资料 延伸小知识 如果 没签劳动合同， 认定双方存在劳动关系时 可参照下列凭证 ： 已建立劳动关系，未同时订立书面劳动合同的， 应当自用工之日起一个月内订立书面劳动合同。 因此，无论用人单位 是否与劳动者约定试用期 均应 自用工之日起一个月内 订立书面劳动合同 因此，用人单位应自劳动合同 签订之日起保存劳动合同文本 直至解除或者终止劳动合同后至少两年 以备查询 离职后，劳动合同需要 交还用人单位吗？ 劳动合同文本 由用人单位和劳动者各执一份 （一）工资支付凭证或记录（职工工资发放花名册）、缴纳各项社会保险费的记录； （二）用人单位向劳动者发放的"工作证""服务证"等能够证明身份的证件； （三）劳动者填写的用人单位招工招聘"登记表""报 ...

Core Viewpoint - The Jiangsu Provincial High People's Court and the Provincial Department of Human Resources and Social Security have jointly released typical cases for handling labor disputes in 2024, focusing on various issues such as non-compete agreements, probation periods, parental leave, medical autonomy, labor subcontracting, resume fraud, injuries to older workers, and collective wage arrears [1] Group 1: Non-Compete Agreements - Non-compete agreements have boundaries, and the right to choose employment is protected. A case involving an employee who was required to pay a penalty for violating a non-compete clause was dismissed as the employee did not have access to trade secrets [2][3] Group 2: Probation Periods - The probation period is not a "vacuum of rights," and workers' rights are protected by law. A case where an employer terminated an employee during the probation period without valid reasons resulted in the employer being ordered to pay compensation for unlawful termination [4][5] Group 3: Parental Leave - The rights of workers to parental leave are emphasized, promoting a humane work environment. A case where an employee was wrongfully terminated for taking parental leave was ruled in favor of the employee, highlighting the legal support for parental leave rights [6][8] Group 4: Medical Autonomy - Employers must respect employees' medical autonomy. A case where an employee was dismissed for not providing a specific type of medical leave certificate was ruled unlawful, as the employer's requirements were deemed excessive [9][10] Group 5: Labor Subcontracting - The distinction between labor subcontracting agreements and actual labor relationships is clarified. A case confirmed that a worker injured while performing tasks under a subcontracting agreement was recognized as having a labor relationship with the company [11][12] Group 6: Resume Fraud - Employees must maintain integrity in job applications. A case involving an employee who falsified their resume led to the court ruling the employment contract invalid, requiring the employee to return part of their salary [13][14] Group 7: Rights of Older Workers - The rights of older workers are protected, and companies must ensure compliance with labor laws regarding their employment. A case confirmed that an older worker injured on the job is entitled to workers' compensation benefits [15][16] Group 8: Collective Wage Arrears - A collaborative approach to resolving collective wage disputes has proven effective. A case where a company owed wages to workers was resolved through a coordinated effort involving the court and local labor dispute resolution centers, resulting in the workers receiving their owed wages [17][19]

Core Viewpoint - The court ruled that a worker, Wang, had an employment relationship with a repair company despite the existence of a service agreement that classified him as a "freelancer" [1][2][3][4] Group 1: Legal Relationship - The court emphasized the principle of "fact priority" in determining the legal relationship between companies and workers in new employment forms, focusing on actual rights and obligations [2] - Although Wang signed a service agreement with a crowdsourcing company, the court found that the actual working conditions indicated an employment relationship with the repair company [2][3] Group 2: Work Conditions - Wang was subject to attendance management by the repair company, working 8 hours a day and 40 hours a week, which aligns with the legal definition of employment [2][3] - The repair company determined Wang's pay and processed payments through the crowdsourcing company, indicating a lack of autonomy in his work [1][3] Group 3: Court's Conclusion - The court concluded that Wang's working conditions and payment structure demonstrated a clear dependency and economic subordination, fulfilling the criteria for an employment relationship [3] - The court confirmed the existence of an employment relationship between Wang and the repair company for the period from May 1, 2022, to November 1, 2022 [4]

2025年 5月1日 最增四 责任编辑 刘 语 见习贯彻 武几郎 股房見 依照社会保障县第三十六条以及《工伤保险条例》 一条、第十四条的加定,工伤认定应当重点图绕工作 数据进行，工作场所、工作时间是工伤认定的辅助费 传、在工作原因无法委明时。 工作场所示，工作时间是工作 表可以看采达宜是否属于工作原因。。 对于对月人员 公安排职工程家办公，有征期证明职工在工作时间具有 作原因受到事故伤害的,不应因在家工作前影响工作 股根指导演例 40号(补力减压实建新技术产业园( 8.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.0.2.0.0.0.2.0.2.0.2.1.2.2.0.2.2.1.2.2.0.2.2.1. 单位脂凝、是否与工作职责有关、是否基于用人单位的 当利益、是否属于工作期间在合理场所解决必要的基本 才等因素 ，对工作时间的认定，应当考虑是否属于法律规定的主 因人单位要求职工工作的时间。在语 劳动合同的定、用 制位规定或者达得就定的工作时间，以及完成用人单位 时贴板成者特定工作任务的时间、 ...