Core Viewpoint - The Supreme People's Court has issued an interpretation regarding labor dispute cases, stating that employers are not required to pay double wages if a written labor contract is not established due to force majeure, employee's own fault, or other legal circumstances [1][4]. Group 1: Legal Interpretation - The new interpretation, referred to as "Interpretation II," summarizes judicial experience and clarifies that employers are not liable for double wages when a written labor contract is not signed due to force majeure or significant employee negligence [1][4]. - The interpretation emphasizes the principle of good faith and aims to balance the protection of both employees' and employers' legal rights [1][4]. Group 2: Responsibilities and Obligations - According to the Labor Contract Law, employers are primarily responsible for establishing written labor contracts; however, there are situations where the failure to do so is not due to employer fault, such as natural disasters or employee negligence [3][4]. - In cases where a labor contract automatically renews upon expiration, employers are not required to pay double wages, and if an employer has not signed a written contract after one year, it is considered a non-fixed-term contract, relieving the employer from double wage payments [4].

欢迎扫描下方二维码关注： 初入职场的小伙伴 可能已经进入了试用期 工资怎么发？合同怎么签？ 要缴社保费吗…… 这些注意事项，请收好！ 试用期的时长有规定 根据《劳动合同法》 | 劳动合同期限 | 三个月以上不满一年的 | 试用期不得超过 一个月 | | --- | --- | --- | | 劳动合同期限 | 一年以上不满三年的 | 试用期不得超过二个月 | | 三年以上 | 固定期限和无固定期限的劳动合同 | 试用期不得超过六个月 | | 以完成一定工作任务为期限 | 的劳动合同或者劳动合同期 | 不得约定试用期 | 限 不满三个月的 注意哦！ 同一用人单位与同一劳动者 只能约定一次 试用期 试用期包含在劳动合同期限内 劳动合同 仅约定试用期的 试用期不成立 该期限为劳动合同期限 根据《事业单位人事管理条例》，初次就业的工作人员与事业单位订立的聘用合同期限3年以上 的，试用期为12个月。 温馨提示！非全日制用工双方当事人不得约定试用期哦。 因此，试用期 必须签订劳动合同！ 试用期应按什么标准 支付工资？ 劳动者在试用期的工资 不得低于 本单位相同岗位最低档工资或者劳动合同约定工资的 百分之八十 并不得低于 ...

即使在试用期 用人单位与劳动者协商一致 欢迎扫描下方二维码关注： 我刚入职，正在试用期，老板说等转正后再给我缴 社保费。但我有些疑惑，试用期真的不用缴社保费 吗？ 不可以不缴！ 《社会保险法》第五十八条规定 用人单位应当 自用工之日起三十日内 为其职工向社会保险经办机构申请办理社会保险登 记。 未办理社会保险登记的，由社会保险经办机构核定其应当缴纳的社会保险费。 用人单位和劳动者都必须 依法参加社会保险、缴纳社会保险费 这是具有法律强制规定的 也 不能不缴纳社保费 哦！ 劳动者试用期期间因个人原因辞职 要付用人单位违约金吗？ 《劳动合同法》第二十五条规定 除本法第二十二条和第二十三条规定的情形外，用人单位不得与劳动者约定由劳动者承担 违约金。 因此，无论是否在试用期间 劳动者因个人原因辞职 除以上法定情形外 一般无需 向用人单位 支付违约金 本期编辑：张子璇 来源 人力资源和社会保障部微信公众号 《劳动合同法》 第二十二条 用人单位为劳动者提供专项培训费用，对其进行专业技术培训的，可以与该劳动者订 立协议，约定服务期。 劳动者违反服务期约定的，应当按照约定向用人单位支付违约金。违约金的数额不得超过用人单位 提 ...

Group 1 - The core viewpoint is that in the event of a merger or division of the employer, the original labor contract remains valid and is continued by the new entity inheriting the rights and obligations [2][3]. - The probation period is included within the term of the labor contract, and only one probation period can be agreed upon between the same employer and employee [2]. - If the new employer proposes to renegotiate the probation period while the original labor contract is still valid, there is no legal basis for this [3]. Group 2 - In cases where the new employer terminates the labor contract, the calculation of economic compensation does not include the employee's work years at the original employer if the original employer has already paid economic compensation [6].

欢迎扫描下方二维码关注： 企业与试用期员工 解除劳动合同 需支付经济补偿吗？ 无论是否在试用期间 企业提出与劳动者解除劳动合同 是否需向劳动者支付经济补偿 应视具体情形 企业 无需 向劳动者 符合《劳动合同法》 第三十九条 规定解除劳动合同的 支付经济补偿 法条链接 《劳动合同法》 第三十九条 劳动者有下列情形之一的，用人单位可以解除劳动合同： （一）在试用期间被证明不符合录用条件的； （二）严重违反用人单位的规章制度的； （三）严重失职，营私舞弊，给用人单位造成重大损害的； （四）劳动者同时与其他用人单位建立劳动关系，对完成本单位的工作任务造成严重影响，或者经 用人单位提出，拒不改正的； （五）因本法第二十六条第一款第一项规定的情形致使劳动合同无效的； （六）被依法追究刑事责任的。 企业 应当 依法向劳动者 支付经济补偿 应当 依法向劳动者 属于其他法定解除 劳动合同情形的 违法解除劳动合同的 试用期的工资 怎么发？ 根据《劳动合同法》 《劳动合同法实施条例》规定 劳动者在试用期的工资 不得低于 本单位相同岗位最低档工资的 80% 或者 不得低于 劳动 合同约定工资的 80% ，并且 不得低于 用人单位所在 ...

Core Viewpoint - The article discusses the legality and implications of service period agreements in labor contracts, particularly regarding training costs and penalties for breach of contract [2][4]. Group 1: Legal Framework - According to Article 22 of the Labor Contract Law, employers can establish a service period agreement with employees who receive specialized training, allowing for penalties if the employee breaches this agreement [2][4]. - The penalties for breaching the service period cannot exceed the training costs incurred by the employer, and should be proportionate to the unfulfilled portion of the service period [2][4]. Group 2: Training Costs - Training costs include documented expenses for professional training, travel costs during training, and other direct expenses related to the employee's training [3]. Group 3: Contractual Obligations - If the labor contract expires but the agreed service period has not yet concluded, the contract must be extended until the service period is fulfilled, unless otherwise agreed by both parties [5]. - The agreement on the service period does not affect the normal wage adjustment mechanisms, allowing for potential increases in employee compensation during the service period [6].

Core Points - The "Private Economy Promotion Law" will take effect on May 20, 2025, marking a significant milestone in the development of private enterprises in China, focusing on fair competition, investment promotion, technological innovation, and protection of rights [1][2] - The law aims to establish a legal framework for the governance of private enterprises, addressing various challenges faced by the sector, including cultural, ideological, and legal constraints [2][3] Group 1: Challenges Faced by Private Enterprises - Private enterprises are currently facing numerous accumulated contradictions and new issues that severely hinder their vitality [2] - The implementation of the "third-party" system has led to increased scrutiny and pressure on private enterprises, often resulting in confusion and inefficiency due to varying standards among different third-party organizations [3][4] - The labor environment has become increasingly challenging, with the Labor Contract Law being criticized for being outdated and not aligning with the realities of private enterprises [5][7] Group 2: Specific Issues in Labor Relations - The one-size-fits-all approach to labor conditions is problematic, especially for small businesses and individual entrepreneurs who struggle to meet stringent requirements [7] - The difficulty in terminating employees has increased, leading to a rise in labor disputes and legal challenges for private enterprises [8][9] - Historical burdens from past social security practices have created significant financial pressures on private enterprises, with many unable to comply with current regulations without facing severe penalties [8] Group 3: Credit and Trust Issues - The improper functioning of the credit punishment mechanism has adversely affected private enterprises, particularly those that are honest but facing financial difficulties [10][16] - There is a need for differentiated treatment in the credit system to protect honest entrepreneurs from being unfairly penalized due to circumstances beyond their control [16] Group 4: Recommendations for Improvement - It is suggested that a "tolerance" approach be adopted for private enterprises, allowing for flexibility in compliance with regulations to foster a more supportive environment [14] - Optimizing the labor environment through differentiated social insurance policies and stricter regulations against labor fraud is recommended to alleviate burdens on private enterprises [15] - Strengthening the role of industry associations and chambers of commerce is essential to provide better support and services to private enterprises, enhancing their operational efficiency [17]

Group 1 - The core viewpoint emphasizes that a separate probationary contract should not be signed, as the probation period is included within the labor contract duration according to the Labor Contract Law [3][5] - It is crucial to sign a written labor contract upon the establishment of the labor relationship, which begins from the date of employment [5][6] - If a written labor contract is not signed within one month of employment, the employer must pay the employee double the salary for each month until the contract is signed [5][6] Group 2 - During the probation period, the employee's salary must not be less than 80% of the minimum wage for the same position in the company or 80% of the agreed salary in the labor contract [8]