"一函两书"制度是工会及相关单位维护劳动者权益的重要监督机制，其中"一函"指《工会劳动法律监督 提示函》，"两书"包括《工会劳动法律监督意见书》和《工会劳动法律监督建议书》，旨在通过柔性提 示与刚性监督相结合的方式，督促用人单位落实劳动法律法规，纠正违法用工行为。 上海市青浦区是全国快递转型发展示范区，圆通速递、中通快递、申通快递、韵达速递、极兔速递等多 家公司总部均设立在此，还有数百家配套企业，直接从业人员达5.7万人，带动全网就业270余万人，成 为区域经济发展的重要支柱和就业保障的关键阵地。 2025年3月，青浦区总工会在日常劳动法律监督中，通过走访调研、职工信访等渠道，集中收集到大量 快递员关于考核不公、派费克扣、罚款过重的投诉线索，初步判断部分快递企业存在考核标准与算法设 定不合理的情形，随即按照线索移送机制将相关情况移送至青浦检察院。 近日，中华全国总工会与最高人民法院、最高人民检察院联合发布了10件2025年劳动法律监督"一函两 书"典型案例，上海市青浦区"工会+检察"保护新就业形态劳动者合法权益案位列其中。上海市青浦区人 民检察院（以下简称"青浦检察院"）公益检察室主任余莉在接受中青报·中青网 ...

收到检察建议后，行业主管部门迅速组建专项整治专班，对243家用人单位、3354名劳动者开展拉网式 排查，67家汽修企业被列为重点监管对象。其间，6家严重违规企业被立案查处，12份卫生监督意见书 直击病灶；84家企业累计投入15万余元，为167名喷漆工完成健康体检，购置的770余件防毒面罩、防护 服等装备整齐上架，270人次职业健康培训让安全意识入脑入心。 针对企业安全意识淡薄、制度缺失等根源性问题，在武鸣区检察院推动下，主管部门于2025年10月底出 台《汽车修理行业职业卫生日常监督管理工作制度》，配套制定监督细则及警示标识样板，将67套标准 化警示标识与危害告知卡精准送达每家汽修企业，绘制喷漆作业操作示意图，将法规要求转化为车间 里"看得见、摸得着"的行动指南。同时依托府检联动机制，联合多部门为6家问题企业提供"一对一"整 改帮扶。 2025年3月，武鸣区工会在日常巡查时发现：部分汽修厂喷漆车间内，弥漫着刺鼻的气味，工人却不穿 防护服、不戴防毒面罩徒手作业；车间看不到任何职业病危害警示标识；甚至从业十余年的师傅从未参 加过职业健康体检。工会先后发出提示函、整改意见书，却屡屡遭遇企业"口头整改、实际未改"的消 ...

Group 1 - The core viewpoint of the article highlights the collaboration between the Changchun City Kuancheng District People's Court and the Kuancheng District Human Resources and Social Security Bureau to enhance the mechanism for connecting labor dispute arbitration and litigation, aiming to improve the quality and efficiency of labor dispute resolution [1] Group 2 - The mechanism focuses on breaking down barriers between arbitration and litigation processes by establishing a platform for case collaboration, execution cooperation, and information sharing, which includes regular joint meetings and the publication of white papers [1] - It emphasizes the need for emergency collaboration in handling significant, complex, group, and typical cases, with arbitration committees required to promptly inform the People's Court upon accepting such cases [1] - The mechanism aims to balance the protection of workers' rights with the healthy development of enterprises by creating a multi-faceted prevention and mediation system involving trade unions, communities, and enterprise representatives [1]

Group 1 - The core point of the article is the recent judicial interpretation by the Supreme People's Court, which invalidates any agreements to not pay social insurance, impacting both employers and employees in the labor market [1][2] - The new regulation states that any form of agreement to avoid social insurance payments is deemed invalid, regardless of whether it is a written waiver or verbal agreement, thus eliminating the legality of such arrangements [2][3] - The interpretation aims to address the prevalent issue of "social insurance evasion," which has been common in various industries, particularly among small and medium-sized enterprises seeking to reduce costs [2][3] Group 2 - The new regulation is expected to create a more equitable competitive environment for compliant companies, preventing them from being undercut by those exploiting loopholes in labor costs [3] - It enhances protections for vulnerable groups, particularly workers in flexible employment situations, ensuring they do not forfeit social insurance benefits for short-term cash gains [3] - Long-term, the regulation encourages a more standardized labor environment and modern management practices, prompting companies to integrate social insurance costs into their operational budgets rather than seeking to evade them [3]

Core Viewpoint - The Supreme People's Court has declared that agreements or promises by employees to voluntarily waive social insurance contributions are invalid, effective from September 1, 2023, emphasizing the legal obligation of employers to pay social insurance fees [2][5][6]. Group 1: Legal Changes - The Supreme People's Court issued an interpretation regarding labor dispute cases, stating that any agreement between employers and employees to not pay social insurance fees is invalid [2][5]. - This interpretation aims to address common issues such as subcontracting and non-payment of social insurance, ensuring that laborers' rights to wages and social insurance are protected [5][6]. Group 2: Public Reaction - The announcement has sparked significant public discussion on social media, with many users expressing support for mandatory social insurance contributions, highlighting the importance of social security for workers [3][4]. Group 3: Employer Responsibilities - Employers are now required to fulfill their legal obligation to pay social insurance fees, and failure to do so may result in economic compensation liabilities if employees terminate their contracts due to non-payment [6][9]. - The interpretation also clarifies that employers cannot evade their responsibilities by offering cash substitutes for social insurance [6][9]. Group 4: Case Examples - A typical case highlighted involves an employee who was not provided social insurance despite an agreement to receive cash instead. The court ruled that the employer must pay economic compensation due to the invalidity of the waiver agreement [8][9].