源：视觉中国 有人可能会觉得，奔波一整年，春节就该好好休息，和家人团圆。前段时间，地方两会上，就有代表建 议取消春节"不打烊"，让快递员安心过年。起因是他在调研中发现，大多数快递员全年无休，难以在佳 节与家人团聚。 前些天，刷到一条帖子很有意思。社交平台上，有网友发文求助："春节期间点外卖，会被骑手嫌烦 吗？"这个问题乍一听有点小心翼翼，其实问出了许多人心中的纠结——就像雨雪天该不该点外卖一 样，让人为难：点了，怕给小哥添麻烦；不点，又担心影响人家赚钱。 帖子评论区，有骑手现身说法，"随便点"，顾客是上帝，没订单我们才慌；也有暖心网友分享自己的做 法，大年三十点了两杯奶茶，送来后塞了10块钱红包，"一点心意，让小哥开心开心"。 如今，春节"不打烊"已经成了不少线上平台的常态，也有一部分外卖骑手、快递小哥选择留守，核心原 因就是能多赚一份收入。我随机采访了一名去年春节在广东佛山跑单的骑手，他说春节前后平台有专项 奖励，那两个月收入分别达到6700多元和8900多元，比平时确实多出不少。 仔细一问，原因也简单：一是过年骑手少了，单子好抢；二是平台会给春节补贴，每单单价更高；再加 上偶尔会有顾客打赏，收入自然就上去 ...

新华社北京2月12日电 题：同题共答同向发力，为检察履职注入新动能——最高人民检察院高质量 办理代表委员建议提案 新华社记者刘硕、刘美子 通过检察公益诉讼督促短视频平台处置虚假非物质文化遗产宣传等内容；执法司法协同处置打着非 物质文化遗产旗号虚假宣传、销售违法产品"苗古金贴"等行为；通过"滚动办理"常态化督促整治"泛非 遗化"现象和问题…… 回顾检察机关把代表建议转化成办案履职成效的历程，全国人大代表、中国社会科学院民族文学研 究所研究员巴莫曲布嫫感触颇深。 非物质文化遗产法明确规定，使用非物质文化遗产，应当尊重其形式和内涵；禁止以歪曲、贬损等 方式使用非物质文化遗产。如何有效整治当前非遗领域存在的违法违规问题，是巴莫曲布嫫代表、检察 机关以及相关职能部门共同的关切。 2025年，十四届全国人大三次会议上，巴莫曲布嫫代表提交了关于开展非物质文化遗产法专项跟踪 检查的建议。最高人民检察院作为协办单位参与办理这份建议。"最高检通过一系列扎实有效的举措， 把我的建议内容与依法履职办案紧密结合在一起，效果很实。"巴莫曲布嫫说。 "代表委员建议提案与公益诉讼检察建议衔接转化，成为高质效办案的重要标志和有效方式。"建议 ...

Core Viewpoint - The rapid development of AI is not only a technological transformation but also a deep restructuring of the workplace, raising questions about labor rights and the adaptability of current labor protection systems to the new intelligent economy era [1] Group 1: Impact of AI on Employment - 10.3% of workers reported that their companies have "digital employees," with 47.4% of these digital employees performing external service and marketing roles [2] - A case in Beijing highlighted the issue of job displacement due to AI, where an employee was laid off as their role was replaced by AI-driven automation [2][3] - The labor arbitration committee ruled that the company's use of AI to justify the termination was unlawful, as it did not meet the criteria of "significant changes in objective circumstances" [3] Group 2: Legal and Regulatory Challenges - Current labor laws are struggling to keep pace with the rapid technological changes brought by AI, leading to ambiguities in handling labor disputes related to AI job displacement [4][5] - There is a lack of clear rules regarding the recognition of job replacement by AI and the handling of labor relations post-replacement, which exacerbates uncertainty in labor relations [4][5] - The absence of specific guidelines for companies on how to manage labor contracts in the context of AI adoption increases risks for both employers and employees [5] Group 3: Recommendations for Improvement - It is suggested that clear definitions for "significant changes in objective circumstances" and "major technological innovations" be established to protect workers' rights [6] - The development of specialized guidelines for handling labor relations when jobs are replaced by AI is recommended, emphasizing the need for democratic consultation and retraining obligations for companies [6] - A call for the establishment of a support mechanism for employment resilience in the face of technological change, including the creation of transformation support funds and regional digital skills retraining centers [6][7]

Core Viewpoint - Companies are increasingly misusing their employment autonomy by escalating minor employee infractions to serious violations as a pretext for termination, which undermines workers' legal rights [1][2][3] Group 1: Legal Cases and Judicial Insights - A recent labor contract dispute in Suzhou, Jiangsu Province, resulted in a court ruling that a company unlawfully terminated an employee, ordering the company to pay over 160,000 yuan in compensation [1] - The court criticized the company's practice of aggregating multiple minor infractions into a single serious violation, which exceeded legal limits on termination rights [1][3] - Judicial practices indicate that the timing of disciplinary actions is crucial, with delayed penalties being scrutinized, potentially leading to unfavorable outcomes for companies [3] Group 2: Employee Rights and Company Practices - The phenomenon of "cumulative penalties" is prevalent, manifesting in various forms such as retroactive punishments and excessive penalties for minor infractions [2] - Companies often implement overly strict disciplinary systems that cannot substantiate claims of serious violations, leading to unjust terminations [2] - The lack of time limits on disciplinary actions can deprive employees of their rights to defend themselves and correct mistakes, creating an unfair environment [3] Group 3: Recommendations for Companies - Companies are urged to establish clear and fair disciplinary procedures that respect employee rights and provide opportunities for correction [3][4] - A commitment to lawful practices and respect for labor rights is essential for fostering trust in labor relations and ensuring long-term business sustainability [4] - The importance of a balanced approach in company regulations and employee behavior is emphasized, advocating for a respectful and fair workplace culture [4]

登录新浪财经APP 搜索【信披】查看更多考评等级 全国人大代表刘爱英（左二）受邀到平潭综合实验区检察院视察检察工作。 "作为长期深耕环保领域的生态从业者，我为福建省检察机关在公益诉讼十年间的创新实践和担当作为点 赞。希望检察机关持续加大公益诉讼办案力度，深化跨区域检察协作机制，进一步凝聚公益保护合 力。"2026年1月16日，在福建省检察院工作报告征求意见座谈会上，全国人大代表，农工党中央委员、 福建省委会副主委，美丽中国建设工作委员会副主任张玉珍等与会人员积极建言献策，对检察机关强化 法律监督与自觉接受监督并举取得的实绩印象深刻。 过去的一年，福建省检察院深化检务公开，以通报工作、座谈交流、邀请视察、列席会议等途径创新联 络方式、丰富联络内容，为人大代表履职创造条件，并将代表意见建议转化为加强和改进工作的务实举 措。全国人大代表、佳好佳（福建）城市管理有限公司环卫项目总监侯艳梅对此感受尤深，她说："多年 的履职实践让我对检察工作有了更深的了解，检察机关是在真心实意接受人大监督、用心用情化解群众 急难愁盼。" "检察履职以大局为重、以民生为大，工作有特色，更有亮点。检察官办案不止在办公室，更在路上，把 脚踩在 ...

（来源：千龙网） 审结职务犯罪案件758件 昨日（27日）下午，在北京市十六届人大四次会议上，北京市高级人民法院院长寇昉向大会报告工作。 2025年，全市法院收案1350291件，结案1216193件，各项工作实现新发展。北京法院严格审限管理，强 力清理积案，加强均衡结案调度，平均结案用时比上年缩短15.7天。世界银行企业调查数据涉及北京法 院的2个指标均为满分。 寇昉表示，2025年工作中，北京法院依法严惩严重刑事犯罪，坚决维护政治安全和社会稳定，审结刑事 案件19008件。依法严惩杀人、抢劫、重伤害等严重犯罪行为，有力守护群众生命财产安全。常态化开 展扫黑除恶斗争，坚持"打伞破网""打财断血"，审结涉黑恶案件12件，追缴没收"黑财"4.2亿元。 依法严惩群众反映强烈的非法集资、电信诈骗等犯罪，审结集资诈骗和非法吸收公众存款案件1090件、 电信诈骗及关联犯罪案件1402件，对电诈上下游犯罪全链条从严惩处。 另外，北京法院依法推进反腐败斗争，审结吴英杰受贿等职务犯罪案件758件、行贿犯罪案件142件。健 全风险处置机制，依法做好相关领域和企业风险化解工作。坚持惩罚犯罪与保障人权相统一，全面准确 贯彻宽严相济 ...

据新华社报道，记者1月27日从人力资源社会保障部获悉，我国将制定《新就业形态劳动者基本权益保 障办法》，进一步明确新就业形态劳动基准和企业劳动保护责任；出台《超龄劳动者基本权益保障暂行 规定》；推动修订《职工带薪年休假条例》，促进用人单位落实职工带薪年休假制度。 （文章来源：21世纪经济报道） ...

来源：央视新闻客户端 人力资源社会保障部今天发布，我国将制定《新就业形态劳动者基本权益保障办法》，进一步明确新就 业形态劳动基准和企业劳动保护责任；出台《超龄劳动者基本权益保障暂行规定》；推动修订《职工带 薪年休假条例》，促进用人单位落实职工带薪年休假制度。 ...

格隆汇1月27日｜据人力资源社会保障部消息，我国将制定《新就业形态劳动者基本权益保障办法》， 进一步明确新就业形态劳动基准和企业劳动保护责任；出台《超龄劳动者基本权益保障暂行规定》；推 动修订《职工带薪年休假条例》，促进用人单位落实职工带薪年休假制度。 ...

新华社快讯：记者1月27日从人力资源社会保障部获悉，我国将制定《新就业形态劳动者基本权益保障 办法》，进一步明确新就业形态劳动基准和企业劳动保护责任；出台《超龄劳动者基本权益保障暂行规 定》；推动修订《职工带薪年休假条例》，促进用人单位落实职工带薪年休假制度。 ...