11月12日下午，扬州市总工会暖意融融，为新业态平台企业送保险、向新就业形态劳动者赠送职工医疗互助保障活动，在这里举行。寒冬未至温暖先到， 企业和职工代表切身感受到了党和政府的关怀和温暖。 活动现场 扬子晚报/紫牛新闻记者了解到，职工医疗互助互济保障项目，是扬州市职工自愿参与、集政策性、公益性与服务性于一体的医疗互助组织。今年，由该 市医保局、市总工会牵头的"推进职工医疗互助保障项目"，被市委市政府列入2025年民生实事项目。 活动现场，工作人员向与会的新业态劳动者代表详细讲解了互助互济报销政策和流程，市总工会向广陵区扬州顺丰速运有限公司、中国邮政集团工会仪征 市委员会、江都区道路运输货运行业工会联合会、邗江区货运司机行业工会等新业态平台企业免费赠送了保险，这些将惠及平台企业的新就业形态劳动 者。 记者采访了解到，为不断提升新就业形态劳动者的获得感、幸福感与安全感，该市各级工会从各个层面推出一系列扎实举措。广陵区总工会打造"一函两 书"应用的广陵样本。所谓"一函两书"，即《工会劳动法律监督提示函》《工会劳动法律监督意见书》和《工会劳动法律监督建议书》。在广陵，"一函两 书"不仅是几纸法律文书，更是工会履行维权 ...

"你每天风里来雨里去太辛苦……"电话里，面对妻子的关心，舒龙陷入沉思。这份担忧，藏着千万新就 业形态劳动者共同的焦虑。 随着平台经济蓬勃发展，新就业形态劳动者队伍迅速壮大。然而，职业安全缺乏保障、劳动关系难界 定、子女入学难、家属就业难、职业发展受限等问题也曾困扰着他们。 "我们的社会群体正在细化分化，对这些年出现的快递小哥、网约车司机、电商从业人员等，在管理服 务上要跟上，填补好这个空白。" ——2025年3月5日，习近平总书记在参加江苏代表团审议时强调 "一个时期有一个时期的问题，一个群体有一个群体的困难，我们要重视起来，不断解决。"习近平总书 记敏锐把握我国社会结构深刻变化，牵挂新就业群体的急难愁盼。"十五五"规划建议提出，"改进各类 社会群体服务管理，健全利益关系协调、合法权益保障制度"。 "留苏州，还是回老家？" 几年前，外卖小哥舒龙常常思考这个问题。 他从江苏沭阳县来到苏州市独自打拼，和妻子儿女常年分居两地，如何彻底解决"两头跑"的麻烦？一道 选择题摆在面前：回老家，工作机会少；在苏州，妻子工作没着落，开销比老家大，能否落得下脚？ 群众的难题就是时代的课题。 习近平总书记殷殷叮嘱："我们的社会群体 ...

Core Insights - During the "14th Five-Year Plan" period, Beijing's urban employment increased by an average of 278,000 people annually, with an average urban survey unemployment rate of 4.3%, supporting stable economic operation and continuous improvement of people's livelihoods [1][2]. Employment Policies and Initiatives - Beijing has implemented a series of targeted policies to promote high-quality and full employment, including the "15 measures to promote development and benefit people's livelihoods" [2]. - The city has organized employment position development and expansion plans, and executed two rounds of action plans to promote entrepreneurship and job creation [2]. - Specific measures have been introduced to support employment for key groups, including policies for college graduates and youth, resulting in assistance for 769,000 individuals facing employment difficulties and 674,000 rural laborers achieving employment insurance [2]. Social Security System Enhancements - The social security system in Beijing has been continuously improved, with the number of participants in basic pension insurance, unemployment insurance, and work injury insurance reaching 21.186 million, 14.505 million, and 14.002 million respectively, marking increases of 7.1%, 10%, and 10.5% compared to the end of the "13th Five-Year Plan" [2][3]. - The social security fund surplus stands at 1.1 trillion yuan [2]. Labor Rights and Risk Management - Beijing has established a labor risk monitoring and early warning platform, achieving a risk resolution rate of 99% for layoffs [3]. - A comprehensive rights protection system has been developed, resolving 80% of labor dispute cases and 90% of major collective dispute cases at the arbitration stage [3]. - The minimum wage has been dynamically adjusted from 2,200 yuan at the end of the "13th Five-Year Plan" to 2,540 yuan, reflecting a growth of 15.5% [3]. Protection for New Employment Forms - In July 2022, Beijing implemented a professional injury protection system for new employment forms in high-risk industries, covering 21 platform companies and insuring 1.57 million individuals [3][4]. - The city has pioneered collective negotiations for major platform enterprises and established group standards for the protection of delivery workers' rights [4].

Core Viewpoint - The initiative to provide pension insurance subsidies for delivery riders is a significant step towards enhancing the welfare of gig economy workers, driven by market competition and regulatory support [1][5]. Group 1: Company Initiatives - Meituan will start offering pension insurance subsidies for delivery riders starting in November, covering half of the insurance costs for those who meet certain income criteria [1]. - The minimum social insurance contribution base in Beijing is 7,162 yuan, with the monthly pension insurance payment being 1,432.4 yuan, where Meituan will subsidize 716.2 yuan [1]. - Other companies like JD and Ele.me are also taking steps to provide social insurance for their riders, but Meituan's nationwide rollout is a notable milestone [1]. Group 2: Importance of Pension Insurance - Many riders come from rural areas and have basic health insurance, but the lack of pension insurance poses a long-term risk for their retirement [2]. - The existing social safety net in China is insufficient to cover the vast number of gig workers, making pension insurance crucial for their future security [2]. Group 3: Challenges in Implementation - There are over 7 million riders on Meituan's platform, but only about 10% are full-time, complicating the process of providing social insurance [3]. - Many riders view gig work as a temporary solution, leading to a lack of interest in long-term benefits like pension insurance [3]. - The financial burden of providing these benefits is significant for companies, with annual costs potentially reaching billions [4]. Group 4: Market and Regulatory Dynamics - The competition in the food delivery market has intensified, making rider retention and service reliability critical, with pension subsidies acting as a stabilizing factor [5]. - Government policies are increasingly focused on protecting the rights of gig workers, with various departments promoting social insurance for new employment forms [5]. - The design of Meituan's pension insurance plan respects rider autonomy while lowering barriers to participation, encouraging more riders to enroll [5].

这就带来一连串的问题：他们的社保该在哪个平台交？是回老家交，还是在工作地交？如果不在这个城 市干了，回老家怎么转接？ 比制度障碍更棘手的，是骑手的现实选择。很多骑手觉得，几十年后的社保意义不大，他们更想现在多 赚点钱。对企业而言，即便只是补贴，每年几十亿元支出也是个大数目。 既然如此，平台为何还要推进？ 给百万骑手补贴养老保险？这个听起来很重要但又很费钱的计划，正在变为现实。从11月开始，美团将 为全国骑手提供养老保险补贴。只要近6个月内有3个月在平台收入达到当地社保缴费基数，骑手就可以 自主购买养老保险，平台补贴一半费用。 一方面，这是市场竞争的结果。今年"外卖大战"开打，运力成了比补贴更关键的筹码。社保补贴成了留 住骑手、锁定运力的"稳定器"。 这不是美团一家的"独角戏"。今年以来，京东为全职骑手缴社保，饿了么在多地试点推进，但美团率先 推出骑手社保"全国版"，则是迈出了标志性一步。 另一方面，这源于国家政策的引导与监管的持续推进。人社部、市场监管总局等部门近年来持续推进新 就业形态劳动者权益保障，各地也陆续出台配套政策，为平台企业探索社保路径提供了清晰的制度框 架。提高灵活就业人员、农民工、新就业形态人 ...

Core Insights - The case of "Nanjing Municipal Federation of Trade Unions Promoting Algorithm Negotiation to Protect the Legal Rights of Ride-Hailing Drivers" has been recognized as a significant innovation in labor rights protection for new employment forms, marking the first collective agreement on platform algorithms and labor protection in the country, covering 1.4 million drivers on the T3 platform [1] Group 1: Issues Faced by Drivers - Drivers reported a decrease in hourly income by 5 to 10 yuan compared to two years ago, despite working an average of 10 hours online daily [1] - The lack of transparency in algorithmic deductions and the unilateral nature of rule changes by the platform were highlighted as major concerns, leading to a phenomenon termed "algorithmic hegemony" [1] - Drivers face practical challenges such as difficulties in finding food, charging stations, and rest due to their dispersed work locations [1] Group 2: Collaborative Efforts and Solutions - A special working group was formed by the Nanjing Municipal Federation of Trade Unions in collaboration with various government departments to address these issues, designating T3 as the first pilot platform for algorithm negotiation [1] - A negotiation meeting was held on July 17, where driver representatives confronted platform executives, leading to commitments from the platform regarding compensation for empty trips and transparency in commission deductions [2] - The signed agreement includes key breakthroughs such as setting a cap on commission rates, mandatory rest periods, and a feedback mechanism for rule changes, ensuring ongoing driver input in platform operations [2] Group 3: Implementation and Monitoring - A multi-faceted supervision model has been established, combining online monitoring, offline visits, and hotline feedback to ensure compliance with the agreement [2] - The platform has committed to quarterly algorithm negotiation meetings to continuously integrate driver demands into rule optimization [2] - Drivers have reported positive changes in the app, such as real-time rewards during peak hours and fatigue reminders, indicating a shift towards a more supportive working environment [2]

Core Points - The article discusses the rapid growth of new employment forms in China, particularly focusing on delivery workers, ride-hailing drivers, and other platform-based laborers, highlighting their increasing numbers and the need for better rights protection [4][6] - It emphasizes the importance of recognizing labor relationships in order to safeguard the rights of these workers, as illustrated by a court case that confirmed the employment status of a delivery driver [6][7] - The article also explores how technology is being utilized to enhance the rights and safety of these workers, including features like fatigue prevention mechanisms and insurance for accidents [8][10] Group 1: New Employment Forms - The number of new employment form workers in China has reached 84 million, driven by the growth of the platform economy [4] - These workers face challenges regarding their rights and protections, necessitating legal support and policy improvements [4][6] Group 2: Labor Rights and Legal Recognition - A court case in Guangdong confirmed the existence of an employment relationship between a driver and a transportation company, despite the company's claims of a freelance arrangement [6][7] - The recognition of labor relationships is crucial for ensuring workers receive wages, social insurance, and other benefits [7] Group 3: Technological Empowerment - Platforms like Meituan have implemented features to protect workers, such as a fatigue prevention system that limits working hours to ensure safety [8][10] - The article highlights the shift from punitive measures to positive incentives, such as safety points that reward compliant driving behavior [9][10] Group 4: Community Support and Collaboration - Community initiatives have improved working conditions for delivery workers, such as providing tools and resources to facilitate their tasks [11][12] - New employment workers are increasingly becoming active participants in community governance, contributing to local development and support systems [12]

Core Insights - The meeting focused on four core issues: transparency in income and rules, safety and operating costs, personal rights and professional respect, and negotiation mechanisms, culminating in a collective agreement on platform algorithms and labor rules [1][2] Group 1: Meeting Outcomes - The meeting was guided by various labor unions and aimed to address the rights of new employment form workers, particularly truck drivers [1] - Truck drivers expressed their concerns regarding freight transparency, settlement issues, liability for cargo damage, and safety, which were addressed by representatives from the company [1] - The company has established a communication and complaint mechanism for truck drivers, ensuring that their issues are acknowledged and managed effectively [1] Group 2: Company Initiatives - The company employs a "familiarity-based" model to restructure transaction relationships, differing from the common "bidding and price-cutting" logic in the industry [2] - Initiatives to enhance safety and reduce operating costs include route planning, safety alerts, emergency rescue services, and a freight guarantee mechanism [2] - The company provides social respect for truck drivers through mutual insurance, accident protection from unions, and legal assistance, enhancing the overall perception of their profession [2] Group 3: Future Directions - The Anhui Provincial Federation of Trade Unions emphasized the need to publicize the meeting's outcomes to drivers and institutionalize the results [2] - The Chinese Seamen Construction Union highlighted the importance of collaboration between unions, party committees, and platform companies to implement the results of the algorithm negotiations [2]

Core Points - The rapid development of new industries, new business formats, and new models has led to the expansion of a new employment group characterized by flexible employment [1] - The 20th National Congress of the Communist Party of China proposed to support and regulate the development of new employment forms and improve the social security system for new employment personnel [1] - The provincial government is actively working to strengthen the protection of rights and interests of flexible employment and new employment form workers [1] Group 1: Strengthening Rights Protection - A special consultation meeting was held by the provincial political consultative conference to discuss the protection of rights for new employment form workers, with input from committee members and experts [1] - The research team conducted field studies in Taizhou and Yancheng to gather opinions and suggestions on enhancing rights protection for new employment groups [1] - The need for a comprehensive legal framework and social security mechanisms to address the challenges faced by new employment form workers was emphasized [2][3] Group 2: Institutional Innovation - The importance of institutional innovation to support the rights protection of new employment groups was highlighted, advocating for a systematic approach in industry management and social security [2] - Suggestions included establishing party organizations and enhancing union structures to better serve the needs of new employment form workers [2] - The proposal to create a comprehensive information platform for new employment form workers was made to facilitate communication and governance [2] Group 3: Legal and Social Security Improvements - The need to improve the legal framework to clarify labor relations and enhance social security for flexible employment workers was discussed [3] - Recommendations included exploring local legislation to safeguard social security rights for flexible employment personnel and enhancing their participation in social insurance [3] - The suggestion to revise the Social Insurance Law to base social security coverage on labor facts rather than employment contracts was made [3] Group 4: Employment Service Optimization - The need to optimize the employment service ecosystem for new employment form workers was emphasized, focusing on their unique working conditions and challenges [6] - Recommendations included ensuring reasonable working hours and rest periods for new employment form workers and enhancing the responsibilities of platform companies [6] - The establishment of a one-stop dispute resolution center for new employment form labor disputes was suggested to improve conflict resolution mechanisms [6] Group 5: Enhancing Professional Recognition - The importance of enhancing the professional recognition and sense of achievement for gig workers, such as ride-hailing drivers, was highlighted [7] - Suggestions included creating a comprehensive compensation system for drivers and establishing a quality service reward mechanism [7] - The proposal to collaborate with vocational schools and automotive companies to create a skills education platform for drivers was made to improve their career development opportunities [7]

Core Viewpoint - The article discusses the rapid development of new employment forms in China, highlighting the need for legal protections and rights for workers in these roles, particularly delivery riders, amidst increasing traffic accident incidents and labor disputes [1][2][3]. Group 1: Legal Protections and Rights - The total number of new employment form workers in China has reached 84 million, accounting for 21% of the total workforce, indicating a significant shift in the labor market [1]. - The Chinese government is taking steps to enhance the rights and protections of flexible and new employment form workers, including the introduction of a pilot program for occupational injury insurance tailored to these workers [1][2]. - The Supreme People's Court has released guiding cases for labor disputes involving new employment forms, emphasizing the recognition of labor relationships even when workers are classified as individual business operators [2]. Group 2: Algorithm Transparency and Fairness - Regulatory bodies have issued guidelines to ensure that delivery platforms do not impose overly strict algorithms as performance evaluation criteria, aiming to protect the rights of delivery workers [3]. - There is a growing emphasis on algorithm governance to promote sustainable development in the platform economy, reflecting a broader societal concern for the welfare of new employment form workers [3].