本文關鍵詞：公平:在傾斜中實現平衡——《勞動合同法》應當向勞動者傾斜，由筆耕文化傳播整理發(fā)布。

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所有學科

行政法及地方法制

人才學與勞動科學

民商法

the labor contract

     On Some Problems about the Term in the Labor Contract

     關于勞動合同期限的若干問題

短句來源

     The existing problems focus in the legal responsibility in the forms, the validity, the bail, the collective contract and the violation of the labor contract.

     勞動合同形式、勞動合同期限、勞動合同保證金、集體勞動合同和違反勞動合同的法律責任等方面的問題比較集中。

短句來源

     Historical Review of the Labor Contract System in Zhejiang Province

     浙江省實施勞動合同制度的歷史考察

短句來源

     On the Mode of Assumptions and Applied Conditions for the Liabilities of Brenching the Labor Contract

     勞動合同違約責任的承擔方式及適用條件

短句來源

     The conflict happens before signing the labor contract, performing the labor contract, reliefing or terminating the labor contract and in the fact labor contract.

     用人單位知情權與勞動者隱私權的沖突表現在簽訂勞動合同前、勞動合同履行過程中、勞動合同解除或終止后以及事實勞動關系中。

短句來源

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     SOME THOUGHTS ON IMPROVING MANAGEMENT OF THE LABOR CONTRACT SYSTEM

     對完善勞動合同制管理的思考

短句來源

     The《Labor Contract Law》should make checks two junctures of concluding and terminating the labor contract

     《勞動合同法》應當把好合同訂立解除兩個關口

短句來源

     On the Function of Protecting Labor Rights of the Labor Contract Act of China

     試析我國勞動合同法的勞動者維權功能

短句來源

     The Labor Contract Act should be Inclined to Laborers

     公平:在傾斜中實現平衡——《勞動合同法》應當向勞動者傾斜

短句來源

     At present, the three systems (the staff member system of management personnel, the appointment system of teachers and auxiliary teaching staff members and the labor contract system) being tried in some colleges and universities have in some way activated the personnel system and properly allocated the personnel resources.

     當前正在全國部分高校試點的“三制”(管理人員實行職員制、教師及教學輔助人員實行聘任制、工人實行勞動合同制)改革，在一定程度上激活了用人機制，合理配置了人力資源。

短句來源

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     On the right of labor

     論勞動力權——兼評職工持股制度

短句來源

     Forced Labor

     強迫勞動

短句來源

     Abnormal Labor

     異常分娩

短句來源

     The Cost of Labor

     勞動力成本辨析

短句來源

     On The Invalid Labor Contract

     略論無效勞動合同

短句來源

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  the labor contract

Competition among firms implies a constraint on the utility level associated to the labor contract.

The second half of this paper explores two institutions, the labor contract system and the official trade union organization, to show how labor relations have shifted dramatically toward flexibility, insecurity, and managerial control.

With regard to the labor contract issue, close to 30% of the respondents were neutral on the topic.

In summary, the labor contract benefits of the RIDOT contract are more favorable in terms of the employee.

In fact 24% of the respondents said the labor contract was not very important when considering an innovation.

更多          

Through a review of the reform of the employment system carried out by the No. 3 Drilling Team under the Department of Geology and Mineral Resources of Henan Province since 1983 and its trial implementation of the labor contract system, the author deems although successes have been achieved in this field, experiment of the new contract system does not appear to be wholly satisfactory as expected, for among the employees under contract, some actually secure fixed jobs, in additions to some other...

Through a review of the reform of the employment system carried out by the No. 3 Drilling Team under the Department of Geology and Mineral Resources of Henan Province since 1983 and its trial implementation of the labor contract system, the author deems although successes have been achieved in this field, experiment of the new contract system does not appear to be wholly satisfactory as expected, for among the employees under contract, some actually secure fixed jobs, in additions to some other Problems. The causes of the occurrence of the problems are Probed and ways to improve management Of the labor contract system are discussed.

本文分析了河南省地礦廳第三探礦隊自1983年以來進行勞動用工制度改革,試行勞動合同制的情況,認為雖然取得了一定成效,但并未完全達到預期設想,該隊合同制職工存在“固定工化”現象等一些問題。文章對問題產生的原因和如何完善勞動合同制的管理作了探討。

Abstract This article will use a case analysis to discuss the status of management of human resources of Chinese-Foreign joint ventures in Shanghai and to make a comparison between the said status in Shanghai and that in Beijing, and will mainly deal with the labor contract, pay, subsidy, social security, trade union and personnel policy, with the materials wehave gathered from our visits to some state- owned enterprises as background. We will briefly touch upon the state-owned enterprises'...

Abstract This article will use a case analysis to discuss the status of management of human resources of Chinese-Foreign joint ventures in Shanghai and to make a comparison between the said status in Shanghai and that in Beijing, and will mainly deal with the labor contract, pay, subsidy, social security, trade union and personnel policy, with the materials wehave gathered from our visits to some state- owned enterprises as background. We will briefly touch upon the state-owned enterprises' personnel management — the“ iron- rice- bowl ”management (IRBM) under which peoplegain permanent income and never lose their jobs whether they work or not and whether they work hard or not. Next, based on this discussion, two questions will be posed:“ How different is the human resources management inChinese-Foreign joint ventures from our traditional management in this field? How much does the influence of theIRBM remain after the participation of foreign capital in our enterprises?”What follows is our comprehensive study of the variance at present between the joint ventures and the state-owned enterprises in personnel resources management.Our conclusion is that although the participation of foreign investment in our enterprises has more or less changed our traditional system, the range of change is quite different in different enterprises; and in whatever typeof enterprises, the IRBT still exists both in system and organizationally. At the end of this article, we will formulate a method of classification, based on how much reform has been carried into effect in an enterprise and how much Western- style management has been adopted. With this method, the enterprises are grouped into four categories: (1)typical IRBM; (2)mixed management dominated by the traditional method; (3) mixed management dominated by the Western method; (4)relatively fully Westernized management. With this method of classification of enterprises, it can be found that the system being adopted in the state-owned enterprises, generally speaking, may not be quite out of date and that joint ventures may not necessarily adopt more Western systems.

中外合資企業(yè)中的人力資源管理＊——上海和北京的案例分析及對比顧凱詩馬爾科姆·沃納本文采用案例分析方法，探討了上海合資企業(yè)中的人力資源管理狀況，并與北京的情況作了比較。文章主要討論了勞動合同、報酬和津貼、社會保險、工會和人事政策等問題。我們還訪問了一些...

With the deepening of employment reform and the implementation of the labor contract system, the disputes between the labor force and the management take in a delicate and versatile characteristic. The deregulation of the labor contract leads to an increase of deception and default. The existing problems focus in the legal responsibility in the forms, the validity, the bail, the collective contract and the violation of the labor contract. Therefore, an amendment and perfection of...

With the deepening of employment reform and the implementation of the labor contract system, the disputes between the labor force and the management take in a delicate and versatile characteristic. The deregulation of the labor contract leads to an increase of deception and default. The existing problems focus in the legal responsibility in the forms, the validity, the bail, the collective contract and the violation of the labor contract. Therefore, an amendment and perfection of the labor contract legislation will be indispensable in order to establish a stable and harmonious labor relation.

隨著企業(yè)勞動用工制度改革的不斷深化和勞動合同制度的全面實行 ,用人單位和勞動者之間因勞動合同引發(fā)的勞動爭議日漸呈現出復雜性和多樣性 ,由于勞動合同行為不規(guī)范導致的欺詐、侵權等勞動糾紛逐漸增多。勞動合同形式、勞動合同期限、勞動合同保證金、集體勞動合同和違反勞動合同的法律責任等方面的問題比較集中。為建立和促進穩(wěn)定和諧的勞動關系 ,必須修訂和完善相關的勞動合同立法

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  本文關鍵詞：公平:在傾斜中實現平衡——《勞動合同法》應當向勞動者傾斜，由筆耕文化傳播整理發(fā)布。