新劳动合同法

新劳动合同法NewLaborContractLaw试用期probation不得超过六个月probationmax6m三年以上和无固定期限合同Contract3y=C不得超过二个月probationmax2m一年以上不满三年Contract1y=C3y不得超过一个月probationmax1m三个月以上不满一年Contract3m=C1y试用期期限Probationterm劳动合同期限Laborcontractterm◆以完成一定工作任务为期限的劳动合同或者劳动合同期限不满三个月的，不得约定试用期。Noprobationperiodmaybespecifiedinanemploymentcontractwithatermtoexpireuponcompletionofacertainjoboranemploymentcontractwithatermoflessthanthreemonths.◆同一用人单位与同一劳动者只能约定一次试用期。AnEmployermaystipulateonlyoneprobationperiodwithanygivenEmployee◆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。Theprobationperiodshallbeincludedinthetermoftheemploymentcontract.Ifanemploymentcontractprovidesforaprobationperiodonly,thenthereisnoprobationperiodandthetermconcernedshallbethetermoftheemploymentcontract.◆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，并不得低于用人单位所在地的最低工资标准。ThewagesofaEmployeeonprobationmaynotbelessthanthelowestwagelevelforthesamejobwiththeEmployerorlessthan80percentofthewageagreeduponintheemploymentcontract,andmaynotbelessthantheminimumwagerateintheplacewheretheEmployerislocated.试用期probation用人单位的单方解除权Employerterminatecontractrights过错性解除Terminatecontractbecauseofemployee’sfault.非过错性解除Terminatecontractbecauseofothercircumstance裁员解除Companysituationneedcutpartsofemployee用人单位的单方解除权之-过错性解除..严重失职，营私舞弊，给用人单位的利益造成重大损害的；Commitsseriousderelictionofdutyorpracticesgraft,causingsubstantialdamagetotheEmployer严重失职，营私舞弊，给用人单位的利益造成重大损害的；Commitsseriousderelictionofdutyorpracticesgraft,causingsubstantialdamagetotheEmployer;严重违反劳动纪律或者用人单位规章制度的；MateriallybreachestheEmployer’srulesandregulations严重违反用人单位的规章制度的；MateriallybreachestheEmployer’srulesandregulations在试用期间被证明不符合录用条件的；Provednottosatisfytheconditionsforemploymentduringtheprobationperiod.在试用期间被证明不符合录用条件的；Provednottosatisfytheconditionsforemploymentduringtheprobationperiod.《劳动法》第二十五条No.25oflaborlaw《劳动合同法》第三十九条No.39ofcontractlaw被依法追究刑事责任的。Hashiscriminalliabilitypursuedinaccordancewiththelaw被依法追究刑事责任的。Hashiscriminalliabilitypursuedinaccordancewiththelaw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；additionallyestablishedanemploymentrelationshipwithanotherEmployerwhichmateriallyaffectsthecompletionofhistaskswiththefirst-mentionedEmployer,orherefusestorectifythematterafterthesameisbroughttohisattentionbytheEmployerThesame以欺诈、胁迫的手段或者乘人之危，使对方在违背真实意思的情况下订立劳动合同的；usessuchmeansasdeceptionorcoercion,ortakesadvantageoftheotherparty’sdifficulties,tocausetheotherpartytoconcludeanemploymentcontract,ortomakeanamendmentthereto,thatiscontrarytothatparty’strueintent;Thesame用人单位的单方解除权之-过错性解除用人单位单方解除权之——非过错性解除有下列情形之一的，用人单位可以解除劳动合同，但是应当提前三十日以书面形式通知劳动者本人：AnEmployermayterminateanemploymentcontractbygivingtheEmployeehimself30days’priorwrittennotice,oronemonth’swageinlieuofnotice,if:（一）劳动者患病或者非因工负伤，医疗期满后，不能从事原工作也不能从事由用人单位另行安排的工作的；Afterthesetperiodofmedicalcareforanillnessornon-work-relatedinjury,theEmployeecanengageneitherinhisoriginalworknorinotherworkarrangedforhimbyhisEmployer;（一）劳动者患病或者非因工负伤，在规定的医疗期满后不能从事原工作也不能从事由用人单位另行安排的工作的；Afterthesetperiodofmedicalcareforanillnessornon-work-relatedinjury,theEmployeecanengageneitherinhisoriginalworknorinotherworkarrangedforhimbyhisEmployer;有下列情形之一的，用人单位在提前三十日以书面形式通知劳动者本人或者额外支付劳动者一个月工资后，可以解除劳动合同：AnEmployermayterminateanemploymentcontractbygivingtheEmployeehimself30days’priorwrittennotice,oronemonth’swageinlieuofnotice,if:《劳动法》第二十六条《劳动合同法》第四十条（二）劳动者不能胜任工作，经过培训或者调整工作岗位，仍不能胜任工作的；TheEmployeeisincompetentandremainsincompetentaftertrainingoradjustmentofhisposition（三）劳动合同订立时所依据的客观情况发生重大变化，致使劳动合同无法履行，经用人单位与劳动者协商，未能就变更劳动合同内容达成协议的Amajorchangeintheobjectivecircumstancesrelieduponatthetimeofconclusionoftheemploymentcontractrendersitunperformableand,afterconsultations,theEmployerandEmployeeareunabletoreachagreementonamendingtheemploymentcontract.（二）劳动者不能胜任工作，经过培训或者调整工作岗位，仍不能胜任工作的；TheEmployeeisincompetentandremainsincompetentaftertrainingoradjustmentofhisposition（三）劳动合同订立时所依据的客观情况发生重大变化，致使原劳动合同无法履行，经当事人协商不能就变更劳动合同达成协议的。Amajorchangeintheobjectivecircumstancesrelieduponatthetimeofconclusionoftheemploymentcontractrendersitunperformableand,afterconsultations,theEmployerandEmployeeareunabletoreachagreementonamendingtheemploymentcontract.用人单位单方解除权之——非过错性解除用人单位单方解除权之——裁员解除Terminationbyreducingemployee《劳动合同法》第四十一条《劳动法》第二十七条有下列情形之一，需要裁减人员二十人以上或者裁减不足二十人但占企业职工总数百分之十以上的，用人单位应当提前三十日向工会或者全体职工说明情况，听取工会或者职工的意见后，裁减人员方案经向劳动行政部门报告，可以裁减人员：Ifanyofthefollowingcircumstancesmakesitnecessarytoreducetheworkforceby20personsormoreorbyanumberofpersonsthatislessthan20butaccountsfor10percentormoreofthetotalnumberoftheenterprise’semployees,theEmployermayreducetheworkforceafterithasexplainedthecircumstancestoitsTradeunionortoallofitsemployees30daysinadvance,hasconsideredtheopinionsoftheTradeunionortheemployeesandhassubsequentlyreportedtheworkforcereductionplantothelaboradministrationdepartment:用人单位濒临破产进行法定整顿期间或者生产经营状况发生严重困难，确需裁减人员的，应当提前三十日向工会或者全体职工说明情况，听取工会或者职工的意见，经向劳动行政部门报告后，可以裁减人员。(一）依照企业破产法规定进行重整的；RestructuringpursuanttotheEnterpriseBankruptcyLaw;（二）生产经营发生严重困难的；Seriousdifficultiesinproductionand/orbusinessoperations;（三）企业转产、重大技术革新或者经营方式调整，经变更劳动合同后，仍需裁减人员的；