安徽譯博翻譯的小編為大家?guī)�來一篇非常實用的翻譯稿件，希望對大家所有幫助！安徽譯博翻譯成立至今一直致力于工程類型稿件翻譯，爭做安徽第一工程類型翻譯服務商！

The Regulation on the Implementation of the Employment Contract Law of the People’s Republic of China, which was adopted at the 25th executive meeting of the State Council on September 3, 2008, is hereby promulgated, and shall come into force on the date of promulgation.

Premier Wen JiabaoSeptember 18, 2008

《中華人民共和國勞動合同法實施條例》已經(jīng)2008年9月3日國務院第25次常務會議通過，現(xiàn)予公布，自公布之日起施行。

總理 溫家寶��

二00八年九月十八日

 

 

Chapter I General Provisions第一章 總則

Article 1 This Regulation is formulated to implement the Employment Contract Law of the People’s Republic of China (hereinafter referred to as Employment Contract Law).

第一條 為了貫徹實施《中華人民共和國勞動合同法》（以下簡稱勞動合同法），制定本條例。

 

Article 2 The people’s governments at all levels, the labor administrative departments of the people’s governments at or above the county level, and the labor unions, etc. shall take steps to promote the implementation of the Employment Contract Law and develop a harmonious employment relationship.

第二條 各級人民政府和縣級以上人民政府勞動行政等有關(guān)部門以及工會等組織，應當采取措施，推動勞動合同法的貫徹實施，促進勞動關(guān)系的和諧。

 

Article 3 Legally established accounting firms, law firms and other partnerships and foundations are employers defined in the Employment Contract Law.

第三條 依法成立的會計師事務所、律師事務所等合伙組織和基金會，屬于勞動合同法規(guī)定的用人單位。

 

Chapter II Conclusion of Employment Contracts第二章 勞動合同的訂立

Article 4 A branch office established by an employer as defined in the Employment Contract Law which has obtained its business license or registration certificate according to law may conclude employment contracts with employees in the name of an employer; if it has failed to obtained a business license or registration certificate, it may conclude employment contracts with employees only upon the authorization of the employer.

第四條 勞動合同法規(guī)定的用人單位設立的分支機構(gòu)，依法取得營業(yè)執(zhí)照或者登記證書的，可以作為用人單位與勞動者訂立勞動合同；未依法取得營業(yè)執(zhí)照或者登記證書的，受用人單位委托可以與勞動者訂立勞動合同。

 

Article 5 Where any employee, after being notified by the employer in writing, fails to conclude a written employment contract with the employer within one month from the day when he is employed, the employer shall terminate the employment relationship with the employee and notify the employee in writing, in which case, the employer is not required to make any economic compensation to the employee, but shall pay the employee for his actual working time.

第五條 自用工之日起一個月內(nèi)，經(jīng)用人單位書面通知后，勞動者不與用人單位訂立書面勞動合同的，用人單位應當書面通知勞動者終止勞動關(guān)系，無需向勞動者支付經(jīng)濟補償，但是應當依法向勞動者支付其實際工作時間的勞動報酬。

 

Article 6 Where an employer fails to conclude a written employment contract with an employee after the lapse of more than one month but less than one year from the date when the employee is employed, it shall pay to the worker his monthly wages in double amount according to Article 82 of the Employment Contract Law, and shall conclude a written employment contract with the employee. Where an employee refuses to conclude a written employment contract with his employer, the employer shall terminate the employment relationship, notify the employee in writing, and make economic compensations to the employee according to Article 47 of the Employment Contract Law.

The start time of the period when an employer is required to pay an employee his monthly wages in double amount shall be the day following the full month from the day when the employee is employed, and the end time shall be the day before the day when the written employment contract is concluded.

第六條 用人單位自用工之日起超過一個月不滿一年未與勞動者訂立書面勞動合同的，應當依照勞動合同法第八十二條的規(guī)定向勞動者每月支付兩倍的工資，并與勞動者補訂書面勞動合同；勞動者不與用人單位訂立書面勞動合同的，用人單位應當書面通知勞動者終止勞動關(guān)系，并依照勞動合同法第四十七條的規(guī)定支付經(jīng)濟補償。

　　前款規(guī)定的用人單位向勞動者每月支付兩倍工資的起算時間為用工之日起滿一個月的次日，截止時間為補訂書面勞動合同的前一日。

 

Article 7 Where an employer fails to conclude a written employment contract with an employee after the lapse of one full year from the day when the employee is employed, under Article 82 of the Employment Contract Law, the employer shall pay his monthly wages in double amount from the day next to the lapse of a full month to the day before it is a full year since the employee’s employment, and it shall be deemed that the employer has concluded an employment contract without a fixed term with the employee on the day when it is a full year since the employee’s employment, and a written employment contract without a fixed term shall be concluded with the employee immediately.

第七條 用人單位自用工之日起滿一年未與勞動者訂立書面勞動合同的，自用工之日起滿一個月的次日至滿一年的前一日應當依照勞動合同法第八十二條的規(guī)定向勞動者每月支付兩倍的工資，并視為自用工之日起滿一年的當日已經(jīng)與勞動者訂立無固定期限勞動合同，應當立即與勞動者補訂書面勞動合同。

 

 

 

 

Article 8 The roster of employees as mentioned in Article 7 of the Employment Contract Law shall contain the employees’ name, gender, citizen’s identity number, registered permanent residence address and current address, contact information, form of employment, start time of employment, and term of the employment contract, etc.

第八條 勞動合同法第七條規(guī)定的職工名冊，應當包括勞動者姓名、性別、公民身份號碼、戶籍地址及現(xiàn)住址、聯(lián)系方式、用工形式、用工起始時間、勞動合同期限等內(nèi)容。

 

Article 9 The start time of the term “10 consecutive years” as mentioned in Paragraph 2 of Article 14 of the Employment Contract Law shall be the day when the employer hired the employee, including the time of employment before the Employment Contract Law came into force.

第九條 勞動合同法第十四條第二款規(guī)定的連續(xù)工作滿10年的起始時間，應當自用人單位用工之日起計算，包括勞動合同法施行前的工作年限。

 

Article 10 Where an employee is transferred to a new employer for reasons not attributable to himself, his working time with the original employer shall be consolidated into his working time with the new employer. If the original employer has made economic compensations for his working time with the original employer, the new employer shall not consider the employee’s working time with the original employer when calculating economic compensations made to such employee for dissolving or terminating the employment contract with him.

第十條 勞動者非因本人原因從原用人單位被安排到新用人單位工作的，勞動者在原用人單位的工作年限合并計算為新用人單位的工作年限。原用人單位已經(jīng)向勞動者支付經(jīng)濟補償?shù)�，新用人單位在依法解除、終止勞動合同計算支付經(jīng)濟補償?shù)墓ぷ髂晗迺r，不再計算勞動者在原用人單位的工作年限。

 

Article 11 Where an employee proposes the conclusion of an employment contract without a fixed term with the employer under Paragraph 2, Article 14 of the Employment Contract Law, the employer shall conclude an employment contract without a fixed term with him, unless it is otherwise agreed to by both parties. The contents of an employment contract shall be determined by both parties under the principles of legality, equity, free will, consensus and good faith. Any dispute over the contents shall be settled according to Article 18 of the Employment Contract Law.

第十一條 除勞動者與用人單位協(xié)商一致的情形外，勞動者依照勞動合同法第十四條第二款的規(guī)定，提出訂立無固定期限勞動合同的，用人單位應當與其訂立無固定期限勞動合同。對勞動合同的內(nèi)容，雙方應當按照合法、公平、平等自愿、協(xié)商一致、誠實信用的原則協(xié)商確定；對協(xié)商不一致的內(nèi)容，依照勞動合同法第十八條的規(guī)定執(zhí)行。

 

Article 12 For the public welfare posts arranged by the local people’s governments at various levels and the relevant departments of the local people’s government at or above the county level for people with employment difficulties which enjoy post-based subsidies and social insurance subsidies, the provisions of the Employment Contract Law with respect to employment contracts without a fixed term and economic compensations are not applicable to the employment contracts for those posts.

 

第十二條 地方各級人民政府及縣級以上地方人民政府有關(guān)部門為安置就業(yè)困難人員提供的給予崗位補貼和社會保險補貼的公益性崗位，其勞動合同不適用勞動合同法有關(guān)無固定期限勞動合同的規(guī)定以及支付經(jīng)濟補償?shù)囊?guī)定。

 

Article 13 An employer and an employee may not agree on any other term for the termination of the employment contract beyond the circumstances for the termination of employment contracts as prescribed in Article 44 of the Employment Contract Law.

第十三條 用人單位與勞動者不得在勞動合同法第四十四條規(guī)定的勞動合同終止情形之外約定其他的勞動合同終止條件。

 

Article 14 Where the place of performance of an employment contract is not the place of registration of the employer, such matters about the employee as the maximum wage level, labor protection, work conditions, prevention against occupational harm and the local average monthly wages in the last year shall be governed by the relevant provisions of the place of performance of the employment contract. If the relevant standards at the place of registration of the employer are higher than those at the place of performance of the employment contract and both the employer and the employee have agreed on following the relevant provisions of the place of registration of the employer, the relevant provisions of the place of registration of the employer shall apply.

第十四條 勞動合同履行地與用人單位注冊地不一致的，有關(guān)勞動者的最低工資標準、勞動保護、勞動條件、職業(yè)危害防護和本地區(qū)上年度職工月平均工資標準等事項，按照勞動合同履行地的有關(guān)規(guī)定執(zhí)行；用人單位注冊地的有關(guān)標準高于勞動合同履行地的有關(guān)標準，且用人單位與勞動者約定按照用人單位注冊地的有關(guān)規(guī)定執(zhí)行的，從其約定。

 

Article 15 A employee’ wages during probation shall not be less than 80% of the minimum wages for the same post of the employer or 80% of the wages stipulated in the employment contract, and shall not be less than the minimum wage level of the place where the employer is located.

第十五條 勞動者在試用期的工資不得低于本單位相同崗位最低檔工資的80％或者不得低于勞動合同約定工資的80％，并不得低于用人單位所在地的最低工資標準。

 

Article 16 The training expenses as mentioned in Paragraph 2, Article 22 of the Employment Contract Law include the training expenses spent by the employer on providing professional technical trainings for an employee, the travel expenses during the training, and other direct expenses spent on the employee as a result of the training.

第十六條 勞動合同法第二十二條第二款規(guī)定的培訓費用，包括用人單位為了對勞動者進行專業(yè)技術(shù)培訓而支付的有憑證的培訓費用、培訓期間的差旅費用以及因培訓產(chǎn)生的用于該勞動者的其他直接費用。

 

Article 17 Where an employment contract expires when the term of service stipulated by the employer and the employee according to Article 22 of the Employment Contract Law has not expired yet, the employment contract shall performed until at least the expiration of the term of service, unless it is otherwise stipulated by both parties.

第十七條 勞動合同期滿，但是用人單位與勞動者依照勞動合同法第二十二條的規(guī)定約定的服務期尚未到期的，勞動合同應當續(xù)延至服務期滿；雙方另有約定的，從其約定。

 

Chapter III Dissolution and Termination of Employment Contract

第三章 勞動合同的解除和終止

 

 Article 18 Under any of the following circumstances, an employee may, according to the conditions and procedures prescribed in the Employment Contract Law, dissolve an employment contract with a fixed term, an employment contract without a fixed term or an employment contract that sets the completion of a specific task as the term of the contract concluded with the employer:

第十八條 有下列情形之一的，依照勞動合同法規(guī)定的條件、程序，勞動者可以與用人單位解除固定期限勞動合同、無固定期限勞動合同或者以完成一定工作任務為期限的勞動合同：

 

1. the employee and the employer so agree; 　

（一）勞動者與用人單位協(xié)商一致的；

 

2. the employee has notified the employee of the dissolution in writing at least 30 days in advance;

（二）勞動者提前30日以書面形式通知用人單位的；

 

3. the employee has notified the employer of the dissolution three days in advance during probation;

（三）勞動者在試用期內(nèi)提前3日通知用人單位的；

 

4. the employer fails to provide labor protection or work conditions as it has promised in the employment contract;

（四）用人單位未按照勞動合同約定提供勞動保護或者勞動條件的；

 

5. the employer fails to pay labor remunerations on schedule or in full amount;

（五）用人單位未及時足額支付勞動報酬的；

 

6. the employer fails to pay social insurance premiums for the employee as required by law;

（六）用人單位未依法為勞動者繳納社會保險費的；

 

7. some of the employer’s rules or procedures have contravened the law and damaged the rights and interests of the employee;

（七）用人單位的規(guī)章制度違反法律、法規(guī)的規(guī)定，損害勞動者權(quán)益的；

 

8. the employer, by means of deception or coercion or by taking advantage of the employee’s difficulties, forces the employee to conclude or change the employment contract against the employee’s true will;

（八）用人單位以欺詐、脅迫的手段或者乘人之危，使勞動者在違背真實意思的情況下訂立或者變更勞動合同的；

 

9. the employer disclaims its legal liability or denies the employee’s rights in the employment contract;

（九）用人單位在勞動合同中免除自己的法定責任、排除勞動者權(quán)利的；

 

10. the employer violates the mandatory provisions of any law or administrative regulation;

（十）用人單位違反法律、行政法規(guī)強制性規(guī)定的；

 

11. the employer compels the employee to work by force, threat or illegally restricting the personal freedom of the employee;

（十一）用人單位以暴力、威脅或者非法限制人身自由的手段強迫勞動者勞動的；

 

12. the employer gives orders in violation of the safety regulations or forces the employee to risk his life; or

（十二）用人單位違章指揮、強令冒險作業(yè)危及勞動者人身安全的；

 

13. other circumstances under which the employee can dissolve the employment contract as set forth in laws or administrative regulations.

（十三）法律、行政法規(guī)規(guī)定勞動者可以解除勞動合同的其他情形。

 

Article 19 Under any of the following circumstances, an employer may, according to the conditions and procedures prescribed in the Employment Contract Law, dissolve an employment contract with a fixed term, an employment contract without a fixed term or an employment contract that sets the completion of a specific task as the term of the contract concluded with an employee:

第十九條 有下列情形之一的，依照勞動合同法規(guī)定的條件、程序，用人單位可以與勞動者解除固定期限勞動合同、無固定期限勞動合同或者以完成一定工作任務為期限的勞動合同：

 

1. the employer and the employee so agree; 　　

（一）用人單位與勞動者協(xié)商一致的；

 

2. the employee is proved to have failed to meet the employment conditions during the probation;

（二）勞動者在試用期間被證明不符合錄用條件的；

 

3. the employee seriously violates the rules and procedures set up by the employer;

（三）勞動者嚴重違反用人單位的規(guī)章制度的；

 

4. the employee seriously neglects his duties or engages in malpractice for personal gains and has caused severe damages to the employer;

（四）勞動者嚴重失職，營私舞弊，給用人單位造成重大損害的；

 

5. the employee simultaneously enters an employment relationship with any other employer and thus seriously affects his completion of the tasks assigned by the employer, or the employee refuses to correct after the employer has pointed out the problem;

（五）勞動者同時與其他用人單位建立勞動關(guān)系，對完成本單位的工作任務造成嚴重影響，或者經(jīng)用人單位提出，拒不改正的；

 

6. the employee, by means of deception or coercion or by taking advantage of the employer’s difficulties, forces the employer to conclude or change the employment contract against the employer’s true will;

�。�六）勞動者以欺詐、脅迫的手段或者乘人之危，使用人單位在違背真實意思的情況下訂立或者變更勞動合同的；

7. the employee is under investigation for criminal liabilities;

（七）勞動者被依法追究刑事責任的；

 

8. the employee is sick or is injured for a non-work-related reason and cannot resume his original position after the expiration of the prescribed time period for medical treatment, nor can he assume any other position arranged by the employer;

（八）勞動者患病或者非因工負傷，在規(guī)定的醫(yī)療期滿后不能從事原工作，也不能從事由用人單位另行安排的工作的；

 

9. the employee is incompetent for his position or is still so after training or being assigned to another position;

（九）勞動者不能勝任工作，經(jīng)過培訓或者調(diào)整工作崗位，仍不能勝任工作的；

 

10. the objective situation on which the conclusion of the employment contract is based has changed considerably, which makes it impossible to perform the employment contract, and no agreement on changing the contents of the employment contract has been reached after negotiations between the employer and the employee;

（十）勞動合同訂立時所依據(jù)的客觀情況發(fā)生重大變化，致使勞動合同無法履行，經(jīng)用人單位與勞動者協(xié)商，未能就變更勞動合同內(nèi)容達成協(xié)議的；

 

11. the employer is being restructured according to the Enterprise Bankruptcy Law;

（十一）用人單位依照企業(yè)破產(chǎn)法規(guī)定進行重整的；

 

12. the employer encounters serious difficulties in production and business operations;

（十二）用人單位生產(chǎn)經(jīng)營發(fā)生嚴重困難的；

 

13. the employer changes its products, makes important technological renovations, or adjusts the way of business operations, and it is still necessary to lay off some employees after modifying the employment contract; or

（十三）企業(yè)轉(zhuǎn)產(chǎn)、重大技術(shù)革新或者經(jīng)營方式調(diào)整，經(jīng)變更勞動合同后，仍需裁減人員的；

14. other objective economic situations in which the employment contract is based change substantially, which makes it impossible to perform the employment contract.

（十四）其他因勞動合同訂立時所依據(jù)的客觀經(jīng)濟情況發(fā)生重大變化，致使勞動合同無法履行的。

 

Article 20 Where an employer decides to dissolve the employment contract with an employee by paying the latter an additional month’s wages according to Article 40 of the Employment Contract Law, the amount of the additional month’s wages shall be determined according to the employee’s wages in the last month.

第二十條 用人單位依照勞動合同法第四十條的規(guī)定，選擇額外支付勞動者一個月工資解除勞動合同的，其額外支付的工資應當按照該勞動者上一個月的工資標準確定。

 

 

 

 

Article 21 An employment contract shall be terminated when an employee reaches the mandatory age for retirement.

 

第二十一條 勞動者達到法定退休年齡的，勞動合同終止。

Article 22 Where an employment contract that sets the completion of a specific task as the term of the contract is terminated upon the completion of the specific task, the employer shall make economic compensations to the employee according to Article 47 of the Employment Contract Law.

第二十二條 以完成一定工作任務為期限的勞動合同因任務完成而終止的，用人單位應當依照勞動合同法第四十七條的規(guī)定向勞動者支付經(jīng)濟補償。

 

Article 23 Where an employer terminates the employment contract with an employee injured at work, it shall, apart from making economic compensations according to Article 47 of the Employment Contract Law, pay medical subsidies for the work-related injury and employment subsidies to the disabled once and for all according to the state provisions on work-related injury insurance.

 

第二十三條 用人單位依法終止工傷職工的勞動合同的，除依照勞動合同法第四十七條的規(guī)定支付經(jīng)濟補償外，還應當依照國家有關(guān)工傷保險的規(guī)定支付一次性工傷醫(yī)療補助金和傷殘就業(yè)補助金。

 

Article 24 A employment contract dissolution or termination certificate issued by an employer shall bear the term of the employment contract, the date when it is dissolved or terminated, the position of the employee and the working time of the employee with this employer.

 

第二十四條 用人單位出具的解除、終止勞動合同的證明，應當寫明勞動合同期限、解除或者終止勞動合同的日期、工作崗位、在本單位的工作年限。

 

Article 25 Where any employer dissolves or terminates the employment contract with an employee against the Employment Contract Law, if it has paid a compensation according to Article 87 of the Employment Contract Law, it is not required to make economic compensations. The working time based on which the said compensation is calculated shall be calculated from the day when the employee was hired.

第二十五條 用人單位違反勞動合同法的規(guī)定解除或者終止勞動合同，依照勞動合同法第八十七條的規(guī)定支付了賠償金的，不再支付經(jīng)濟補償。賠償金的計算年限自用工之日起計算。

 

Article 26 If an employer and an employee have stipulated the period of service in the employment contract, when the employee dissolves the employment contract according to Article 38 of the Employment Contract Law, it is not against the stipulation of the period of service, and the employer is not entitled to ask the employee to pay a penalty for breach of contract.

第二十六條 用人單位與勞動者約定了服務期，勞動者依照勞動合同法第三十八條的規(guī)定解除勞動合同的，不屬于違反服務期的約定，用人單位不得要求勞動者支付違約金。

 

If the employer dissolves the employment contract which has stipulated the period of service under any of the following circumstances, the employee shall pay a penalty for breach of contract to the employer:

有下列情形之一，用人單位與勞動者解除約定服務期的勞動合同的，勞動者應當按照勞動合同的約定向用人單位支付違約金：

 

1. the employee seriously violates the rules and procedures set up by the employer;

（一）勞動者嚴重違反用人單位的規(guī)章制度的；

 

2. the employee seriously neglects his duties or engages in malpractice for personal gains and has caused severe damages to the employer;

（二）勞動者嚴重失職，營私舞弊，給用人單位造成重大損害的；

 

3. the employee simultaneously enters an employment relationship with any other employer and thus seriously affects his completion of the tasks assigned by the employer, or the employee refuses to correct after the employer has pointed out the problem;

（三）勞動者同時與其他用人單位建立勞動關(guān)系，對完成本單位的工作任務造成嚴重影響，或者經(jīng)用人單位提出，拒不改正的；

 

4. the employee, by means of deception or coercion or by taking advantage of the employer’s difficulties, forces the employer to conclude or change the employment contract against the employer’s true will; or

（四）勞動者以欺詐、脅迫的手段或者乘人之危，使用人單位在違背真實意思的情況下訂立或者變更勞動合同的；

 

5. the employee is under investigation for criminal liabilities.

（五）勞動者被依法追究刑事責任的。

 

Article 27 According to Article 47 of the Employment Contract Law, the monthly wages for calculating the economic compensation to be paid to an employee shall be the monthly wages that the employee deserves, including the hourly wages or piecework wages and other monetary incomes such as bonuses, allowances and subsidies. If the average wages of the employee in the 12 months before the employment contract is dissolved or terminated are below the local minimum wages level, the economic compensation shall be calculated based on the local minimum wages. If the working time of the employee is less than 12 months, the average wages shall be calculated based on the actual work time.

第二十七條 勞動合同法第四十七條規(guī)定的經(jīng)濟補償?shù)脑鹿べY按照勞動者應得工資計算，包括計時工資或者計件工資以及獎金、津貼和補貼等貨幣性收入。勞動者在勞動合同解除或者終止前12個月的平均工資低于當?shù)刈畹凸べY標準的，按照當?shù)刈畹凸べY標準計算。勞動者工作不滿12個月的，按照實際工作的月數(shù)計算平均工資。

 

Chapter IV Special Provisions on Labor Dispatch第四章 勞務派遣特別規(guī)定

Article 28 According to Article 67 of the Employment Contract Law, a labor dispatch entity funded by an employer or a subsidiary entity thereof or established in the form of partnership may not dispatch any employee to the employer or the subsidiary entity.

第二十八條 用人單位或者其所屬單位出資或者合伙設立的勞務派遣單位，向本單位或者所屬單位派遣勞動者的，屬于勞動合同法第六十七條規(guī)定的不得設立的勞務派遣單位。

 

Article 29 An employer shall fulfill its obligations set forth in Article 62 of the Employment Contract Law and safeguard the legitimate rights and interests of the dispatched employees.

第二十九條 用工單位應當履行勞動合同法第六十二條規(guī)定的義務，維護被派遣勞動者的合法權(quán)益。

 

Article 30 No labor dispatch entity may employ part-time to-be-dispatched employees.

第三十條 勞務派遣單位不得以非全日制用工形式招用被派遣勞動者。

 

Article 31 Economic compensations to be made after a labor dispatch entity or a dispatched employee has lawfully dissolved or terminated the employment contract shall be made according to Article 46 or 47 of the Employment Contract Law.

第三十一條 勞務派遣單位或者被派遣勞動者依法解除、終止勞動合同的經(jīng)濟補償，依照勞動合同法第四十六條、第四十七條的規(guī)定執(zhí)行。

 

Article 32 Where any labor dispatch entity illegally dissolves or terminates the employment contract with a dispatched employee, Article 48 of the Employment Contract Law shall apply.

第三十二條 勞務派遣單位違法解除或者終止被派遣勞動者的勞動合同的，依照勞動合同法第四十八條的規(guī)定執(zhí)行。

 

Chapter V Legal Liability第五章 法律責任

Article 33 Where any employer violates the provisions of the Employment Contract Law on setting up a roster of employees, the competent labor administrative department shall order it to correct within a certain time limit, and, if it fails to do so, impose a fine of not more than 20,000 yuan but not less than 2000 yuan upon it.

第三十三條 用人單位違反勞動合同法有關(guān)建立職工名冊規(guī)定的，由勞動行政部門責令限期改正；逾期不改正的，由勞動行政部門處2000元以上2萬元以下的罰款。

 

Article 34 Where any employer fails to pay employee his monthly wages in double amount or compensations when it is so required by the Employment Contract Law, the competent labor administrative department shall order it to make the payment.

第三十四條 用人單位依照勞動合同法的規(guī)定應當向勞動者每月支付兩倍的工資或者應當向勞動者支付賠償金而未支付的，勞動行政部門應當責令用人單位支付。

 

Article 35 Where any employer violates the provisions of the Employment Contract Law or this Regulation on dispatching employees, the competent labor administrative department or other competent department shall order it to correct and, if the circumstances are serious, impose a fine of 1000 yuan to 5000 yuan per dispatched employee. If any damages have been caused to the dispatched employee, the dispatch entity and the employer shall assume joint and several liabilities.

第三十五條 用工單位違反勞動合同法和本條例有關(guān)勞務派遣規(guī)定的，由勞動行政部門和其他有關(guān)主管部門責令改正；情節(jié)嚴重的，以每位被派遣勞動者1000元以上5000元以下的標準處以罰款；給被派遣勞動者造成損害的，勞務派遣單位和用工單位承擔連帶賠償責任。

 

Chapter VI Supplementary Provisions第六章 附則

Article 36 For the reported or complained acts in violation of the Employment Contract Law or this Regulation, the labor administrative departments of the local people’s governments at or above the county level shall handle them according to the Regulation on Labor Security Supervision.

第三十六條 對違反勞動合同法和本條例的行為的投訴、舉報，縣級以上地方人民政府勞動行政部門依照《勞動保障監(jiān)察條例》的規(guī)定處理。

 

Article 37 For any dispute occurred in the conclusion, performance, modification, dissolution or termination of an employment contract between an employee and his employer, the Law of the People’s Republic of China on the Mediation and Arbitration of Labor Disputes shall apply.

第三十七條 勞動者與用人單位因訂立、履行、變更、解除或者終止勞動合同發(fā)生爭議的，依照《中華人民共和國勞動爭議調(diào)解仲裁法》的規(guī)定處理。

 

Article 38 This Regulation shall come into force on the date of promulgation.

第三十八條 本條例從頒布之日起生效。

本期的內(nèi)容各位讀者們覺得如何？想了解更多資訊歡迎各位聯(lián)系安徽譯博翻譯，譯博翻譯是立足于合肥的優(yōu)質(zhì)翻譯服務公司!