与总公司签合同，由子公司发工资，发生劳动争议由谁承担？

Which party shall be held accountable for labor disputes if the contract has been signed with the parent company while salary is paid by its subsidiary company?

总公司安排员工在子公司担任某职务，社保公积金由总公司缴纳，工资福利由子公司支付。员工与总公司签订合同，没有与子公司签订合同。每年总公司与子公司之间再内部结算社保公积金费用。该员工与公司之间发生劳动争议，应由哪家公司履行相应法律义务？

If the parent company arranges employees to take some office at its subsidiary company, the social security and housing provident fund shall be contributed to by the parent company while the salary and welfare shall be paid by the subsidiary company. It is with the parent company, rather than with the subsidiary company, that the employees have signed the contract. Every year the costs of social security and housing provident fund shall be settled internally between the parent company and the subsidiary company. Which company shall perform the corresponding legal duties in case of any labor dispute arising between the employee and the company?

2021.10.14

海外留学生只能以实习生录用吗？

Can overseas students only be employed as interns?

公司一位候选人目前是海外留学生，硕士学历，预计年底可以拿到毕业证，如果现在就想录用他，是不是只能以实习生的方式录用呢？

One of the company’s candidates is currently an overseas student who holds a master’s degree and is expected to obtain the diploma by the end of the year. Is the candidate now be hired only as an intern?

2021.09.09

用人单位可以和外国学生签订实习协议吗？

Can employers conclude internship agreements with foreign students？

用人单位可以和在中国高校就读的外国学生签订实习协议吗？

Can employers conclude internship agreements with foreign students studying in Chinese colleges?

2021.06.24

毕业生可以签实习协议吗？

Can fresh graduates sign internship agreement?

我们打算与毕业生签订实习协议，这样操作是否可行？

We intend to sign internship agreement with fresh graduates. Is it feasible to operate this way?

2018.11.01

在校实习生工资是否有最低标准？

Is there any minimum standard for the wages of in-school interns?

在校实习生在企业实习，对于实习工资有法定最低的标准吗？

Is there any statutory minimum standard for internship wages while in-school interns are practicing at enterprise?

2018.08.30

香港籍员工在内地休产假问题

Issue regarding Hong Kong employees' taking maternity leave in Mainland

我司属于国际集团公司，有不少香港籍员工，其劳动合同是与深圳公司签订的。她们希望按照内地的产假去享受假期，请问应当如何适用？

As an international group, we hires many Hong Kong employees who have signed labor contracts with our Shenzhen - based company. Some Hong Kong female employees hope to take the maternity leave according to the Mainland practice. What standard shall apply?

2018.05.10

关于实习生你不知道的事

What You Don’t Know about internship

关于实习生使用的话题在市面上虽多有涉及，但对于外国实习生使用的论述却鲜有人尝试。就此，笔者愿与读者诸君做一次粗浅的探讨。

Although the topic regarding the use of foreign interns has been involved in the business, discourse and comments have been rarely tried on it. Thus, I would like to have a superficial discussion with you in this article.

2017.12.14

公司能否与在外国学校读书的外籍学生建立实习关系?

Can our company establish internship with foreign students studying in a foreign school?

有一位在美国高校读书的美国籍学生，打算来我司实习，公司能否与其建立实习关系？

An American student studying in an American school intends to be an intern of our company. Can our company establish internship with this student?

2017.07.27

雇佣外籍实习生的程序及相关风险?

What are the procedures and risks concerning the employment of a foreign intern?

合法合规雇佣外籍实习生从手续上需要满足哪些条件？有哪些风险？

合法合规雇佣外籍实习生从手续上需要满足哪些条件?有哪些风险?

2016.12.29

超期限实习构成“事实劳动关系”的风险

Extended internship constitutes the risk of “factual labor relationship”

由于司法实践中“主张实习生”的举证责任由用人单位来承担，用人单位应当要求实习生提供相应的证件并予以核实合理确定实习期，而不能轻信“实习生”的单方承诺。

In judicial practice, the evidential burden of interns shall be undertaken by employers. Therefore, employers shall require interns to provide corresponding certificate and reasonably determine the internship instead of believing the unilateral commitment made by interns.

2016.09.01

制度与合同不一致怎么办?

What shall we do if the rules and regulations goes against the contract?

规章制度作为用人单位经营管理的内部规章，相对于劳动合同对双方当事人的特殊约定，一般情况下，其效力都会低于劳动合同。

Rules and regulations serve as the internal rules for operation and management of the employer. They are special agreement to both parties compared to the labor contract. Generally, the effect of the rules and regulations will be lower than the labor contract.

2016.06.02

实习生在公司出意外，谁担责?

Which party bears liability if an intern suffers an accident at the place of the employer?

终审法院认为，一般过错不应自担损失。机械公司未尽到劳动保护之责，应承担主要责任。

The court of last instance considers that loss is not borne by the injured party if it is caused due to general fault. The machinery company failed to fulfill the duty of labor protection, and should bear the primary responsibility.

2016.03.17

企业奖金制度制定的实例分析

Instance Analysis on the Formulation of the Enterprise Bonus System

在制定及审核公司内部规章制度中的奖金政策时，用人单位应根据其操作实践尽可能详细地明确员工奖金计算及发放的条件，尤其要注意对离职员工的奖金发放条件作出限制，并且按照法律的规定经过民主程序使该等规章制度依法生效。

When formulating and reviewing the bonus policy of internal rules and regulations of companies, employers should try to expound the calculation and issuing conditions of bonuses according to its operational practice. Especially employers should pay attention to the limitations on the issuing conditions of the bonuses of separated employees, and make these rules and regulations come into effect legally through democratic process regulated by laws.

2016.01.28

国家全面开放二胎政策，应做好哪些准备工作？

What preparations should be made following the universal two-child policy?

在不久的将来，国家及各省市层面将展开有关二胎生育待遇的法律法规的修订活动。HR们应当密切关注国家及当地法律法规的修订活动，及时调整企业内部相关规章制度，避免与国家及地方法律法规内容相冲突，确保企业用工的合法、合规性。

In the near future, the amendments will be made to laws and regulations regarding the treatment for birth of a second child at the national and provincial or municipal levels. HR personnel should pay close attention to the amendment to the national and local laws and regulations, and adjust relevant internal rules and regulations in a timely manner, in order to avoid conflict with the national and local laws and regulations and to ensure the compliance of labor employment with the laws and regulations.

2016.01.21

女职工违规生育二胎用人单位能否解除劳动合同?

Can employers terminate the employment contract with female employees giving birth to a second child in violation of the policy?

今年最高院亦以发布典型案例的方式，明确了用人单位在规章制度中将违规二胎列为严重违纪行为，再按严重违纪解除违法生育职工的劳动合同，系违法解除。

The Supreme People’s Court issued a typical case this year to confirm it an illegal termination that the employer set forth noncompliant second-child birth-giving as serious discipline violation in its internal rules and regulations and then terminated the employment contract with the involved employee on the ground of serious discipline violation.

2015.05.14