遵守勞動合同法英文

❶ 中英翻譯 <勞動合同法>

"Labor Contract Law"

❷ 求 勞動合同中雙方基本權利和義務 英文翻譯

勞動合同中雙方基本權利和義務
英文：The basic rights and obligations of the two parties in the labor contract

❸ 哪裡有中英文版本的勞動合同法

在網路文庫中可以搜到《中華人民共和國勞動合同法》中英文對照版。回

方法：打開網路答文庫（http://wenku..com/），搜索「《中華人民共和國勞動合同法》中英文對照」，點擊搜索即可。

❹ 勞動合同用英語怎麼說

來勞動合同的英語是源contract of labour，詳細信息如下：
contract of labour 英 [kənˈtrækt ɔv ˈleibə] 美 [ˈkɑnˌtrækt ʌv ˈlebɚ]
【詞典】勞動合同
例句：
The termination of labour contract by employer or employee is one of the importantparts of the law of labour contract and even of labor law.
勞動合同單方解除制度是勞動合同法乃至勞動法的重要組成部分之一。

❺ 急求！！！！英文版 關於貫徹執行<中華人民共和國勞動法>若干問題的意見

沒聽說過還有英文來版的自。
法律規定，要求措辭很嚴謹的，翻譯成英文很難准確地表達原意，翻譯的人必須了解中國和西方相應國家的法律。
在《勞動法》中「應該」，表達的意思是「必須」。可是在西方國家卻並非如此。所以如果翻譯成英文，肯定就走樣了，必須以中文的願意為依據。
可以找個熟悉勞動政策的專家，將有關條款解釋一下，翻譯在場與專家溝通清楚具體的意思表示後，再翻譯成英文。你所說109號文是1995年的，一共100條，又稱為「一百條」，很多規定都過時了，有些條款對外企沒有用，現成英文版的可能性幾乎為零。

❻ 在英文勞動合同中，這句話應該怎麼說

甲方應執行國家和省、市有關政策法律的規定，依法建立和完善勞動規章制度。乙方應認真履行勞動義務，自覺遵守甲方依法制定並向職工公示或告知的各項規章制度。
Party A shall implement the relevant national and provincial and municipal policies and laws, and establish and improve labor rules and regulations in accordance with the law. Party B shall conscientiously perform its labor obligations and consciously abide by the rules and regulations formulated by Party A according to law and publicized or notified to employees.

❼ 勞動合同英文翻譯

懂英語的應該看得出來，這是我翻譯的。請見下。

甲方 ：祥和福文化有限公司( 用人單位 ) 乙方： ( 員工 )
Party A: Xiang He Fu Culture Co., Ltd (Employer) Party B: (Employee)

根據《中華人民共和國勞動法》和《深圳經濟特區勞動合同條例》及其他有關法律法規的規定 , 甲乙雙方本著平等自願、協商一致的原則 , 達成如下協議 :
This Contract is signed on a mutuality voluntary basis by and between Party A and Party B in accordance with the Labor Law of People's Republic of China as well as the Labor Law of Shenzhen Special Economic Zone.

甲方根據生產 ( 工作 ) 需要 , 聘用乙方在本公司從事 工作( 工種 ) 。
Party A hereby employs Party B to work in its company with the job of .

( 一 ) 合同期限
A. Term of the Contract:

甲乙雙方選擇以下第 種形式確定本合同期限。
Both parties select the form to decide the term of this labor contract.
1 、固定期限 年 , 合同期從 年 月 日起至 年 月 日止。
1. Fixed term of years commencing on mm/dd/yyyy and terminating on mm/dd/yyyy.
2 、無固定期限 , 合同期從 年 月 日起。
2. Flexible term commencing on mm/dd/yyyy.
3 、完成一定的工作為期限 , 從 年 月 日起至 ( 工作 ) 完成止。
3. Taking the completion of a specific amount of work as a term, commencing on mm/dd/yyyy till the work is completed.

( 二 ) 試用期限
B. Probation period
試用期為 個月。 ( 試用期包括在合同期內 )
The probation period is months (being included in the term of contract)

（ 三 ）工作時間
C. Working Hours
標准工時制 , 即乙方每日工作 8 小時 , 每周工作 40 小時。
Party B』s standard work hours shall be eight hours per day, forty hours per week.
如屬法律、行政法規規定的其他情形延長工作時間 , 不受上款規定限制。
The extension of work hours shall not be subjected to the restriction above under the circumstances stipulated by law and administration regulation.

（ 四 ）工資待遇
D. Remuneration
( 一 ) 乙方試用期工資 元 / 月 ; 試用期滿乙方起點工資為 元 / 月。甲方可按依法制定的或集體合同約定的工資分配製度調整乙方工資。但甲方支付給乙方的工資不得低於市政府公布的當年度最低工資標准。
A. During the probation period, Party B』s monthly salary is yuan. After that, the monthly salary is yuan. Party A can adjust Party B』s salary according to legal contract or collective contract. However, the salary shall not be lower than the minimum salary standard as stipulated by Government.
( 二 ) 甲方每月 日 , 或每月 日、 日為發薪日。
B. The payment of salary shall be made by Party A on the day or the day every month.
( 三 ) 甲方安排加班加點的 , 按《勞動法》第四十四條規定支付工資報酬。
C. In case of the extension of work hours by Party A, the salary shall be paid according to the Article 44 of Labor Law.
( 四 ) 乙方患病或非因工負傷期間的工資按有關規定執行。
D. Remuneration will be in accordance with the related regulation when Party B is receiving medical treatment for diseases or injuries within the prescribed period of time
( 五 ) 乙方在工作時間內 , 按國家規定履行國家和社會義務時 , 工資照發。
E. During work hours, Party B fulfills its national and social obligation. The salary shall be paid.

合同期滿 , 甲、乙雙方同意延續勞動關系的 , 在合同期滿前三十日內雙方重新訂立勞動合同。
If both parties agree to continue the labor relationship, both parties shall sign new labor contract 30 days prior to the expiration

❽ 拜求一篇3000字左右的英文文章，主要內容得是和勞動合同法有關！！！！

國外無期限勞動合同
Legislative point of view from abroad, non-fixed term labor contract was unanimously endorsed by the labor contract for the normal, labor relations are the existence of the general form, as long as there is no legal case to terminate the contract unilaterally, labor relations have been continued until retired workers . Promulgated by the EU in 1999 on the protection of fixed-term labor contracts of employees Directive (1999/70/EU) clearly states: "No fixed-term labor contracts are the general form of labor relations, contribute to the protection of employee's livelihood, improve their occupational stability treatment and work. "Since 1982, French labor law clearly stipulates:" The enactment of the labor contract shall not determine the ration "(Labor Code, the law, section 121-5 of the Covenant). Employers and employees should normally be set no fixed deadline for the labor contract.

Above the EU regarding the protection of fixed-term labor contracts of employees Directive (1999/70/EU) clearly states: "fixed-term labor contract applicable to special circumstances, by members of the Legislative Council in accordance with the characteristics of the instry groups, in consultation with the views of employers and employees to determine its application the scope of its renewal. "French Labor Code provides that fixed-term employment contract only applies to the following circumstances: First, alternative sick leave, maternity leave, such as the suspension of the labor contract employees; are two changes in business activity in the seasonal or jobs on a temporary increase in the application; three are to address the problem of unemployment in some staff to enter into some special labor contracts, such as for long-term unemployed young people and to enter into mutual aid employment, adaptability and access to qualified labor contract (Code of Laws, section 122-1-1 of the Covenant). Code also explicitly cited the two fixed-term employment contract to prohibit the signing of the situation: First, the recruitment of employees by collective labor conflicts alternative (such as a strike) and to suspend the performance of the labor contract employees; two ministerial regulations are listed in a special on dangerous jobs (Article 122-3 of the Covenant). In addition, the ration of fixed-term employment contract and the renewal was also limited. Fixed-term employment contract can only be renewed once the renewal period of the original contract period plus the general should not exceed 18 months. After the expiry of fixed-term employment contract to continue the existence of labor relations, that is to have no fixed term labor contract relationship; on employers in a number of positions for an employee with a fixed labor contracts and also regarded as non-fixed term labor contract relationship; only because of the seasonal job, made a regular basis regardless of how the renewal of labor contracts are fixed-term employment contract (Article 122-1-2 of the Covenant). British labor law in order to implement the EU directive in 1999 to develop a fixed-term labor contract on the employee's Ordinance (October 1, 2002 come into operation). Under the Ordinance, the fixed-term labor contracts and the renewal of the initial period of total ration of no more than 4 years in general. More than four years after the labor relations continue to exist, unless the employer has objective reasons to justify the signing of a fixed-term contracts, shall be deemed non-fixed term labor contract. German labor law also requires the promotion of fixed-term labor contracts for periods of not longer than 18 months.

In the United States, both employers and employees what type of labor contract entered into without any coercion, the parties may be at a fixed period and no fixed term labor contract in one, while in Germany, France, on fixed-term labor contracts directly applicable to the case be restricted
翻譯：
從國外立法來看，無固定期限的勞動合同被一致肯定為勞動合同的常態，是勞動關系存續的一般形式，只要不出現法定的單方解除合同的情形，勞動關系就一直接續下去，直到職工退休。歐盟1999年頒布的關於保護固定期限勞動合同雇員的指令（1999/70/EU）明確指出：「無固定期限的勞動合同是勞動關系的一般形式，有助於保護雇員的生活、改善其職業穩定性和工作待遇。」從1982年起，法國勞動法明確規定：「勞動合同的訂立不得確定期限」（勞動法典法律編第121－5條）。僱主與雇員通常應當訂立無固定期限的勞動合同。

歐盟上述關於保護固定期限勞動合同雇員的指令（1999/70/EU）明確指出：「固定期限的勞動合同適用於特殊情形下，由成員國立法根據行業的特點在征詢勞資團體意見後確定其適用范圍及其續延。」法國勞動法典規定定期勞動合同只能適用於下列情況之下：一是替代休病假、產假等勞動合同中止的雇員；二是企業經營活動變化時，在季節性或臨時增加的工作崗位上適用；三是為解決某些人員失業問題而訂立的某些特殊的勞動合同，如針對青年人和長期失業人員而訂立的就業互助性、適應性和獲得資格性的勞動合同（法典法律編第122－1－1條）。法典還明確列舉了兩種禁止簽訂定期勞動合同的情況：一是招聘僱員替代因集體勞動沖突（如罷工）而中止履行勞動合同的雇員；二是部頒規章所列的特別危險的工作崗位上（第122－3條）。此外，定期勞動合同的期限和續訂也受到限制。定期勞動合同只能續訂一次，續訂期限加上原合同期限一般不得超過18個月。定期勞動合同期滿後勞動關系繼續存續的，即轉為無固定期限勞動合同關系；僱主在多個崗位上與某一雇員連續訂立定期勞動合同的情況，也視為無固定期限勞動合同關系；只有因季節性工作訂立的定期勞動合同不論怎樣續訂，都是定期勞動合同（第122－1－2條）。英國勞動法為了落實歐盟1999年的指令制定了關於固定期限勞動合同雇員的條例（2002年10月1日起實施）。根據該條例，固定期限勞動合同的初始期限和續延期限總合一般不得超過4年。超過4年後勞動關系繼續存在的，除非僱主有客觀理由證明需要簽訂固定期限合同，否則即視為無固定期限的勞動合同關系。德國勞動促進法也要求固定期限勞動合同的期限不得長於18個月。

在美國，對勞資雙方簽訂何種類型勞動合同無任何強制，當事人可在固定期限和無固定期限勞動合同中任選，而在德國、法國，對固定期限勞動合同的適用情形直接予以限制