勞動法英語

⑴ 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

⑵ 高分跪求會勞動法英語的高人幫忙漢譯英一段

請看看我的拙作吧,譯得不好不要見怪!
「Level Theory」 attributes the reason why labor can not qualify the job for the advancement of technology, but the stuff of work is integrated, including both mental labor and physical labor. What is more, as a matter of fact, many jobs require a high demand for the mental and physical abilities. Take the nurse』s work for instance, it is a common knowledge that the main tasks for a nurse is to observe the patients, give them an injection and transfusion, etc. This kind of job shares this characteristic: the more practice, the much more familiar for this job. It seems that senior nurses are better than younger nurses, and l many people all have such experience that, there are scarcely senior nurses in the hospital especially the nurses in the in-patient department Concerning this fact, I have ever consulted the nurses in the in-patient department. They said, the people who are old enough are not able to stay up late at night for work. Some position requires a special high demand for the attention, not to say physical strength, the typical ones are like clothes manufacture enterprises, electronic set-up enterprises, and so on. Common sense tells us that , when people are suffering from heart-broken things (or psychological problems), their attention will be transferred. Therefore, 「Ability Theory」 fails to apply sociologies in its research and has its own defects. Another defect of this theory is that, it attributes the reason why labor can not qualify the job for merely the 「Advancement of Technology」. I don』t think this kind of classification is large enough .If it would state the 「Knowledge Level」 is not high enough will be more appropriate. Under some circumstances the lack of knowledge is because of the progress of technology. The reason why the employee can not satisfy employer』s need is because of the special requirement for the changing direction in the working department. For example, if a restaurant wants to change the style of running a business (for a classic-imitated fashion), the employer asks a cashier to use abacus for all the calculation, but that is hard for this guy to take this job for he or she is used to operate on the computer. Thus, regarding to the job of cashier, using an abacus is probably a decline in technology rather than a progress. Employers definitely have to get them train or change the jobs for them. For a conclusion, this is the reason why I have not adopted Yueqin Huang』s ideas in previous part and I would direly like to summarize the reason as the level of knowledge can not meet the job』s need.

記住你曾經許下的承諾喔!

⑶ 勞動法的一段英文翻譯

Under the "Labor Contract Law," the provisions of 41'th , layoffs in more than 20, businesses must comply with the conditions:
(A) in accordance with the provisions of the enterprise bankruptcy and restructuring law;
(B) serious difficulties in proction and operation of;
(C) converting enterprises, a major technological innovation or adjustment of operations, after changes in the labor contract, the need to rece staff;
(D) other labor contract is based on the objective economic situation of the significant changes, with the result that the labor contract can not perform.
 According to "Labor Contract Law," the 39th and 40th provides that employees of one of the following circumstances, the company can to lift their "labor contracts":
(A) was proved ring the probationary period do not meet the conditions of employment;
(B) serious violations of rules and regulations of the employing units;
(C) a serious dereliction of ty, corruption, the employing units to cause significant harm;
(D) the worker can not do the work, after training or adjustment of jobs and still can not do the work;

⑷ 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。

⑸ 請問哪位大俠知道國外勞動法的英文版 網站 英美的都可以 急 在線等

http://www.tpbook.com.cn/Book/HTML/2003-4-9/6070.html

⑹ 請問：勞動法規定的解除合同時，公司應付的「賠償金」是英語怎麼說謝謝

賠償金：compensation damages
除此之外還有，違約金：breach of contract damages，和經濟補償金：damages for economic losses

⑺ 中華人民共和國勞動法的英文版在哪裡可以找到

LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS

Adopted at the 28th Session of the Standing Committee of the 10th National
People's Congress on June 29, 2007
Effective from January 1, 2008
By Baker
& MCKenzie

CHAPTER 1 GENERAL PROVISIONS
Article 1

This Law has been formulated in order to improve the employment contract
system, to specify the rights and obligations of the parties to employment
contracts, to protect the lawful rights and interests of Employees and to build
and develop harmonious and stable employment relationships.
Article
2
This Law governs the establishment of employment relationships between, and
the conclusion, performance, amendment, termination and ending of employment
contracts by, organizations such as enterprises, indivial economic
organizations and private non-enterprise units in the People』s Republic of China
(「Employers」) on the one hand and Employees in the People』s Republic of China on
the other hand.
The conclusion, performance, amendment, termination and
ending of employment contracts by state authorities, institutions or social
organizations on the one hand and Employees with whom they establish employment
relationships on the other hand, shall be handled pursuant to this
Law.
Article 3
The conclusion of employment contracts shall comply with
the principles of lawfulness, fairness, equality, free will, negotiated
consensus and good faith.
A lawfully concluded employment contract is
binding, and both the Employer and the Employee shall perform their respective
obligations stipulated therein.
Article 4
Employers shall establish and
improve internal rules and regulations, so as to ensure that Employees enjoy
their labor rights and perform their labor obligations.
When an Employer
formulates, revises or decides on rules and regulations, or material matters,
that have a direct bearing on the immediate interests of its Employees, such as
those concerning compensation, work hours, rest, leave, work safety and hygiene,
insurance, benefits, employee training, work discipline or work quota
management, the same shall be discussed by the employee representative congress
or all the employees. The employee representative congress or all the employees,
as the case may be, shall put forward a proposal and comments, whereupon the
matter shall be determined through consultations with the Trade union or
employee representatives concted on a basis of equality.
If, ring the
implementation of an Employer』s rule or regulation or decision on a crucial
matter, the Trade union or an employee is of the opinion that the same is
inappropriate, it or he is entitled to communicate such opinion to the Employer,
and the rule, regulation or decision shall be improved by making amendments
after consultations.
Rules and regulations, and decisions on material
matters, that have a direct bearing on the immediate interests of Employees
shall be made public or be communicated to the Employees by the Employer.

Article 5
The labor administration authorities of People』s Governments at
the county level and above, together with the Trade union and enterprise
representatives, shall establish a comprehensive tri-partite mechanism for the
coordination of employment relationships, in order to jointly study and resolve
major issues concerning employment relationships.
Article 6
A Trade union
shall assist and guide Employees in the conclusion of employment contracts with
their Employer and the performance thereof in accordance with the law, and
establish a collective bargaining mechanism with the Employer in order to
safeguard the lawful rights and interests of Employees.
CHAPTER 2 CONCLUSION
OF EMPLOYMENT CONTRACTS
Article 7
An Employer』s employment relationship
with a Employee is established on the date it starts using the Employee. An
Employer shall keep a register of employees, for reference purposes.
Article
8
When an Employer hires a Employee, it shall truthfully inform him as to the
content of the work, the working conditions, the place of work, occupational
hazards, proction safety conditions, labor compensation and other matters
which the Employee requests to be informed about. The Employer has the right to
learn from the Employee basic information which directly relates to the
employment contract, and the Employee shall truthfully provide the same.

Article 9
When hiring a Employee, an Employer may not retain the
Employee』s resident ID card or other papers, nor may it require him to provide
security or collect property from him under some other guise.
Article
10
To establish an employment relationship, a written employment contract
shall be concluded.
In the event that no written employment contract was
concluded at the time of establishment of an employment relationship, a written
employment contract shall be concluded within one month after the date on which
the Employer starts using the Employee.
Where an Employer and a Employee
conclude an employment contract before the Employer starts using the Employee,
the employment relationship shall be established on the date on which the
Employer starts using the Employee.
Article 11
In the event that an
Employer fails to conclude a written employment contract with a Employee at the
time its starts to use him, and it is not clear what labor compensation was
agreed upon with the Employee, the labor compensation of the new Employee shall
be decided pursuant to the rate specified in the collective contract; where
there is no collective contract or the collective contract is silent on the
matter, equal pay shall be given for equal work.
Article 12
Employment
contracts are divided into fixed-term employment contracts, open-ended
employment contracts and employment contracts to expire upon completion of a
certain job.
Article 13
A 「fixed-term employment contract」 is an
employment contract whose ending date is agreed upon by the Employer and the
Employee.
An Employer and a Employee may conclude a fixed-term employment
contract upon reaching a negotiated consensus.
Article 14
An 「open-ended
employment contract」 is an employment contract for which the Employer and the
Employee have agreed not to stipulate a definite ending date.
An Employer
and a Employee may conclude an open-ended employment contract upon reaching a
negotiated consensus. If a Employee proposes or agrees to renew his employment
contract or to conclude an employment contract in any of the following
circumstances, an open-ended employment contract shall be concluded, unless the
Employee requests the conclusion of a fixed-term employment contract:
(1)
The Employee has been working for the Employer for a consecutive period of not
less than 10 years;
(2) when his Employer introces the employment contract
system or the state owned enterprise that employs him re-concludes its
employment contracts as a result of restructuring, the Employee has been working
for the Employer for a consecutive period of not less than 10 years and is less
than 10 years away from his legal retirement age; or
(3) prior to the
renewal, a fixed-term employment contract was concluded on two consecutive
occasions and the Employee is not characterized by any of the circumstances set
forth in Article 39 and items (1) and (2) of Article 40 hereof.
If an
Employer fails to conclude a written employment contract with a Employee within
one year from the date on which it starts using the Employee, the Employer and
the Employee shall be deemed to have concluded an open-ended employment
contract.

參照：http://www.yuyitrans.com/laborlaw.htm
http://www.24en.com/translate/guide/izhao/2008-03-18/72618.html

⑻ 翻譯關於中國勞動法的英語段落

隨著工廠數來量的激增及城市化源進程的加快，《中華人民共和國勞動法》已成為一個熱門話題。基本的勞動法規包括1994年5月通過的《中華人民共和國勞動法》及2007年6月29日由第十屆全國人民代表大會常務委員會第二十八次會議通過並於2008年1月起施行的《中華人民共和國勞動合同法》。國務院通過的行政法規，各部門法規及最高人民法院的司法解釋規定了僱傭關系的各項細則。中國工會受我國政府管束，由全國總工會領導。全國總工會是也是大陸唯一合法的工會組織。罷工行為在形式上是合法的，但事實上其受到嚴格禁止。

人工翻譯的，「國務院通過的行政法規，各部門法規」這里不懂原文意思……

⑼ 關於2008年頒布的勞動法英文版（主要是工資賠償問題方面的）

第四十七條 經濟補償按勞動者在本單位工作的年限，每滿一年支付一個月工資的標准向勞動者支付。六個月以上不滿一年的，按一年計算；不滿六個月的，向勞動者支付半個月工資的經濟補償。
勞動者月工資高於用人單位所在直轄市、設區的市級人民政府公布的本地區上年度職工月平均工資三倍的，向其支付經濟補償的標准按職工月平均工資三倍的數額支付，向其支付經濟補償的年限最高不超過十二年。
本條所稱月工資是指勞動者在勞動合同解除或者終止前十二個月的平均工資。
第四十八條 用人單位違反本法規定解除或者終止勞動合同，勞動者要求繼續履行勞動合同的，用人單位應當繼續履行；勞動者不要求繼續履行勞動合同或者勞動合同已經不能繼續履行的，用人單位應當依照本法第八十七條規定支付賠償金。

Article 47
A Employee shall be paid severance pay based on the number of years worked with the Employer at the rate of one month』s wage for each full year worked. Any period of not less than six months but less than one year shall be counted as one year. The severance pay payable to a Employee for any period of less than six months shall be one-half of his monthly wages.
If the monthly wage of a Employee is greater than three times the average monthly wage of employees in the Employer』s area as published by the People』s Government at the level of municipality directly under the central government or municipality divided into districts of the area1 where the Employer is located, the rate for the severance pay paid to him shall be three times the average monthly wage of employees and shall be for not more than 12 years of work.
For the purposes of this Article, the term 「monthly wage」 means the Employee』s average monthly wage for the 12 months prior to the termination or ending of his employment contract.
Article 48
If an Employer terminates or ends an employment contract in violation of this
Law and the Employee demands continued performance of such contract, the Employer shall continue performing the same. If the Employee does not demand continued performance of the employment contract or if continued performance of the employment contract has become impossible, the Employer shall pay damages pursuant to Article 87 hereof.
第八十二條 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，應當向勞動者每月支付二倍的工資。
用人單位違反本法規定不與勞動者訂立無固定期限勞動合同的，自應當訂立無固定期限勞動合同之日起向勞動者每月支付二倍的工資。
Article 82
If an Employer concludes a written employment contract with a Employee more than one month but less than one year after the date on which it started using him, it shall each month pay to the Employee twice his wage.
If an Employer fails, in violation of this Law, to conclude an open-ended employment contract with a Employee, it shall each month pay to the Employee twice his wage, starting from the date on which an open-ended employment contract should have been concluded.
第八十七條 用人單位違反本法規定解除或者終止勞動合同的，應當依照本法第四十七條規定的經濟補償標準的二倍向勞動者支付賠償金。
Article 87
If an Employer terminates or ends an employment contract in violation of this Law, it shall pay damages to the Employee at twice the rate of the severance pay provided for in Article 47 hereof.

⑽ 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。