勞動法英文教材

❶ 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

❷ 中華人民共和國勞動法的英文怎麼說

中華人民共和國勞動法
Labor Law of the People's Republic of China

❸ 與勞動有關的英語單詞

labor, work, job, on-call, shift, force, ty

❹ 大學所學各專業的 英文翻譯

人力資源管理 human resource management
行政管理學 Administration Science
勞動經濟學 Labor Economics
財務管理 financial management
人力資源培訓與開發 Training and Development of Human Resources
勞動法 Labor Law
經濟法概論 The Introction of Economic Law
會計學 accounting
薪酬福利管理 Salary welfare management
管理溝通 management communication
社會保障 social security
商業經濟學 Business Economics

❺ 求2008新勞動法英文版本

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 (「」) 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

❻ 公司規章制度只有英文版有效嗎

有效。公司的所有規章制度，是指公司用於規范公司全體成員及公司所有經濟活動的標准和規定，它是公司內部經濟責任制的具體化。根據勞動法規定，同時用中文、外文書寫的勞動合同文本、規章制度都有效。《中華人民共和國勞動法》是為了保護勞動者的合法權益，調整勞動關系，建立和維護適應社會主義市場經濟的勞動制度，促進經濟發展和社會進步，根據憲法，制定本法。