遵守劳动合同法英文

❶ 中英翻译 <劳动合同法>

"Labor Contract Law"

❷ 求 劳动合同中双方基本权利和义务 英文翻译

劳动合同中双方基本权利和义务
英文：The basic rights and obligations of the two parties in the labor contract

❸ 哪里有中英文版本的劳动合同法

在网络文库中可以搜到《中华人民共和国劳动合同法》中英文对照版。回

方法：打开网络答文库（http://wenku..com/），搜索“《中华人民共和国劳动合同法》中英文对照”，点击搜索即可。

❹ 劳动合同用英语怎么说

来劳动合同的英语是源contract of labour，详细信息如下：
contract of labour 英 [kənˈtrækt ɔv ˈleibə] 美 [ˈkɑnˌtrækt ʌv ˈlebɚ]
【词典】劳动合同
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.
劳动合同单方解除制度是劳动合同法乃至劳动法的重要组成部分之一。

❺ 急求！！！！英文版 关于贯彻执行<中华人民共和国劳动法>若干问题的意见

没听说过还有英文来版的自。
法律规定，要求措辞很严谨的，翻译成英文很难准确地表达原意，翻译的人必须了解中国和西方相应国家的法律。
在《劳动法》中“应该”，表达的意思是“必须”。可是在西方国家却并非如此。所以如果翻译成英文，肯定就走样了，必须以中文的愿意为依据。
可以找个熟悉劳动政策的专家，将有关条款解释一下，翻译在场与专家沟通清楚具体的意思表示后，再翻译成英文。你所说109号文是1995年的，一共100条，又称为“一百条”，很多规定都过时了，有些条款对外企没有用，现成英文版的可能性几乎为零。

❻ 在英文劳动合同中，这句话应该怎么说

甲方应执行国家和省、市有关政策法律的规定，依法建立和完善劳动规章制度。乙方应认真履行劳动义务，自觉遵守甲方依法制定并向职工公示或告知的各项规章制度。
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 劳动合同英文翻译

懂英语的应该看得出来，这是我翻译的。请见下。

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

根据《中华人民共和国劳动法》和《深圳经济特区劳动合同条例》及其他有关法律法规的规定 , 甲乙双方本着平等自愿、协商一致的原则 , 达成如下协议 :
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.

甲方根据生产 ( 工作 ) 需要 , 聘用乙方在本公司从事 工作( 工种 ) 。
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:

甲乙双方选择以下第 种形式确定本合同期限。
Both parties select the form to decide the term of this labor contract.
1 、固定期限 年 , 合同期从 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 、无固定期限 , 合同期从 年 月 日起。
2. Flexible term commencing on mm/dd/yyyy.
3 、完成一定的工作为期限 , 从 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 ) 试用期限
B. Probation period
试用期为 个月。 ( 试用期包括在合同期内 )
The probation period is months (being included in the term of contract)

（ 三 ）工作时间
C. Working Hours
标准工时制 , 即乙方每日工作 8 小时 , 每周工作 40 小时。
Party B’s standard work hours shall be eight hours per day, forty hours per week.
如属法律、行政法规规定的其他情形延长工作时间 , 不受上款规定限制。
The extension of work hours shall not be subjected to the restriction above under the circumstances stipulated by law and administration regulation.

（ 四 ）工资待遇
D. Remuneration
( 一 ) 乙方试用期工资 元 / 月 ; 试用期满乙方起点工资为 元 / 月。甲方可按依法制定的或集体合同约定的工资分配制度调整乙方工资。但甲方支付给乙方的工资不得低于市政府公布的当年度最低工资标准。
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、 日为发薪日。
B. The payment of salary shall be made by Party A on the day or the day every month.
( 三 ) 甲方安排加班加点的 , 按《劳动法》第四十四条规定支付工资报酬。
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 ) 乙方患病或非因工负伤期间的工资按有关规定执行。
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 ) 乙方在工作时间内 , 按国家规定履行国家和社会义务时 , 工资照发。
E. During work hours, Party B fulfills its national and social obligation. The salary shall be paid.

合同期满 , 甲、乙双方同意延续劳动关系的 , 在合同期满前三十日内双方重新订立劳动合同。
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，主要内容得是和劳动合同法有关！！！！

国外无期限劳动合同
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
翻译：
从国外立法来看，无固定期限的劳动合同被一致肯定为劳动合同的常态，是劳动关系存续的一般形式，只要不出现法定的单方解除合同的情形，劳动关系就一直接续下去，直到职工退休。欧盟1999年颁布的关于保护固定期限劳动合同雇员的指令（1999/70/EU）明确指出：“无固定期限的劳动合同是劳动关系的一般形式，有助于保护雇员的生活、改善其职业稳定性和工作待遇。”从1982年起，法国劳动法明确规定：“劳动合同的订立不得确定期限”（劳动法典法律编第121－5条）。雇主与雇员通常应当订立无固定期限的劳动合同。

欧盟上述关于保护固定期限劳动合同雇员的指令（1999/70/EU）明确指出：“固定期限的劳动合同适用于特殊情形下，由成员国立法根据行业的特点在征询劳资团体意见后确定其适用范围及其续延。”法国劳动法典规定定期劳动合同只能适用于下列情况之下：一是替代休病假、产假等劳动合同中止的雇员；二是企业经营活动变化时，在季节性或临时增加的工作岗位上适用；三是为解决某些人员失业问题而订立的某些特殊的劳动合同，如针对青年人和长期失业人员而订立的就业互助性、适应性和获得资格性的劳动合同（法典法律编第122－1－1条）。法典还明确列举了两种禁止签订定期劳动合同的情况：一是招聘雇员替代因集体劳动冲突（如罢工）而中止履行劳动合同的雇员；二是部颁规章所列的特别危险的工作岗位上（第122－3条）。此外，定期劳动合同的期限和续订也受到限制。定期劳动合同只能续订一次，续订期限加上原合同期限一般不得超过18个月。定期劳动合同期满后劳动关系继续存续的，即转为无固定期限劳动合同关系；雇主在多个岗位上与某一雇员连续订立定期劳动合同的情况，也视为无固定期限劳动合同关系；只有因季节性工作订立的定期劳动合同不论怎样续订，都是定期劳动合同（第122－1－2条）。英国劳动法为了落实欧盟1999年的指令制定了关于固定期限劳动合同雇员的条例（2002年10月1日起实施）。根据该条例，固定期限劳动合同的初始期限和续延期限总合一般不得超过4年。超过4年后劳动关系继续存在的，除非雇主有客观理由证明需要签订固定期限合同，否则即视为无固定期限的劳动合同关系。德国劳动促进法也要求固定期限劳动合同的期限不得长于18个月。

在美国，对劳资双方签订何种类型劳动合同无任何强制，当事人可在固定期限和无固定期限劳动合同中任选，而在德国、法国，对固定期限劳动合同的适用情形直接予以限制