固定期限合同与无固定期限合同.doc

固定期限合同与无固定期限合同 固定期限合同与无固定期限合同篇一：固定期限合同与无固定期限合 固定期限合同与无固定期限合同区别及优缺点 固定期限合同与无固定期限合同篇二：固定期限劳动合同与无固定期限劳动合同的区别(英文对照) 固定期限劳动合同与无固定期限劳动合同的区别 Differences between Fixed-term Labor Contract and Unfixed-term Labor Contract 劳动合同法为保证劳动合同的长期化，强调了无固定期限劳动合同的制定，在广大的用人单位和劳动者 范围内引起了很大的震动。 To guarantee the implementation of the long-term-labor- contract system, the Labor Contract Law emphasizes on the conclusion of the unfixed-term labor contracts, which causes a great perplexity among the employers and employees. 无固定期限劳动合同真的是洪水猛兽，真的那么可怕吗？ Is the unfixed-term labor contract really like a great scourge? Is it really so terrible? 本文希望通过固定期限劳动合同、无固定期限劳动合同的解除和终止条件和责任的比较，说明无固定期限劳动 合同与固定期限劳动合同的差别，揭示无固定期限劳动合同的本质。 This text intends to explain the differences between the fixed-term labor contract and the unfixed-term labor contract, to reveal the nature of the unfixed-term labor contract through the comparison of the conditions and liabilities of premature termination and termination of the two kinds of the labor contracts. 1、用人单位解除劳动合同条件的差别 Differences of the Conditions for Prematurely Terminating the Labor Contract by the Employer 1.1用人单位解除固定期限劳动合同的条件 Conditions under which the Employer could Prematurely Terminate the Fixed-term Labor Contract 根据劳动合同法的规定，固定期限劳动合同下，劳动合同可因满足如下条件时被解除： The fixed-term labor contract may be prematurely terminated by the employer due to one of the following conditions in accordance with the Labor Contract Law: 1.1.1用人单位与劳动者协商一致的； The employer and worker make a mutual agreement upon premature termination; 1.1.2、用人单位因劳动者过错解除，包括:The employer prematurely terminates the contract due to the default of the employee, including: （a）劳动者在试用期间被证明不符合录用条件的； It has been proved that the employee does not satisfy the recruitment requirements during the probation period; （b）劳动者严重违反用人单位的规章制度的； The employee is in serious violation of the bylaws of the employer; （c）劳动者严重失职，营私舞弊，给用人单位造成重大损害的； The worker causes severe damage to the employer due to his grave negligence to his duties or seeking private benefits; （d）劳动者同时与其他用人单位建立劳动关系，对完成本单位的工作任务造成严重影响，或者经用人单 位提出，拒不改正的； The employee establishes labor relationship with other employer at the same time, which may cause serious negative influence on the fulfillment of his works designated by the employer, or the employee refuses to make a correction after the employer has required him to quit the other labor relation with other employer; （e）劳动者以欺诈、胁迫的手段或者乘人之危，使用人单位在违背真实意思情况下订立或者变更劳动合 同，致使劳动合同无效的； The labor contract is invalidated because it is concluded or amended under the fraud, menace from the employee or under the employers precarious position of which the employee take the advantage, which is contrary to the employers true will. （f）劳动者被依法追究刑事责任的。 The employee is prosecuted for the criminal liabilities. 1.1.3、用人单位因法定原因解除，包括： The employer prematurely terminates the contract due to the legal causes, including:（a）劳动者患病或者非因工负伤，在规定的医疗期满后不能从事原工作，也不能从事由用人单位另行安 排的工作的； The employee falls ill or is injured for a non-work-related reason, and is not able to bear the original position after the expiration of the medical treatment period as prescribed, nor can he assume any other position arranged by the employer; （b）劳动者不能胜任工作，经过培训或者调整工作岗位，仍不能胜任工作的； The employee is incapable of fulfilling his job and remains so after trained or position adjusted; （c）劳动合同订立时所依据的客观情况发生重大变化，致使劳动合同无法履行，经用人单位与劳动者协 商，未能就变更劳动合同内容达成协议的； The objective circumstance on which the conclusion of the labor contract is based has altered significantly, which results in that the labor contract is unable to be performed, and no agreement concerning the modification of contents of the labor contract is reached after discussion by the employer and the employee; （d）用人单位依照企业破产法规定进行重整的； The employer is under revitalization in accordance with the bankruptcy law; （e）用人单位生产经营发生严重困难的； The employer faces serious difficulties in production and business operation; （f）企业转产、重大技术革新或者经营方式调整，经变更劳动合同后，仍需裁减人员的； The employer has changed products, made significant technological renovation, or adjusted the form of business operation, which results in the requirement to cut down the number of workers even after altering the labor contracts; （g）其他因劳动合同订立时所依据的客观经济情况发生重大变化，致使劳动合同无法履行的。 The objective economic circumstance, on which the labor contract is based, has altered significantly, which causes the labor contract can not be performed any more.1.2用人单位解除无固定期限劳动合同的条件 Conditions under which the Employer could Prematurely Terminate the Unfixed-term Labor Contract 根据劳动合同法的规定，在满足上述1.1.1至1.1.3条件的情况下，用人单位也可以解除劳动者的无固定期限劳动合同。也就是说，无固定期限劳动合同和固定期限劳动合同下，用人单位解除的条件是一致的。 According to the Labor Contract Law, the employer may also prematurely terminate the unfixed-term labor contract under any circumstance as mentioned in Article 1.1.1 to 1.1.3. That is, for an employer, to prematurely terminate the labor contract, either it is a fixed-term labor contract, or it is a unfixed-term labor contract, the conditions are totally the same. 2、用人单位解除劳动合同的限制条件 Limitations of Prematurely Terminating the Labor Contract by the Employer 根据劳动合同法的规定，如果劳动者有下列情形之一，用人单位不得根据上述1.1.3的规定解除劳动者的 劳动合同，无论是固定期限的，还是无固定期限的： In accordance with the Labor Contract Law, in case of any of the following circumstances of an employee, the employer can not prematurely terminate the employees labor contract according to the fore-mentioned provisions of 1.1.3, whatever it is a fixed-term labor contract or an unfixed-term labor contract: (a)、从事接触职业病危害作业的劳动者未进行离岗前职业健康检查，或者疑似职业病病人在诊断或者医 学观察期间的； The employee who conducts the job exposing him to occupational disease hazards has not gone through an occupational health check before leaving his position, or is suspected of having an occupational disease and is under diagnoses or medical observation; (b)、在本单位患职业病或者因工负伤并被确认丧失或者部分丧失劳动能力的； During his employment with the employer, the employee has suffered occupational disease or injury relating to his job and has been confirmed as lost or partially lost his capacity to work; (c)、患病或者非因工负伤，在规定的医疗期内的； The employee is suffering from illness or is being injured irrelevant to his job, and the period of medical treatment as prescribed therefore has not expired; (d)、女职工在孕期、产期、哺乳期的； The female employee is in her pregnancy, confinement or nursing period; (e)、在本单位连续工作满十五年，且距法定退休年龄不足五年的； The employee has been working for the employer for 15 years or more continuously and is less than five years away from his legal retirement age; (f)、法律、行规规定的其他情形。 Other circumstances as prescribed by laws or administrative regulations occur. 也就是说，固定期限劳动合同和无固定期限劳动合同项下，用人单位解除的限制条件是完全相同的。 That is to say, the limitations of prematurely termination the fixed-term labor contract and the unfixed-term labor contract by the employer are consistent with each other. 3、劳动合同终止条件 Conditions of the Terminating Labor Contract 3.1固定期限劳动合同的终止条件： Conditions of terminating the fixed-term labor contract: (a)、劳动合同期满的； The term of the labor contract expires; (b)、劳动者开始依法享受基本养老保险待遇的； The employee has begun to enjoy the basic old-age insurance treatments; (c)、劳动者死亡，或者被人民法院宣告死亡或者宣告失踪的；固定期限合同与无固定期限合同篇三：无固定期限合同的6大经典案例 近期，许多企业没有正确认识无固定期限劳动合同，担心与劳动者签订无固定期限劳动合同会使其成为企业的“永久员工”，对于签订无固定期限劳动合同出现了很多违法违规的现象，引发了很多纠纷。 中华人民共和国劳动合同法自2008年1月1日起施行，时至今日已经有三年半的时间。从劳动合同法起草、颁布到实施三年多的过程中，无固定期限合同一直都是各方争议、关注的焦点。近期，许多企业没有正确认识无固定期限劳动合同，担心与劳动者签订无固定期限劳动合同会使其成为企业的“永久员工”，对于签订无固定期限劳动合同出现了很多违法违规的现象，引发了很多纠纷。 案例1 计算“在该用人单位连续工作满十年”是否扣除医疗期？ 劳动部办公厅对关于如何理解“同一用人单位连续工作时间”和“本单位工作年限”的请示的复函中规定，“同一用人单位连续工作时间”是指劳动者与同一用人单位保持劳动关系的时间。 按照劳动法及有关配套规章的规定，劳动者患病或非因工负伤，依法享有医疗期，因此在计算“同一用人单位连续工作时间”时，不应扣除劳动者依法享有的医疗期。根据上述规定的精神，“连续工作满十年”应当理解为劳动者在同一用人单位连续地、不间断地工作满10年以上。连续工作满10年的起始时间，应从用人单位用工之日起计算，包括劳动合同法施行前的工作年限。 案例2 因法定事项顺延导致劳动合同超过十年，是否续签？ 黄女士于2000年2月2日进入某公司工作。双方签订劳动合同约定：“劳动合同期限自2000年2月2日至2000年12月31日止”。此后，双方逐年续签，合同起始期限均为每年的1月1日。最后一份劳动合同期限自2009年1月1日至 2009年12月31日。 2009年12月31日上午，黄女士打电话向公司请病假，同时公司向黄女士发送终止劳动关系，通知书称劳动到期，公司决定不再续签劳动合同，双方劳动关系终止。因黄女士请病假，劳动合同顺延至该情形消失时终止。 2010年3月1日，黄女士回到公司，称自己与公司劳动合同期限已满10年，要求建立无固定期限劳动合同。 如果黄女士符合连续工作满10年的条件，她向公司提出订立无固定期限劳动合同，那么公司应当与其订立。但黄女士的情况是否属于劳动合同法规定的连续工作满十年的情形，这个是有争议的。本案中，黄女士的劳动合同从2000年2月2日起至2009年12月31日止，黄女士在公司的工作年限不足10年，只是由于其生病才导致合同终止时间续延的。按照目前上海的裁审口径，法定合同期限的续延只是为了照顾劳动者的特殊情况，并不引发订立无固定期限劳动合同的后果。因此，在这种情形下，黄女士无权要求公司与其订立无固定期限劳动合同。 案例3 劳动者连续工作满十年，是否可以将正在履行中的劳动合同变更为无固定期限劳动合同？ 老董于2001年7月10日进入某公司，到如今已经在公司连续工作满十年了。其最新的劳动合同是在2009年1月1日签订，将于2011年12月到期。听说在单位工作满十年以上就可以签无固定期限劳动合同，老董找到公司HR要求签订无固定期限劳动合同。 根据劳动合同法规定及本案案情，企业必须与老董订立无固定期限劳动合同要同时满足三个条件：1、劳动者在同一用人单位连续工作满十年；2、续订、订立劳动合同时；3、劳动者没有提出订立固定期限劳动合同。本案例中，老董已经具备第1个和第3个条件，但未满足第2个条件，因此老董还不符合订立无固定期限劳动合同的条件。如要变更合同，应遵循平等自愿、协商一致的原则。如企业不同意变更合同，老董只能待现有的劳动合同期满后，再提出与企业续订且要求签订无固定期限合同。 也就是说，在劳动者连续工作满十年的节点上，上一个劳动合同正在履行中，只有双方协商一致才能变更劳动合同期限。否则，劳动者只能在上一个劳动合同履行完毕、续订新的劳动合同时，提出签订无固定期限劳动合同。 案例4： “必须签订无固定期限劳动合同”从何时起算？ 根据劳动合同法，五种条件下可签订无固定期限劳动合同。对于“劳动者在该用人单位连续工作满十年的”，该条件的起算时间是自用工之日起，而且这个10年必须是“连续”的，如果员工离开过该用人单位，将不适用该条款。 对于协商、应当或视为签订无固定期限劳动合同的其它几种条件，起算时间也有所区别。比如“用人单位与劳动者协商一致，双方可签订无固定期限合同”，该