中国劳动合同法的演变
白雪 2007-2-6
中国的人力资源经理们面临着充满挑战的2007年。预计中国的劳动合同法将在今年出现变动，要求允许在企业建立工会的压力也日益增大。
工会的建立往往也伴随着企业级的党组织；政府支持的中华全国总工会正努力推动更多的集体谈判；当地新成立的外资企业可能还必须成立监事会，其中三分之一的成员要由雇员选举产生。
外国投资者关注的焦点是劳动合同法(草案)，该草案可能使劳动者的权利和用人单位的义务出现重大变化。
自该草案于2006年3月开始向公众征求意见以来，有关部门一共收到了空前的19.1万条意见。现将新草案的部分要点总结如下：
■固定期限合同。在华多数企业使用固定期限合同，因为在中国解雇员工很困难。但12月份的草案规定，用人单位在与劳动者签订两次固定期限合同后，续签合同必须为无固定期限合同。此外，如果定期合同到期，雇主必须向雇员支付遣散费。
■培训约束。许多企业设法阻止其花费时间和金钱培训的雇员过早辞职，于是要求明确协定最短服务期，或在雇员过早辞职时偿还全部或部分培训费用。
12月份的劳动法草案要求，要使这种协议能够强制执行，企业必须提供最少1个月的培训，而且必须是专职脱产培训。
■规章制度。在维持企业纪律及政策方面，企业规章制度和行为规范是重要的手段。12月份的草案规定，企业在执行这方面的制度之前，必须与工会和雇员代表进行商议。
■大规模裁员。除极端情况外，现有法律未对大规模裁员提供清晰的法律依据。12月份的草案允许大规模裁员，但必须先与工会或雇员代表进行商议。大规模裁员还必须遵循社会选择标准——举例来说，如果雇员是家中唯一的劳动力，企业就要给予更多的保护。
来自商界的意见似乎也对草案产生了影响。与现行法规相比，2006年3月的劳动法草案加大了对劳动者的保护力度，并且赋予工会更大角色。而2006年12月份的草案减少了对劳动者的保护，而且大幅减小了工会角色。总的来说，与现行法规相比，新草案更有利于雇员。
乔纳森•艾萨克斯(Jonathan Isaacs)对此文也有贡献。
本文作者刘恩德是贝克•麦坚时国际律师事务所(Baker & McKenzie)合伙人。
Human resources managers face a challenging year in 2007. Changes are expected in employment contract law and there is increased pressure to allow the establishment of unions in companies.
Arrival of unions is often accompanied by Communist party cells at the enterprise level. The government- sponsored All-China Federation of Trade Unions, the umbrella labour organisation, is pushing for more collective bargaining. Newly established foreign-invested enterprises may also have to establish a supervisory board with a third of members elected by employees.
For foreign investors, the focus of attention is the draft employment contract law, which is likely to lead to major changes in employee rights and employer obligations.
An unprecedented 191,000 comments were received from the public in response to the March 2006 draft. Some of the major highlights of the new draft are, in summary:
■Fixed-term contracts. Most companies use fixed-term contracts because of the difficulty of terminating employees in China. The December draft limits their use to two terms before an open-term contract must be signed. In addition, employers have
to pay severance to employees if fixed-term contracts expire.
■Training bonds. Many companies try to prevent early resignation by employees they have spent time and money training by requiring minimum periods of service and repayment of all or part of training costs in the event of early resignation.
The December draft requires that, for this type of agreement to be enforceable, there must be a minimum training time of one month and it must be full-time, off-the-job training.
■Company rules. Company rules and codes of conduct are important instruments in maintaining discipline in the office and compliance with policies. Under the December draft, unions or employee representatives must be consulted prior to implementation.
■Mass lay-offs. Current law does not provide a clear legal basis for mass lay-offs except in extreme circumstances. The December draft allows mass lay-offs but makes these subject to consultations with the union or employee representatives. They will also depend on social selection criteria – for example giving greater protection to employees who are the sole breadwinner in a family.
Comments from the business community appear to have had an impact. Whereas the March 2006 draft offered a substantial increase in protection for employees and a greater role for unions than existing law, a draft completed in December 2006 scaled back protections for employees and sharply curtailed the role of unions. On balance, the new draft is more employee-friendly than current law.
With contributions from Jonathan Isaacs.
Andreas Lauffs is a partner with Baker & McKenzie in Hong Kong
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