If the state issues a national ordering task or mandatory task according to emergency rescue and disaster relief, epidemic prevention and control or other needs, the relevant civil subjects shall conclude a contract in accordance with the rights and obligations stipulated in relevant laws and administrative regulations. Do you know what the contract is like now? Here, I would like to share with you some labor contracts of enterprises, hoping to help you.
How to Write the Jewelry Labor Contract (Chapter 65438 +0) Date of Signing: MM DD YY.
Both parties to the agreement:
Party A: (Employer)
Party B: (employing unit)
According to the provisions of People's Republic of China (PRC) Labor Law, People's Republic of China (PRC) Labor Contract Law and rules of shanghai labor contract, Party A and Party B have reached the following agreement on the dissolution of the labor contract on the principles of consensus, equality, voluntariness, fairness and reasonableness:
(1) Party A and Party B unanimously agree to dissolve the labor contract signed by both parties on. Party B's salary will be paid until year month day; Upon consensus of both parties, Party A shall
Pay Party B RMB in one lump sum as economic compensation for Party A's dissolution of the Labor Contract.
(II) Party A and Party B unanimously agree to terminate the performance of all obligations stipulated in the Labor Contract from the date of signing this Agreement, and voluntarily give up all rights arising from the performance and dissolution of the Labor Contract. And confirm that there are no labor disputes and disputes between the two parties. (including all obligations that both parties shall perform during and after the performance of the labor contract. )
(III) Within five days from the date of signing this agreement, Party B shall return all the property, documents and materials belonging to Party A, and handle the resignation formalities in time according to the provisions of Party A's personnel management system. If Party B fails to complete the resignation formalities within the specified time, Party B agrees that Party A has the right to temporarily postpone all expenses including Article 1 of this Agreement.
(4) Without consent, neither party shall disclose the contents of this agreement to a third party. Otherwise, the other party has the right to investigate the legal and economic liability of the secret recipe.
(V) In case of any dispute arising from the performance of this Agreement, both parties shall first settle it through friendly negotiation. If negotiation fails, it may apply to the labor administrative department where Party A is located for arbitration.
This agreement shall come into effect after being signed and sealed by both parties. The original is in triplicate, one for the employing unit, one for the employing unit and one for the employee himself, with the same legal effect.
Party A-Employer (Seal):
Party B (signature):
Party A-Employer (Seal):
ID number:
date month year
How to Write Jewelry Labor Contract (Chapter II) China has achieved great success in the past 30 years of reform and opening up. The most basic experience is ideological emancipation, and the core of ideological emancipation is to firmly establish the concept that "practice is the only criterion for testing truth". It is precisely from this concept that in the past 30 years, almost any major reform began with argumentation, with reform-summary-reform as the process, not with argumentation as the principle.
Similarly, in the construction of a society ruled by law, which is the highlight of deepening reform, we must also respect the principle of practice first and take practice as the only correct standard to test the rationality of legislation. No matter how perfect the legislative procedure is and how advanced the legislative idea is, it is difficult to judge the rationality of a law in advance. It must be tested by the complete process of rule of law such as law enforcement, judicature and trial, and the actual impact of legislation on the economy and society. Whether the purpose of promoting social and economic development in the initial legislation has been achieved will ultimately be judged by social and economic development.
Li Daokui, a professor at Tsinghua University Institute of Economics and Management, believes that it is important to discuss and judge the controversial Labor Contract Law conceptually, but it is more important to observe and summarize the problems in its implementation in time, especially to pay attention to the phenomenon that there may be more provisions than actual implementation in the grass-roots economy, and to test, modify and improve the law through practical feedback.
Three Possible Situations of Implementing the Labor Contract Law
Reporter: The Labor Contract Law passed on June 26th, 20__, came into effect on June 65438+1 October1,20__ _, and there were different opinions for a while. What do you think of this?
Li Daokui: The starting point of the new labor contract law is very clear, that is, to alleviate two prominent contradictions in China's economic development: First, the basic rights and interests of some workers have not been guaranteed, and the basic guarantee of "decent work" has not been obtained. This not only affects social harmony, but also hinders the improvement of the quality of the minority population, which weakens the driving force of China's economic development in the long run. Secondly, due to the ineffective protection of workers' rights and interests, the labor cost has been artificially depressed, which leads to the short-term and unreasonable international competitiveness of China in some labor-intensive industries. This international competitiveness is based on the premise of low wages and low labor protection, which is difficult to maintain and is also an important reason for economic imbalance.
In this context, "Labor Contract Law" triggered two diametrically opposite views. One view is that the labor contract law basically conforms to China's national conditions, can effectively protect the basic rights and interests of workers, promote the rational employment of enterprises and industrial upgrading, and improve labor production efficiency; There is also a view that the promulgation of the labor contract law is too advanced, some specific provisions are too blunt, and the protection of workers is too dead, which limits the freedom of enterprises, especially labor-intensive enterprises, to use labor reasonably, thus weakening the international competitiveness of Chinese enterprises, especially labor-intensive enterprises, and is not conducive to the smooth operation of China's economy.
Reporter: So, what impact will the implementation of the Labor Contract Law have on China's economy?
Li Daokui: It is foreseeable that there may be three consequences in the next year or two.
The first possible consequence is that the labor contract law has not only been substantially implemented, but also the consequences of law enforcement are basically consistent with the legislative objectives: it not only protects the basic rights and interests of workers, but also promotes the transformation and upgrading of enterprises and improves the balance and sustainability of China's macroeconomic operation. This is of course the best result.
The second possibility is that the Labor Contract Law only stays in the implementation of the provisions, not the substantive implementation, that is, although some important provisions have been literally implemented in reality, the employment enterprises have dissolved the actual binding force of the relevant provisions in a flexible way, so their role in the real economy is relatively limited, that is to say, the purpose and spirit of legislation have not been fully achieved.
The third possibility is that the labor contract law has been substantially implemented, but the consequences of implementation are far from the original intention of legislation. That is to say, after signing and formulating labor contracts on a large scale, it has had a great impact on a considerable number of enterprises, greatly increasing the social labor cost and reducing the competitiveness of enterprises, leading to an increase in the overall price level in China and a decline in new jobs, resulting in a relatively large-scale reduction of employees in old enterprises, which has a certain impact on the overall economic operation.
Careful study of the provisions of the Labor Contract Law, combined with the analysis of the actual operation of enterprises in China's economy, shows that of the above three situations, the first and second are most likely to occur, and the third is unlikely. In other words, the labor contract law will not cause a large-scale decline in China's economic growth. The reason should be analyzed from the essence of legal provisions and the special situation of China economy.
Summary and revision of laws
Reporter: The Labor Contract Law is more specific in many terms. Is this conducive to the substantive implementation of the new labor contract law, and the consequences of law enforcement are basically consistent with the legislative objectives?
Li Daokui: Oliver hart, a famous American economist and the founder of modern property right theory, systematically studied the basic characteristics of law from the perspective of economics. He repeatedly stressed that no legal provisions can be complete, and similarly, no contract can be complete. In other words, any legal provisions will leave the possibility and flexibility of bargaining in the process of execution afterwards, so the actual control right is often more important than the written contract terms. Although the Labor Contract Law is more specific in many terms, especially compared with other laws in China, such as the Law on the Promotion of Small and Medium-sized Enterprises, it still leaves a lot of room for the freedom of concrete implementation.
Take the "non-fixed-term labor contract" which has attracted much attention in this law as an example. It is generally understood that enterprises must sign such contracts for employees under certain conditions, and once such contracts are signed, enterprises cannot dismiss employees. After careful study, it is not difficult to find that "Labor Contract Law" actually gives some conditions for enterprises to dismiss employees without fixed term, including employees' incompetence in their current jobs and business changes in enterprises.
For another example, the law does not make specific provisions for labor dispatch companies, which leaves room for flexible employment for some labor-intensive enterprises. Such enterprises can sign employment contracts with labor dispatch enterprises; Labor dispatch enterprises can sign discontinuous short-term contracts for less than two years, and can also pay local minimum wages to workers who have been employed for more than two years. In fact, the labor dispatch company may act as a bridge between the final employment enterprise and the welfare relief department of the local government: the workers who have jobs get the wages and benefits of the enterprise, and the workers who have no jobs for the time being (the families of such workers are the minimum living allowances) get the minimum wage of the labor dispatch company. In order to promote local economic development and reduce the labor cost of local enterprises, the local government is likely to subsidize labor dispatch companies, and at the same time, it has also completed the relief work for local low-income families.
It is particularly noteworthy that the "Labor Contract Law" has neither possibility nor specific provisions on the remuneration of employees, but only puts forward the principle of collective negotiation or equal pay for equal work, leaving flexibility for the specific operation of enterprises. For example, for employees without fixed-term contracts, enterprises can sign contracts with relatively low fixed wages, and most of the employment remuneration appears in the form of bonuses; When the enterprise is poorly managed, the bonus can be greatly reduced, which solves the high cost brought by fixed-term contracts, and of course it will not play a role in protecting the rights and interests of workers.
Most importantly, the Labor Contract Law stipulates that local governments at the county level are responsible for the implementation, supervision and management of the labor contract system. According to Oliver hart's property right theory, local government is the owner of ultimate control or residual control. Due to the above reasons, the labor contract is inevitably incomplete, which means that the owner of the ultimate control right or residual control right plays a great role. So, what are the interests and interests of local governments? Obviously, it is still to attract investment and develop the economy. In this case, its bias will be very obvious.
In short, the implementation of the Labor Contract Law is unlikely to have a huge negative impact on China's economy as predicted by many analysts, because it is easy to implement the terms in practice rather than substantive implementation.
Reporter: What should we do if there is a relatively large-scale implementation of the terms rather than substantive implementation?
Li Daokui: A common countermeasure is to strengthen law enforcement and invest more publicity and administrative resources to promote the implementation of this law. Such countermeasures are not necessarily the most reasonable, because we must see the deep-seated reasons behind the non-substantive implementation. It must be that the implementation of the law contains huge social costs, and local governments, enterprises and employees are unwilling to share such social costs, preferring to take the relatively low-cost way of non-substantive implementation as the best countermeasures.
If there is a relatively large-scale non-substantive implementation, we should conscientiously sum up the feasibility and rationality of legal provisions in implementation with an attitude of respecting law enforcement practice. Professor Li Shuguang, a famous jurist, recently pointed out that the criticism of law by practice must be respected. On the basis of summing up the practice, solicit opinions extensively, and seriously revise the relevant provisions to make them more operable and better realize the fundamental goal of legislation.
China is moving towards the rule of law, which is the destination of economic system reform. The process of building a society ruled by law cannot be smooth sailing, nor can it be perfectly designed. Any law has its important realistic background, and it can't be perfect. Instead of judging a new law conceptually, we should respect legislation in the spirit of the rule of law, and constantly observe and summarize the possible problems in the process of law implementation, especially the possible distortions in the process of grassroots economic law enforcement. Through the feedback and accumulation of practice, practice can judge the rationality of legislation and form the material for amending laws, so as to amend relevant laws and realize the highest mission of promoting economic development and social harmony through legislation. Perhaps this should be our rational attitude towards the labor contract law.
How to write the jewelry labor contract (Chapter III) (1), and the name, domicile, legal representative or principal responsible person of the employer;
(2) The name and address of the laborer and the number of the resident identity card or other valid certificate;
(3) The term of the labor contract;
(four), work content and work place;
(5), working hours and rest and vacation;
(6) Labor remuneration;
(7) Social insurance;
(eight), labor protection, working conditions and occupational hazard protection;
(nine) other matters that should be included in the labor contract as stipulated by laws and regulations.
(10) Conditions for termination of the labor contract
Jewelry Labor Contract (Part IV) How to Write by the Employer (hereinafter referred to as Party A)
Name: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Company address: _ _ _ _ _ _ _ _ _ _ _
Tel: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Company nature: _ _ _ _ _ _ _ Limited liability company
Legal representative (principal responsible person): _ _ _ _ _ _
Name of the laborer (hereinafter referred to as Party B): _ _ _ _ _ _ _ _
Home permanent address or mailing address: _ _ _ _ _ _ _
Location of registered permanent residence: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Resident ID number: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Printed by Pingyang County Labor and Social Security Bureau
Description:
1. This contract shall not be copied, and can only be filled in blue and black ink;
2. The signing, initialling or alteration of this contract is invalid;
3. This contract is printed on both sides of A3 paper, and the binding needs to be stamped with a riding seal;
4. This contract is made in duplicate, with each party holding one copy.
Party A and Party B enter into this Labor Contract on the basis of legality, fairness, equality, voluntariness, consensus, honesty and trustworthiness in accordance with People's Republic of China (PRC) Labor Law, People's Republic of China (PRC) Labor Contract Law and other laws, regulations and rules, and jointly abide by the terms listed in this Contract.
I. Term of the Contract
Article 1 Party A and Party B choose the following methods to determine the term of this contract:
(1) Fixed term: the probation period is _ _ _ _ _ _ _ _ months from _ _ _ _ _ _ _ _ _, that is, the probation period starts from _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
(2) No fixed term: from _ _ _ _ _.
(3) The deadline is to complete certain tasks. Starting from _ _ _ _ _ _ _ _
Second, the work content and work place
Article 2 According to Party A's work needs, Party B agrees that Party A will arrange to work in Cangnan County.
Work in _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _. This post (type of work) _ _ _ _ _ _ (with or without) is exposed to dust or radioactive substances and other toxic and harmful substances, and _ _ _ _ _ _ _ (with or without) may cause occupational hazards.
Article 3 Party B shall, according to the requirements of Party A, complete the specified quantity of work on time and reach the specified quality standards.
Article 4 During the working period, Party B must conscientiously implement the operating rules, abide by the regulations on equipment, technology, safety and hygiene, and abide by professional ethics.
Article 5 Party B must actively participate in business knowledge learning and technical operation training organized by Party A to improve business quality and operation skills.
Three. Labor protection and working conditions
Article 6 Party A shall provide Party B with workplace, production equipment and tools, study conditions and skills training.
Article 7 Party A shall provide Party B with labor safety and health facilities and conditions that meet the national regulations.
Article 8 Party A shall provide Party B with labor protection articles according to the regulations of the state and enterprises, and guarantee Party B's labor protection treatment.
Four. Labor remuneration and welfare benefits
Article 9 The salary of Party B during the probation period is _ _ _ _ _ _ _ _ _ _ yuan/month.
Article 10 After the probation period of Party B expires, Party A determines that Party B will implement the following salary forms according to the salary system of this unit:
(1) hourly wage. The wage agreement of Party B is _ _ _ _ months. During the performance of the Contract, the salary adjustment of Party B shall be determined according to the salary distribution system of Party A; If Party B's post changes, it shall be determined according to the new salary standard.
(2) Piece rate. Party A shall formulate scientific and reasonable labor quota standards, and Party B's labor quota and piece rate shall be adjusted by Party A according to the actual production process. After the probation period expires, the employee's salary is calculated according to the monthly guaranteed salary+overtime salary+over-production award+quality award+attendance award, etc. , and in accordance with the relevant rules and regulations of the company, the minimum wage shall not be less than RMB/month. (Note: Employees who take one day off every month will not receive attendance bonus, and those who take more than one day off will not receive attendance bonus).
Article 11 Party A shall pay various statutory allowances, subsidies and overtime wages to Party B on a monthly basis according to the relevant regulations of the state and enterprises.
Article 12 Party A shall, according to the national laws and the regulations of this enterprise, ensure that Party B enjoys the benefits of industrial injury insurance and maternity insurance from the date of employment. Since part of the basic old-age insurance, basic medical insurance and unemployment insurance premium should be paid by employees, if Party B still refuses to participate in the three insurances of old-age insurance, medical insurance and unemployment after being explained by Party A, and promises to give up in writing, Party A will no longer pay the three insurances of old-age insurance, medical insurance and unemployment insurance for Party B, and Party B shall not propose to terminate the labor contract and claim any rights from Party A on this ground.
Article 13 The treatment of Party B's illness or non-work-related injury shall be implemented in accordance with the relevant policies and regulations of the State and Zhejiang Province.
Article 14 Party B's work-related injury treatment shall be implemented in accordance with the relevant provisions of the Regulations on Work-related Injury Insurance of the State Council and the Regulations on Work-related Injury Insurance of Zhejiang Province.
Article 15 The treatment of Party B during pregnancy, childbirth and lactation shall be implemented in accordance with the relevant maternity insurance policies and regulations of the State and Zhejiang Province.
Article 16 After working for one year, Party B can enjoy the year-end bonus, annual leave allowance, travel, reimbursement of return air tickets for the Spring Festival, free work clothes and other welfare benefits.
Article 17 Party A shall provide Party B with the following welfare benefits:
1. If Party B is newly married in that year (with a marriage certificate), it can enjoy relevant marriage leave.
2. If Party B's immediate family members (parents, spouses and children) die, they can enjoy relevant funeral leave with valid certificates.
3. If Party B works for Party A in summer (June, July, August and September in Gregorian calendar), Party B shall enjoy a one-time heatstroke prevention and cooling subsidy issued by Party A according to relevant regulations.
Verb (abbreviation for verb) rules and regulations
Article 18 All rules and regulations formulated by Party A according to law shall be publicized to Party B. ..
Article 19 Party B shall strictly abide by the rules and regulations formulated by Party A according to law, complete labor tasks, improve professional skills, implement labor safety and health regulations, and observe labor discipline and professional ethics.
Alteration, rescission, termination and renewal of an intransitive verb labor contract
Article 20 If the objective circumstances on which this contract was concluded have changed greatly, which makes this contract impossible to perform, the relevant contents of this contract can be changed through consultation between Party A and Party B. ..
Article 21 The Contract may be dissolved through negotiation between Party A and Party B. ..
Article 22 According to Article 39 of the Labor Contract Law, Party A may terminate Party B's labor contract at any time. According to Article 38 of the Labor Contract Law, Party B may notify Party A to terminate this contract at any time.
Article 23 According to Article 40 of the Labor Contract Law, Party A may terminate Party B's labor contract, but it shall notify Party B in writing 30 days in advance or pay Party B an extra month's salary, which shall not violate the provisions of Article 42 of the Labor Contract Law. When Party B terminates the Labor Contract, it shall submit a resignation application form to Party A 30 days in advance (probation period is 3 days).
Article 24 According to Article 4 1 of the Labor Contract Law, Party A may terminate this contract due to economic layoffs, but it shall not violate Article 42 of the Labor Contract Law.
Article 25 The labor contract shall be terminated upon the expiration of this contract. Party A and Party B can renew the Labor Contract through negotiation. If Party B meets the conditions for concluding an open-ended labor contract, Party A shall conclude an open-ended labor contract with Party B, unless Party B expressly expresses in writing that it is unwilling to conclude an open-ended labor contract.
Article 26 Upon the expiration of this contract, if Party B has one of the circumstances stipulated in Article 42 of the Labor Contract Law, this contract will continue to be performed until the corresponding circumstances disappear.
Article 27 If an open-ended labor contract is concluded and the circumstances specified in Article 44 of the Labor Contract Law occur, this contract shall be terminated.
Seven. Economic compensation and compensation
Article 28 Where Party A dissolves Party B's labor contract according to Article 46 of the Labor Contract Law, it shall pay economic compensation to Party B according to Article 47 of the Labor Contract Law and relevant regulations of Zhejiang Province.
Article 29 If Party B terminates the contract in violation of regulations and causes losses to Party A, Party B shall compensate Party A for the following losses:
1. Training fees and recruitment fees paid by Party A;
2. Direct and indirect economic losses caused to production, operation and work;
3. Other compensation expenses agreed in this contract.
Eight. Handling of labor disputes
Article 30 In case of any labor dispute arising from the performance of this contract, both parties may apply for mediation, labor arbitration or bring a lawsuit according to law, or settle it through consultation.
Nine. others
Article 31 Matters not covered in this contract can be settled by both parties through consultation. During the contract period, if the terms of this contract conflict with national laws and regulations, the relevant terms shall be abolished and implemented in accordance with national laws and regulations.
Article 32 Where Party B uses Party A's business secrets to cause damage to Party A or Party B violates this contract, Party A claims that all expenses incurred by its legitimate rights and interests shall be borne by Party B. ..
Article 33 This contract is made in duplicate, with each party holding one copy. It will take effect after both parties sign (seal).
Article 34 Party B determines the following address
Delivery address bar for documents and instruments related to labor relations management. If the address changes, Party B shall notify Party A in writing.
Party A (seal) _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Legal representative (principal responsible person) (signature): _ _ _ _ _ _
_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Party B (signature): _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Or entrusted agent (signature) _ _ _ _ _ _ _ _ _ _ _
_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
The laborer's contract text has been signed: _ _ _ _ _ _ _ _ _ _ _ _
_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
How to Write Jewelry Labor Contract (Chapter 5) The signing, renewal and termination process of employee labor contract.
Work and work are in the same book.
Number:
Party A (employing unit) and Party B (laborer)
Organization name
Economic nature
Legal representative (or principal responsible person)
address
postcode
Party A (seal)
Date, month, surname, name, gender ID number, postal code of province (city), district (county) street (township) where the household registration is located, postal code (signature) of Party B's actual home address, date, month and year.
In accordance with the Labor Contract Law of People's Republic of China (PRC) and other laws, administrative regulations, administrative rules and relevant policies of the local labor administrative department, Party A and Party B sign this Labor Contract on the principle of equality, voluntariness and consensus, and abide by it jointly.
I. Term of Labor Contract
1. There is a fixed term: from MM DD YY to MM DD YY.
2. No fixed term: from the date of, to the termination conditions of the labor contract agreed by both parties.
3. The deadline is to complete a certain task: from the date of the month to the date of the month.
The probation period begins on the day of the month and ends on the day of the month.
Second, the work content and work place
1. According to Party A's production needs and Party B's working ability, Party B agrees to take up the post (type of work).
2. Party B's work labor and requirements are as follows
3. Party A may adjust Party B's post, work place and work content due to work needs, changes in Party B's work ability or production and operation. If Party B thinks that the work is not suitable for Party A's adjustment, it may apply for re-adjustment or propose to terminate the labor contract .. If Party B is still unwilling to take up a new job after the adjustment with Party A's consent, or Party B is not qualified for the new job after training before taking up the post, both parties have the right to terminate the labor contract.
4. Without Party A's prior written consent, Party B shall not be directly or indirectly employed by others full-time or part-time or engage in the same or similar work as Party A's business, or engage in activities unrelated to the company's operation during Party A's work. If Party B engages in the above activities without authorization, Party A has the right to terminate this contract.
Third, working hours and rest and vacation.
1. Party B implements the working hour system.
2. Party A shall implement the rest and vacation measures stipulated by law.
3. Due to the needs of production and operation, Party A may extend the working hours according to law after consultation with the trade union or other circumstances stipulated by laws and administrative regulations.
4. If Party A really arranges Party B to extend the working hours due to the needs of production and operation, or arranges Party B to work on rest days but cannot arrange compensatory holidays, or arranges Party B to work on statutory holidays, it shall pay corresponding wages and remuneration according to law.
Fourth, labor remuneration.
1. Party A independently determines the salary composition and salary level according to the principle of distribution according to work, relevant national regulations and Party A's rules and regulations, combined with the actual situation of the enterprise.
2. Party A decides to implement the salary system for Party B according to the production and operation characteristics of Party B.. Party B's salary standard shall be implemented according to Party A's salary system.
3. Party A shall pay Party B monthly salary in cash.
4. When adjusting the company's salary level or salary system, Party A can adjust Party B's salary according to the company's performance, market situation and Party B's work performance and ability.
5. Party A shall pay overtime pay according to Party B's daily/hourly basic salary.
6. During Party B's statutory holidays, wedding, funeral and festive days and national holidays, Party A shall pay wages according to law.
Verb (abbreviation of verb) labor protection and working conditions
1. Party A and Party B shall implement the national labor safety and health laws, regulations, rules and standards, and Party A shall provide Party B with labor safety and health education to reduce occupational hazards. Party B accepts Party A's safety education, and both parties have the obligation to prevent accidents.
2. Party A shall provide Party B with labor safety and health conditions and necessary labor safety protection articles in line with national regulations, and strive to improve working conditions.
3. Party B shall strictly abide by the safety operation rules during the labor process. Party A has the right to refuse to carry out any illegal command or forced risky operation; Have the right to criticize, report and accuse acts that endanger life safety and health.
4. If Party B violates the safety operation rules and labor discipline in the process of labor, it shall bear the corresponding adverse consequences according to its fault and the provisions of relevant rules and regulations or documents, and shall be liable for compensation according to the provisions of the company.
Intransitive verb social insurance and welfare
1. Party A and Party B must implement the national regulations on social insurance and welfare.
2. Party A strives to create conditions, improve collective welfare and improve the welfare treatment of Party B. ..
Seven, labor discipline
1. Party A has the right to establish and improve the company's labor discipline system and other rules and regulations according to the needs of production and operation.
2. Party A and Party B shall strictly abide by laws and regulations and rules and regulations formulated by Party A according to law (such as employee rewards and punishments, labor discipline, keeping business secrets, performance appraisal and other rules and regulations).
3. Party A has the right to reward and punish Party B according to laws, regulations and rules and regulations formulated by Party A until the labor relationship is terminated or dissolved.
Eight. termination of labor contract
1. The labor contract shall be terminated under any of the following circumstances:
(1), the qualification of the parties to the labor contract disappears;
② Party B reaches the legal or early retirement age, or goes abroad, studies full-time or joins the army in his own name; ③ The term of the labor contract expires;
(4) Party A lays off staff due to asset reorganization, business reorganization, production change, major technological innovation, adjustment of operation mode and other reasons, or fails to achieve business objectives for two consecutive years, or suffers losses for two consecutive years. , and Party B is included in the scope of layoffs;
⑤ Labor relations are dissolved or terminated according to law (including resignation, resignation and dismissal, etc.). );
⑥ Other circumstances stipulated by laws, regulations and company rules and regulations.
2. If the labor contract is terminated due to items ①, ② and ③ of the preceding paragraph, it will be automatically terminated when the corresponding legal facts appear. If it is terminated due to the reasons mentioned in Items ④, ⑤ and ⑤ of the preceding paragraph, it shall be terminated when the corresponding legal documents come into effect.
3. After the termination of the labor contract, the formalities shall be handled according to Paragraph 7 of Article 9 of this contract.
Nine. Alteration or rescission of the labor contract
1. During the validity of this Labor Contract, Party A and Party B may change some terms of the Labor Contract on the basis of equality, voluntariness and consensus. Where the Labor Contract needs to be renewed upon expiration, Party B shall handle it within 15 days before expiration.
2. The Labor Contract can be dissolved through negotiation between Party A and Party B. ..
3. If Party B has any of the following circumstances, Party A may dissolve the labor contract (or labor relationship):
(1) Party B is proved to be ineligible for employment during the probation period;
② Failing to sign (renew) the labor contract within the specified time;
(3) Party B seriously violates the relevant state regulations and Party A's rules and regulations, and meets the conditions for dissolving the labor contract; (4) Party B seriously neglects his duty and engages in malpractices for selfish ends, thus causing great damage to the interests of Party A.