劳动争议的化解与防范(国外英语资料).docVIP

劳动争议的化解与防范(国外英文资料) This article comes to the lecture of the human resources law workshop in wuhan, because it is more content, and it is easier to read, and it is to be sorted out three times. ndash; ndash; ndash; The authors note Since the law of labor contract was promulgated, the situation of labor in our country has been undergoing profound changes, and the labor dispute has also presented new features. In the new situation, how to do the work of the prevention and control of labor disputes is a problem that should not be ignored by all the employers. Below, I take a lawyers perspective, from the perspective of human resource management, to discuss personal views. The major structure of the labor dispute. ndash; Employers cannot but understand the status quo Statistics show that Chinas Labour disputes are basically by administrative organs and the referee organs (including the labor arbitration and court), the general opening, the administrative authority (sixty percent), the referees forty percent. In the analysis of the labor disputes resolved by the judges, the labor dispute in China has four notable characteristics: the number of labor disputes has increased greatly. Court statistics are increasing by 25% every year in proportion, we know that the labor arbitration department has melted part in advance, in terms of actual number, growth should be more than the statistics of the court. More than 95 percent of labor disputes are filed by workers. Third, the proportion of workers success is very high. Labor arbitration department statistics data is 90% win rate, the court win rate 86.7%. Four is labor dispute involving more and more big, the unit pay more and more. In 2009, the court system of statistical amount alone reached more than 50, 09 units to pay damages or other compensation of up to 3.5 billion yuan, the author of a consultant unit, a small training institutions, because of Labour disputes, the short time more than a year after the founding is c