The Regulations of Hebei Province on Trade Union’s Supervision on Labor Laws has come into effect by December 2018, which provides more detailed guideline for trade unions at all levels to better supervise the employer’s compliance with labor laws and regulations
The Court of First Instance the appellate Court both upheld that the individuals’ status as university student will not necessarily render their relationship with the company to be deemed as non-employment. It is ruled that the Company established employment with the Employee before graduation from university
The Shenzhen Municipal Human Resources and Social Security formulated the Measures for Disclosure of Information on Labor Security Violations that Has Come into Effect as of December 1, 2018
Beijing’s First Intermediate People’s Court held that the Company shall compensate the Employee for its failure to fulfill the commitment to arrange the Beijing Household Registration for migrant Employee.
The Ministry of Human Resources and Social Security Solicits Opinions from the Public for the Interim Measures for Hong Kong, Macao and Taiwan Residents to Join the Social Insurance Scheme in Mainland China
The Employee filed a lawsuit against the Company to claim payment of compensation for performance of non-competition obligation. Through the judicial process, the Court eventually ruled that the Company shall compensate the Employee for performance of non-competition.
Shanghai Municipal Human Resources and Social Security Bureau and Shanghai Municipal Development and Reform Commission jointly released the Measures on Management of the Information in relation to Dishonesty in Social Insurance Contribution.
The Court Held that the Employee Shall Still Refund the Housing Subsidy back to the Company even where the Company’s Termination Decision on the Employee Has been Ruled as Wrongful.
The General Office of the Central Committee of the CCP and the State Council decided that the Social Insurance Contribution will start to be collected by the Tax Authorities
The Court held that the Employee Handbook released at the employer’s Intranet and open for opinion shall be deemed as sufficient fulfillment of soliciting employees’ opinions