WEEK 2 LABOUR LAW 2010

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劳动法案例分析

劳动法案例分析【篇一：劳动法案例分析】根据《劳动法》和《劳动合同法》等相关法律法规的规定，用人单位与劳动者应当按照劳动合同的约定，全面履行各自的义务。

用人单位应当按照劳动合同约定和国家规定，向劳动者及时足额支付劳动报酬。

【篇二：劳动法案例分析】劳动法(labour law)，是调整劳动关系以及与劳动关系密切联系的社会关系的法律规范总称。

它是资本主义发展到一定阶段而产生的法律部门;它是从民法中分离出来的法律部门;是一种独立的法律部门。

这些法律条文规管工会、雇主及雇员的关系，并保障各方面的权利及义务。

案例一公司关闭门店，直接与员工解除劳动合同违法案情简介：职工于2011年12月11日到公司天津分公司处工作。

双方于2012年1月26日签订劳动合同，劳动合同期限为2012年1月26日至2015年1月25日。

其中试用期为3个月，试用期满后每月工资2600元。

后因公司计划关闭职工所在店面，故与职工协商将其调动至天津另一门店工作。

双方就此未能达成一致。

2013年7月4日，公司书面通知职工解除劳动合同。

现双方均认可双方于2013年7月4日解除劳动合同，职工在劳动合同解除前十二个月的平均工资为2600元。

职工申请仲裁，仲裁委裁决公司支付违法解除劳动合同赔偿金10400元，出具解除劳动合同证明书并转移保险关系。

公司不服仲裁裁决的支付赔偿金的裁决，起诉要求，不予支付解除劳动合同赔偿金。

案例二员工因个人原因提出辞职，公司不必支付经济补偿金案情简介：职工于2010年8月25日到公司工作，为喷砂操作工岗位，双方签订书面劳动合同的期限为2010年8月25日至2011年8月24日，后劳动合同期限续订至2014年8月24日。

职工称，其入职时公司未告知岗位系有毒有害的工作，在签订劳动合同中也没有注明，同时在上岗前及上岗后公司也未对其进行职业健康检查，在日常工作中公司也未提供任何防护措施。

在2013年11月7日，职工因琐事与同事发生口角，后公司要求职工写下因个人原因辞职，但此内容并非职工真实意思表示，系公司违法解除劳动合同。

波士顿法律语录(第二季)

波士顿法律语录（第二季）王荣洲律师波士顿法律是目前为止美国最经典的律师剧。

下面是由王荣洲律师整理的波士顿法律第二季的部分经典语录及相关感想：1. Kelly：你知道我是清白的，所以你在法庭上竭尽全力为我辩护。

Alan：别傻了，我是一个不折不扣的唯利是图分子。

只要你出每小时500美金，我就是你的。

就这么简单。

（当事人觉得律师在法庭上那么慷慨激昂的为他们辩护，是因为律师认为他们是无辜的。

那你就错了，而且错的很彻底。

他们是为钱在服务，对他们来说最重要的是佣金。

他们并不关心你是有罪，还是无罪，他们并不关心正义。

退一步讲，即使律师认为人人都需要正义，但正义也不能免费实现。

）2. Denise：我是不喜欢认输的。

男人通常都会把一个正在伤心中的女人当做一个进攻的好目标。

（女人很强势，得到了自己，失去了男人；女人很哲学，体悟了人生，也失去了男人。

）3. Alan：我没有说服这个法官，也许你该考虑换个律师。

4. Denny：这可是梦想中的案子啊，不是吗？高度关注、有争议性、十分重要的结案陈词、无罪释放、和当事人上床，全部要素齐备。

（相对于正义，律师更关心自己的知名度，以及因此而带来的money。

）5. Denny：你说她知道我想和她上床吗？Alan：他大概认为所有的男人都想吧，也许还包括部分女人。

6. Tara的前男友：Tara说了很多关于你的事。

Alan：真的，她可是处心积虑的不让我知道你的事。

（Alan这种回答问题的机谨和幽默！）7. Alan:我就要在一个星期内同时输掉我女人和案子。

Denny：你还没有输掉案子。

Alan：你听到Kelly在庭上的证词了。

她除了有罪，陪审团还会怎么想？Denny：你所需要的只是合理的怀疑。

在我年轻的时候，当我要输掉案子的时候，我在做结案陈词的时候就会一直说下去，直到我肯定能赢，我才会停下来。

（Alan这样绝顶聪明又极度自负的人，也会有不知所措的时候。

这时候他会寻求Denny的帮助，希望从他那里得到启发。

《中欧全面投资协定》软性劳工条款的风险及应对——以欧韩FTA_争端案为视角

《中欧全面投资协定》软性劳工条款的风险及应对——以欧韩ＦＴＡ争端案为视角班小辉（武汉大学，湖北武汉 430072）摘要：从《欧韩自由贸易协定》到《中欧全面投资协定》，欧盟将劳工条款纳入可持续发展章节，以相对软性机制促进缔约国对劳工标准的遵守，但该模式一直被批评实效甚微。

为此，欧盟意欲加强条款的执行力度，发起了欧韩劳工条款争端案，并首次启动专家组程序。

该案明确了国际劳工组织核心公约争议可纳入专家组受案范围，强化了核心劳工标准的义务性约束，并推动韩国修改国内立法和批准国际劳工组织相关核心公约。

为了应对《中欧全面投资协定》生效后的劳工条款争端风险，中国应当加快修改立法和实践中与国际劳工组织核心公约明显不符之处，推动相关核心公约的批准进程，加大对国际劳工法律人才的选拔与培养，并重视发挥“法庭之友”的作用。

关键词：《中欧全面投资协定》；欧盟；可持续发展；劳工条款；韩国中图分类号：F744 文献标识码：A文章编号：1006-1894（2024）02-0100-112020年12月30日，中国和欧盟领导人共同宣布完成了《中欧全面投资协定》（China-EU Comprehensive Agreement on Investment，CAI）的谈判。

CAI在环境、劳工、国有企业、技术转让等方面体现了国际经贸规则的最新趋势，也反映中国持续和全面深化改革的坚定决心（邹磊和王优酉，2021）。

在CAI中，有关劳工条款的设置延续了欧盟自由贸易协定（FTA）中“贸易与可持续发展”（TSD）模式，将劳工保护作为实现国际投资可持续发展战略的组成部分。

2021年1月，欧盟与韩国FTA劳工条款争端案结束，韩国被认定未能遵守国际劳工组织（ILO）关于自由结社权的规定，违反了其在FTA中所做的承诺。

专家组通过对劳工条款的解读与适用，进一步明确ILO核心公约的约束性，凸显欧盟意欲加强其劳工条款执行力度的趋势，对未来CAI劳工条款的执行具有重要意义。

labor law

中华人民共和国劳动法Labour Law of the People’s Republic of China（１９９４年７月５日第八届全国人民代表大会常务委员会第八次会议通过）(Adopted at the Eighth Meeting of the Standing Committee of the Eighth National People’s Congress on July 5, 1994, promulgated by Order No.28 of the President of the People’s Republic of China and effective as of January 1, 1995)目录Contents第一章总则Chapter 1 General Provisions第二章促进就业Chapter II Promotion of Employment第三章劳动合同和集体合同Chapter III Labour Contracts and Collective Contracts第四章工作时间和休息休假Chapter IV Working Hours, Rest and Vacations第五章工资Chapter V Wages第六章劳动安全卫生Chapter VI Occupational Safety and Health第七章女职工和未成年工特殊保护Chapter VII Special Protection for Female and Juvenile Workers 第八章职业培训Chapter VIII Vocational Training第九章社会保险和福利Chapter IX Social Insurance and Welfare第十章劳动争议Chapter X Labour Disputes第十一章监督检查Chapter XI Supervision and Inspection第十二章法律责任Chapter XII Legal Responsibility第十三章附则Chapter XIII Supplementary Provisions第一章总则Chapter 1 General Provisions第一条为了保护劳动者的合法权益，调整劳动关系，建立和维护适应社会主义市场经济的劳动制度，促进经济发展和社会进步，根据宪法，制定本法。

劳动法6及答案(Labourlaw6andanswers).doc

劳动法 6 及答案(Labour law 6 and answers)The labor law 6 and answer. Txt there is no one like me in time to hear some songs suddenly thought of his own past if I can return to the past, I will choose not to know you. I did not regret it, I can't live without you. The questions and answers to the labor law in April 2002Labor LawCourse Code: 00167The first part choiceA single choice (the title of 20 items, each item of 1 points, a total of 20 points) in four options for each item listed in only one option is in line with the requirements of the subject, please put the correct option before the letters in brackets after the title.The following 1. subjects of rights applicable to the ，z labor law〃(a)A. state organs of civil servantsB. large-scale enterprises, the state audit CommissionerC. computer hardware assembly member of theD. family nanny2. special employment groups (including staff)A. B. disabled womenC. minorD. of minority ethnic groupsThe 3. International Labour Organization was formally established (in)A.1900 yearsB.1906 yearsC.1918 yearsD.1919 years4.of China，s labor law" takes effect (time)A. 1995 January 1stB. 1994 July 5thC.1994 January 1stD. 1995 July 5th5.the provisions of the labor law”, the employer arrange overtime workers shall not exceed (monthly)A.10 hoursB.24 hoursC.36 hoursD.48 hours6.the following persons can not be implemented in accordance with the law comprehensive calculation of working system (is)Taxi driver B. A. outworkerSoftware design of C. computer company personnel D. railway inspection workers7.''national holidays and festivals'7 (Revised)A.1994 yearsB.1995 yearsC.1998 yearsD.1999 yearsThe 8. retired cadres pay wages (original)A.120%B. 100%C. 95%D. 90%9.the employer no arrears of wages of workers, in addition to pay full wages of workers within the stipulated time, should also increase the economic compensation equal to a certain percentage of wages, the ratio of (a)A.10%B. 20%C. 25%D. 50%10.Hengda company workers Liu Lu work during the spring festival. According to the labor law, the company shall pay the wages of not less than the original ()A. 150%B. 200%C. 300%D. 100%11.because of work disability according to the disability degree is different, divided into ()The A. 4 B. 5 class C. 8 D. 10 class12.in accordance with the system report of casualties in China, what is the accident, the competent department in conjunction with the labor department, public security department and the trade union formed an investigation group ()A. B. C. D. injured injured death casualties13.female workers gave birth to twins, the maternity leave shall not be less than ()A.75B.90 daysC.105 daysD.120 days14.technical school training goal is ()A. junior technical workersB. medium skilled workersC. senior technical workersD. engineering and technical personnelThe 15. is provided for the treatment of retired veteran cadres in revolutionary work left to rest treatment, the night can enjoy the treatment time is ()A.1938 years of work in the year September 1stB.1945 year in August 14th to participate in the work of the formerC. 1949 years of work in the year September 30thD. 1949 year in October 1st to participate in the work of the formerSixteen''Enterprise staff rewards and punishment” (April 12, 1982) the release authority is ()A. B. of the National People，s Congress Standing Committee of the NPC CommitteeC. D. State Council of the State Economic and Trade CommissionThe following 17. cases belong to the administrative sanction is 0A. fineB.C. stop wages criminal sanctions fromD.18.of China，s，z labor law" provisions of the labor dispute party-prosecution within the statutory time limit and fails to performthe arbitral award, the other party may apply ()A. labor dispute mediation commission to enforce the labor dispute arbitration commission to enforceB.C. D. the people，s court for enforcement of the laboradministrative department of enforcement19.local unions ()A. B. has the qualification of independent legal personqualification of enterprise legal personC. D. has the legal person status of a social group by the local government leadership20.according to the labor law〃 and labor supervision regulations", the administrative department of labor (set)A. labor inspection agenciesB. labor inspection agenciesC. D. labor labor inspection agency prosecutorsTwo, multiple-choice questions (the big topic 10 items, each itemof 2 points, a total of 20 points) in four options for each item listed in the two to four options is in line with the requirementsof the subject, please put the correct option before the letters in brackets after the title. Multiselect, choose less, no wrong points.21.determining and adjusting the minimum wage standards should be comprehensive factors (Reference)A. the worker himself and the average population of the lowest maintenance cost of livingThe average wage level of social B.C. labor productivityDifferent levels of economic development between regions D.22.children under the age of 16 recruits including the employer 0The A. unit of B. sports units C. special process unit D. Arsenal23.in accordance with the term of the labor contract, the labor contract can be divided into ()A. has a fixed term labor contract without a fixed deadline labor contractB.C. long term labor contractD. to complete the work for the duration of the labor contract24.the provisions of the z，labor law〃，one of the following circumstances, the employer may terminate the labor contractA.is being investigated for criminal responsibility according to lawB.is proved to be unqualified during the probationary periodC.serious violations of labor discipline or the rules andregulations of the employerD.is a serious dereliction of duty, caused serious damage to the interests of the employer25.according to China，s labor law〃 provisions, one of the following circumstances, the enterprises to extend the working hours of employees is not restricted, in particular ()A.enterprises in order to emergency needs of production and operation, agreed in consultation with the staffB.the occurrence of major accidents, threatening the life and health of workers, emergency treatmentC.transport failure, must be timely repairThe earthquake emergency rescue D.The development of China，s 26.1956 years of labor protection law three rules (for)A. "plant health and safety regulations"B. ''construction and installation engineering safety technical regulations^C. "workers and staff casualty report procedures in the"D. "boiler and pressure vessel accident reporting procedures”27.protection of changes in women，s physiological function in the process (including)A. B. C. perinatal pregnancy protection protection periodprotection D. protection28.female employees maternity expenses, pay by birth insurance fund (have)A. inspection feesB. delivery feesC. surgeryD. medical expensesThe difference between the 29. social insurance and commercial insurance (have)A. is a range of different properties of different insurance objectB.C. insurance fund collection andD. insurance relationship of the parties in different ways in different30.of China，s labor dispute settlement,We should follow the following principles: (a)A. focuses on the mediation, the timely processing of theprinciple of B. treatment principle according to lawC. D. three party principle justice principleThe second part of the non choiceThree, (the title glossary 4 items, each item of 3 points, a total of 12 points)bor legal relation subject: refers to the realization of social labor process in accordance with the labor law to enjoy the rights and obligations of the parties.32.working days: refers to the legal provisions in the general case of a unified work time. Our current work 8 hours a day a week does not work more than 40 hours of standard working hours.33.invalid labor contract: refers to the parties in violation of the law, a labor contract has no legal effect. It is from the time of its conclusion, it is not legally binding.34.social insurance: refers to workers because of age, injury, disability, birth and death caused by disability or loss of occupation circumstances lead to economic difficulties and get compensation and material assistance from the state and social security system.Four, short answer questions (the big topic 3 items, each item of 5 points, a total of 15 points)What are the characteristics of the 35. International Labour Organization and the main institutions?Answer:. Characteristics of the international labor organization is the three party organization principle. The International Labour Organization and meeting, delegations from the government, employers and workers must be composed of representatives of the three parties, to participate in the discussion and vote.Two, the organization of the International Labour Organization, there are three main:(1)the International Labour conference is the highest authority;(2)the Council is the executive body;(3)is the permanent secretariat of the international labour office.In addition, the International Labour Organization also has many industries and specialized, Regional Committee36. what is the labor contract? What are the characteristics?.answer: labor contract or labor contract, is refers to between the workers and employers to establish labor relations, rights and obligations of both parties according to the negotiated agreement. There are five characteristics:(1)subject specific labor contract;(2)the unity and the corresponding contents of the labor contract with the labor rights and obligations:(3)the labor contract with a single object, namely labor behavior;(4)the labor contract has promised compensation andcharacteristics of bilateral contracts:(5)the material interests of the labor contract often involvesthird people.What are the 37. types of China，s current occupation skills assessment?Answer:. The current type of occupation skill examination, according to the purpose and content of assessment is different, can be divided into six kinds of:(1)examination;(2)positive rating assessment;(3)appointment, transfer check;(4)the level of assessment;(5)upgrade assessment;(6)technician qualification examination.Five, discuss a problem (the problem out of a total of 15 points)38.test the significance and function of the legal regulation of labor disputes in china.Answer: three: (a) strengthen treatment of disputes in accordance with the law, safeguard the coordination of labor relations, encourage the enthusiasm of both sides;(two) the dispute, strengthen legal advocacy, improve the partiesto fulfill the obligations of consciousness;(three) the timely processing of disputes, to maintain the normal production (work) order, the guarantee of economic development and labor system reform.Six, the case questions (the Title A total of 2 items, each of 9 points, a total of 18 points)A case:39.of a pharmaceutical factory and Wang in October 15, 1996 signeda labor contract for ten years. At the same time, the factory sent Wang to go abroad to study a pharmaceutical technology, a totalcost of one hundred thousand yuan. The labor contract, in the contract period, Wang shall not be transferred from the enterprise, such as breach of contract caused economic losses to the enterprise, should bear the full liability. InNovember 10, 1998, a joint venture with paid employment Wang,signed a two-year labor contract. Wang leave the pharmaceutical factory, because other technical personnel has not yet mastered the pharmaceutical technology, the product quality decline,In the first half time caused by a large number of product backlog, direct economic losses amounted to about 3000000 yuan. To this end, the pharmaceutical factory to the local labor dispute arbitration committee for the joint venture and asked Wang compensation for all economic losses, and asked Wang back to the factory to fulfill the labor contract.Test analysis:(1)the pharmaceutical factory，s requirements are reasonable? Why?Answer: reasonable. A pharmaceutical factory and Wang signed a labor contract is legal, Wang left without authorization to sign a contract with the joint venture in violation of the labor contract. Should bear the liability for breach of contract. The joint venture company did not investigate Wang and a company has a contract agreement(2)the case should be how to deal with? What is the basis?Case two:40. a factory to work by arrangement, payment of overtime wages of workers. The workers refused to accept the 2 electedrepresentatives of the staff and workers of 200 workers to thelocal labor dispute arbitration committee for arbitration. The Committee received the application 8 days after deciding to accept the verdict, and in 3 months after the determination of the plantin accordance with the law to pay overtime wages and economic compensation of workers. The award to award the day sent to the parties after closing.Test analysis:(1)what is the nature of the dispute? What procedure should be applied?・ one of the parties involved in this case, a staff of more than30 people, belonging to the collective labor dispute.The party has elected representatives for arbitration, theArbitration Commission shall be composed of the special arbitral tribunal, apply special treatment program.(2)if the Arbitration Commission is wrong in the process? Why?Two, the Arbitration Commission in the case of the following problems:(1)received the collective labor dispute application 8 days after, decided to accept more than 3 of the regulations should be.(2)the collective labor dispute arbitration tribunal, since the date should be within 15 days of closing, the case has been overrun.(3)the arbitration award should be reported to the local people's government. This case report is not closed, does not comply withthe rulesSelf-study examination of higher education in China in April 2002The labor law answer reference questionsCourse Code: 00167A single choice (the title of 20 items, each item of 1 points, a total of 20 points)I.C 2.C 3.D 4. A 5.C6.C7.D8.B9.C 10. CII.D 12. C 13. C 14. B 15. C16. C 17. D 18. C 19. C 20. CTwo, multiple-choice questions (the big topic 10 items, each itemof 2 points, a total of 20 points)21.ABCD 22.ABC 23.ABD 24.ABCD 25.BCD26. ABC 27. ABCD 28. ABC 29. ABCD 30. ABCDThree, (the title glossary 4 items, each item of 3 points, atotal of 12 points)The 31. is in the realization of social labor process in accordance with the labor law to enjoy the rights and obligations of the parties, (namely the labor legal relationship between the participants, one worker, the other party is the employer. It is the first element of labor legal relation.)32. refers to the legal provisions in the general case of a unified work time. Our current work 8 hours a day a week does not work more than 40 hours of standard working hours.Refers to the 33. parties in violation of the law, a labor contract has no legal effect. It is from the time of its conclusion, it is not legally binding.Thirty-fourFour, short answer questions (the big topic 3 items, each item of 5 points, a total of 15 points)Thirty-fiveThirty-sixThirty-sevenFive, discuss the problem (the title out of 15 points)Thirty-eightSix, the case analysis topic (the topic 2 items, each of 9 points, a total of 18 points) 39. (1) of the labor contract: in this case, a pharmaceutical factory and Wang signed a labor contract valid. The king of a breach of contract, without authorization from the factory, is a breach of contract, should compensate pharmaceutical economic losses and return to the original work. A joint venture with high employment Wang, without prior check whether Wang lifted the labor contract with the original unit,The original employer，s tort shall bear the joint liability for compensation according to law.(2)on the basis of legal issues: 1，z labor law〃 the ninety-ninth stipulation: "the employee employer not terminate the labor contract, causing economic losses to the original employer, the employer shall bear joint liability according to law; the” laborlaw 〃the 102nd stipulation:the workers in violation of the the provisions of the law to terminate the labor contract or breach of confidentiality matters stipulated in the labor contract, causing economic losses to the employing unit shall be liable for compensation，z.(3)about the arbitration decision problem: the legitimate demands of the support of a pharmaceutical factory; second, Wang and ajoint venture for a pharmaceutical factory of all economic losses; labor contract in violation of the Wang and signed a joint venture, no legal effect; the Wang back to the original employer continue to perform the original laborcontract.Forty。

2010-2016年历年考研英语真题+答案

2016年全国硕士研究生入学考试英语一真题及答案Section I Use of English Section 1 Use of EnglishDirections: Read the following text. Choose the best word(s) for each numbered blank and mark [A], [B], [C] or [D] on ANSWER SHEET 1. (10 points)In Cambodia, the choice of a spouse is a complex one for the young male. It may involve not only his parents and his friends, __1__those of the young woman, but also a matchmaker. A young man can __2__ a likely spouse on his own and then ask his parents to __3__the marriage negoti ations, or the young man’s parents may take the choice of a spouse, giving the child little to say in the selection. __4__, a girl may veto the spouse her parents have chosen. __5__ a spouse has been selected, each family investigates the other to make sure its child is marrying __6__ a good family.The traditional wedding is a long and colorful affair. Formerly it lasted three days, __7__1980s it more commonly lasted a day and a half. Buddhist priests offer a short sermon and __8__ prayers of blessing. Par--ts of the ceremony involve ritual hair cutting,__9__cotton threads soaked in holy water around the bride's and groom's wrists, and __10__a candle around a circle of happily married and respected couples to bless the __11__. Newlyweds traditionally move in with the wife's parents and may__12__ with them up to a year, __13__they can build a new house nearby.Divorce is legal and easy to __14__, but not common. Divorced persons are__15__ with some disapproval. Each spouse retains ___16___ property he or she__17__ into the marriage, and jointly-acquired property is __18__ equally. Divorced persons may remarry, but a gender prejudice __19__up. The divorced male doesn't have a waiting period before he can remarry __20__the woman must wait ten months.1. A. by way of B. with regard to C. on behalf of D. as well as2. A. decide on B. provide for C. compete with D. adapt to3. A. close B. arrange C. renew D. postpone4. A. In theory B. Above all C. In time D. For example5. A. Unless B. Less C. After D. Although6. A. into B. within C. from D. through7. A. or B. since C. but D. so8. A. test B. copy C. recite D. create9. A. folding B. piling C. wrapping D. tying10. A. passing B. lighting C. hiding D. serving11. A. association B. meeting C. collection D. union12. A. deal B. part C. grow D. live13. A. whereas B. until C. for D. if14. A. avoid B. follow C. challenge D. obtain15. A. isolated B. persuaded C. viewed D. exposed16. A. wherever B. whatever C. whenever D. however17. A. changed B. brought C. shaped D. pushed18. A. invested B. divided C. donated D. withdrawn19. A. warms B. clears C. shows D. breaks20. A. while B. so that C. once D. in that Section Ⅱ Reading ComprehensionPart ADirections：Read the following four texts. Answer the questions after each text by choosing A, B, C or D. Mark your answers on ANSWER SHEET 1. (40 points)Text 1France，which prides itself as the global innovator of fashion, has decided its fashion industry has lost an absolute right to define physical beauty for women. Its lawmakers gave preliminary approval last week to a law that would make it a crime to employ ultra-thin models on runways. The parliament also agreed to ban websites that “incite excessive thinness” by promoting extreme dieting.Such measures have a couple of uplifting motives. They suggest beauty should not be defined by looks that end up impinging on health. That’s a start. And the ban on ultra-thin models seems to go beyond protecting models from starving themselves to death –as some have done. It tells the fashion industry that it must take responsibility for the signal it sends women, especially teenage girls, about the social tape-measure they must use to determine their individual worth.The bans, if fully enforced, would suggest to women (and many men) that they should not let others be arbiters of their beauty. And perhaps faintly, they hint that people should look to intangible qualities like character and intellect rather than dieting their way to size zero or wasp-waist physiques.The French measures, however, rely too much on severe punishment to change aculture that still regards beauty as skin-deep-and bone-showing. Under the law, using a fashion model that does not meet a government-defined index of body mass could result in a $85,000 fine and six months in prison.The fashion industry knows it has an inherent problem in focusing on material adornment and idealized body types. In Denmark, the United States, and a few other countries, it is trying to set voluntary standards for models and fashion images that rely more on peer pressure for enforcement.In contrast to France’s actions, Denmark’s fashion industry agreed last month on rules and sanctions regarding the age, health, and other characteristics of models. The newly revised Danish Fashion Ethical Charter clearly states:”We are aware of and take responsibility for the impact the fashion industry has on body ideals, especially on young people”. The charter’s main tool of enforcement is to deny access for designers and modeling agencies to Copenhagen Fashion Week (CFW), which is run by the Danish Fashion Institute. But in general it relies on a name-and -shame method of compliance.Relying on ethical persuasion rather than law to address the misuse of body ideals may be the best step. Even better would be to help elevate notions of beauty beyond the material standards of a particular industry.21. According to the first paragraph，what would happen in France?【A】Physical beauty would be redefined.【B】New runways would be constructed.【C】Websites about dieting would thrive.【D】The fashion industry would decline.22. The phrase “impinging on”(Line 2，Para.2) is closest in meaning to【A】heightening the value of【B】indicating the state of【C】losing faith in【D】doing harm to23. Which of the following is true of the fashion industry？【A】The French measures have already failed.【B】New standards are being set in Denmark.【C】Models are no longer under peer pressure.【D】Its inherent problems are getting worse.24. A designer is most likely to be rejected by CFW for【A】pursuing perfect physical conditions【B】caring too much about model’s character.【C】showing little concern for health factors【D】setting a high age threshold for models.25. Which of the following may be the best title of the text?【A】A Challenge to the Fashion Industry’s Body Ideals【B】A Dilemma for the Starving models in France【C】Just Another Round of Struggle for Beauty【D】The Great Threats to the Fashion IndustryText 2For the first time in history more people live in towns than in the country. In Britain this has had a c urious result. While polls show Britons rate”thecountryside”alongside the royal family, Shakespeare and the National Health Serivce (NHS) as what makes them proudest of their country, this has limited political support.A century ago Octavia Hill Launched the National Trust not to rescue stylish houses but to save“the beauty of natural places for everyone forever”. It was specifically to provide city dwellers with spaces for leisure where they could experience“a refreshing air .”Hill’s pressure la ter led to creation of national parks and green belts. They don’t make countryside any more，and every year concrete consumes more of it . It needs constant guardianship.At the next election none of the big parties seem likely to endorse this sen timent. The conservatives’planning reform explicitly gives rural development priority over conservation，even authorising“off-plan”building where local people might object. The concept of sustainable development has been defined as profitable. Labour likewise wants to discontinue local planning where councils oppose development. The Liberal Democrats are silent. Only Ukip, sensing its chance,has sided with those pleading for a more considered approach to using green land. Its Campaign to Protect Rural England struck terror into many local conservative parties.The sensible place to build new houses，factories and offices is where people are，in cities and towns where infrastructure is in place. The London agents Stirling Ackroyd recently identified enough sites for half a million houses in the London area alone，with no intrusion on green belt. What is true of London is even truer of the provinces.The idea that”housing crisis”equals“concreted meadows” is pure lobby talk. The issue is not the need for more houses but, as always，where to put them. Under lobby pressure，George Osborne favours rural new-build against urban renovation and renewal. He favours out-of-town shopping sites against high streets . This is not a free market but a biased one. Rural towns and villages have grown and will always grow. They do so best where building sticks to their edges and respects their character. We do not ruin urban Development should be planned, not let rip. After the Netherlands, Britain is Europe’s most crowed country. Half a century of town and country planning has enabled it to retain an enviable rural coherence, while still permitting low-density urban living. There is no doubt of the alternative --- the corrupted landscapes of southern Portugal, Spain or Ireland. Avoiding this rather than promoting it should unite the left and right of the political spectrum.26. Britain’s public sentiment about the countryside【A】 has brought much benefit to the NHS.【B】didn’t start till the Shakespearean age.【C】 is fully backed by the royal family.【D】 is not well reflected in politics.27. According to Paragraph 2，the achievements of the National Trust are now being【A】 gradually destroyed.【B】 effectively reinforced.【C】 properly protected.【D】 largely overshadowed.28. which of the following can be inferred from Paragraph 3?【A】 Ukip may gain from its support for rural conservation.【B】the Conservatives may abandon ”off -plan“ building.【C】 the Liberal Democrats are losing political influence.【D】 labour is under attack for opposing development.29. the author holds that George Osborne’s preference【A】 reveals a strong prejudice against urban areas.【B】 shows his disregard for the character of rural areas.【C】 stresses the necessity of easing the housing crisis.【D】 highlights his firm stand against lobby pressure.30. In the last paragraph，the author shows his appreciation of【A】 the size of population in Britain.【B】 the enviable urban lifestyle in Britain.【C】 the town-and-country planning in Britain.【D】 the political life in today is Britain.Text 3“There is on and only one social responsibility of business,” wrote Milton Friedman, a Nobel prize-winning economist, “That is, to use its resources and engage in activities designed to increase its profits.” But even if you accept Friedman’s premise and regard corporate social responsibility (CSR) policies as a waste of shareholders’ money, things may not be absolutely clear-cut. New research suggests that CSR may create monetary value for companies-at leastwhen they are prosecuted for corruption.The largest firms in America and Britain together spend more than $15 billion a year on CSR, according to an estimate by EPG, a consulting firm. This could add value to their businesses in three ways. First, consumers may take CSR spending as a “signal” that a company’s products are of high quality. Second, customers may be willing to buy a company’s products as an indirect way to donate to the good causes it helps. And third, through a more diffuse “halo effect,” whereby its good deeds earn it greater consideration from consumers and others.Previous studies on CSR have had trouble differentiating these effects because consumers can be affected by all three. Al recent study attempts to separate them by looking at bribery p rosecutions under America’s Foreign Corrupt Practices Act (FCPA). It argues that since prosecutors do not consume a company’s products as part of their investigations, they could be influenced only by the halo effect.The study found that, among prosecuted firms, those with the most comprehensive CSR programms tended to get more lenient penalties,. Their analysis ruled out the possibility that it was firm’sPolitical influence, rather than their CSR stand, that accounted for the leniency: Companies that contributed more to political campaigns did not receive lower fines.In all, the study concludes that whereas prosecutors should only evaluate a case based on its merits, they do seem to be influenced by a company’s record in CSR. “We estimate that either eliminating a substantial labour-rights concern , such as child labour, or increasing corporate giving byabout20% results in finesthat generally are 40% lower than the typical punishment for bribing foreign officials”, says one researcher.Researchers admit that their study does not answer the question of how much businesses ought to spend on CSR. Nor does it reveal how much companies are banking on the halo effect, rather than the other possible benefits, when they decide their do-gooding policies. But at least they have demonstrated that when companies get into trouble with the law, evidence of good character can win them less costly punishment.31.The author views Milton Friedman’s statement about CSR with【A】tolerance.【B】skepticism.【C】uncertainty.【D】approval.32.According to Paragraph 2,CSR helps a company by【A】winning trust from consumers.【B】guarding it against malpractices.【C】protecting it from being defamed.【D】raising the quality of its products.33. The expression “more lenient ”(line 2,para.4)is closest in meaning to【A】more effective【B】less controversial【C】less severe【D】more lasting34. When prosecutors evaluate a case, a company’s CSR regard【A】has an impact on their decision【B】comes across as reliable evidence【C】increases the chance of being penalized【D】constitutes part of the investigation35.Which of the following is true of CSR, according to the last paragraph?【A】Its negative effects on businesses are often overlooked.【B】The necessary amount of companies’ spending on it is unknown.【C】Companies’ financial capacity for it has been overestimated.【D】It has brought much benefit to the banking industry.Text 4There will eventually come a day when The New York Times ceases to publish stories on newsprint. Exactly when that day will be is a matter of debate. “Sometime in the future”, the paper’s publisher said back in 2010.Nostalgia for ink on paper and the rustle of pages aside, there’s plenty of incentive to ditch print. The infrastructure required to make a physical newspaper — printing presses, delivery trucks —isn’t just expensive; it’s excessive at a time when online-only competitors don’t have the same set of financial constraints. Readers are migrating away from print away. And though print ad sales still dwarf their online and mobile counterparts, revenue from print is still declining.Overhead may be high and circulation lower, but rushing to eliminate its printedition would be a mistake, says BuzzFeed CEO Joah Peretti.Perett i says the Times shouldn’t waste time getting out of the print business, but only if they go about doing it the right way.”Fighting out a way to accelerate that transition would make sense of them,”he said, “but if you discontinue it, you’re going to have your most loyal customers really upset with you.”Sometimes that’s worth making a change anyway. Peretti gives the example seen as a blunder,”he said. The move turned out to be foresighted. And if Peretti would raise prices and make it into more of a legacy product.”The most loyal customers would still get the product they favor, the idea goes, and they’d feel like they were helping sustain the quality of something they believe in. “So if you’re overpaying for print, you could feel like you wer e helping,”Peretti said. “Then increase it at a higher rate each year and essentially try to generate additional revenue.”In other words, if you’re going to make a print product ,make it for the people who are already obsessed with it. Which way be what the Times is doing already. Getting the print edition seven days a week costs $500 a year — more than twice as much as a digital-only subscription.“It’s a really hard thing to do and it’s a tremendous luxury that BuzzFeed doesn’t have a legacy business,”Peretti remarked. “But we’re going to have questions like that where we have things we’re doing that don’t make sense when the market changes and the world changes. In those situations, it’s better to be more aggressive than less aggressive. ”36.The New York Times is considering ending its print edition partly due to【A】the pressure from its investors.【B】the complaints from its readers.【C】the high cost of operation.【D】the increasing online ad sales.37. Peretti suggests that, in face of the present situation, the Times should 【A】make strategic adjustments【B】end the print edition for good.【C】seek new sources of readership.【D】aim for efficient management.38. It can be inferred form Paragraphs 5 and 6 that a “legacy product”【A】will have the cost of printing reduced.【B】is meant for the most loyal customers.【C】helps restore the glory of former times.【D】expands the popularity of the paper.39. Peretti believes that, in a changing world,【A】traditional luxuries can stay unaffected.【B】aggressiveness better meets challenges.【C】cautiousness facilitates problem-solving.【D】legacy businesses are becoming outdated.40. Which of the following would be the best title of the text?【A】Make Your Print Newspaper a Luxury Good.【B】Keep Your Newspapers Forever in Fashion.【C】Cherish the Newspaper Still in Your Hand.【D】Shift to Online Newspapers All at Once.Part BDirections:In the following article, some sentences have been removed. For Questions 41-45, choose the most suitable one from the list A-G to fit into each of the numbered blank. There are two extra choices, which do not fit in any of the gaps. Mark your answers on ANSWER SHEET 1. (10 points)[A]Create a new image of yourself[B]Decide if the time is right[C]Have confidence in yourself[D]Understand the context[E]Work with professionals[F]Know your goals[G]Make it efficientNo matter how formal or informa the work environment，the way you present yourself has an impact. This is especially true in first impressions. According to research from Princeton University，people assess your competence，trustworthiness，and likeability in just a tenth of a second，solely based on the way you look.The difference between today’s workplace and the“dress for success” era isthat the range of options is so much broader. Norms have evolved and fragmented. In some settings, red sneakers or dress T-shirts can convey status; in others not so much. Plus, whatever image we present is magnified by social-media services like LinkedIn. Chances are, your headshots are seen much more often now than adecade or two ago. Millennials, it seems, face the paradox of being the least formal generation yet the most conscious of style and personal branding. It can be confusing.So how do we navigate this? How do we know when to invest in an upgrade? And what’s the best way to pull off one that enhance our goals? Here are some tips;41. （）As an executive coach, I’ve seen image upgrades be particularly helpful during transitions---when looking for a new job, stepping into a new or more public role, or changing work environments. If you’re in a period of change or just feeling stuck and in a rut, now may be a good time. If you’re not sure, ask for honest feedback from trusted friends, colleagues and professionals. Look for cues about how others perceive you.Maybe there’s no need for an upgrade and that’s OK.42. （）Get clear on what impact you’re hoping to have. Are you looking to refresh your image or pivot it? For one person, the goal may be to be taken more seriously and enhance their professional image. For another, it may be to be perceived as more approachable, or more modern and stylish. For someone moving from finance to advertising, maybe they want to look more“SoHo”.(It’s OK to use characterizations like that.)43. （）Look at your work environment like an anthropologist. What are the norms of your environment? What conveys status? Who are your most important audiences?How do the people you respect and look up to present themselves? The better you understand the cultural context, the more control you can have over your impact.44.（）Enlist the support of professionals and share with them your goals and context. Hire a personal stylist, or use the free styling service of a store like J.Crew. Try a hair stylist instead of a barber. Work with a professional photographer instead of your spouse or friend. It’s not as expensive as you m ight think.45.（）The point of a style upgrade isn’t to become more vain or to spend more time passing over what to wear. Instead, use it as an opportunity to reduce decision fatigue. Pick a standard work uniform or a few go-to options. Buy all yourclothes once with a stylist instead of shopping alone, one article of clothing at a time.Part C TranslationDirections:Read the following text carefully and then translate the underlined segments into Chinese. Your translation should be written clearly on ANSWER SHEET 2. (10 points) Mental health is our birthright. (46) we don’t have to learn how to be mentally healthy, it is built into us in the same way that our bodies know how to heal a cut or me nd, a broken bone. Mental health can’t be learned, only reawakened. It is like immune system of the body, which under stress or through lack of nutrition or exercise can be weakened, but which never leaves us. When we don’t understand the value of mental h ealth and we don’t know how to gain access to it, mentalhealth will remain hidden from us. (47) Our mental health doesn’t go anywhere; like the sun behind a cloud, it can be temporarily hidden from view, but it is fully capable of being restored in an instant.Mental health is the seed that contains self-esteem –confidence in ourselves and an ability to trust in our common sense. It allows us to have perspective on our lives-the ability to not take ourselves too seriously, to laugh at ourselves, to see the bigger picture, and to see that things will work out. It’s a form of innate or unlearned optimism. (48) Mental health allows us to view others with sympathy if they are having troubles, with kindness if they are in pain, and with unconditional love no matter who they are. Mental health is the source of creativity for solving problems, resolving conflict, making our surroundings more beautiful, managing our home life, or coming up with a creative business idea or invention to make our lives easier. It gives us patience for ourselves. And toward others as well as patience while driving, catching a fish, working on our car, or raising a child. It allows us to see the beauty that surrounds us each moment in nature, in culture, in the flow of our daily lives.(49)Although mental health is the cure-all for living our lives, it is perfecting ordinary as you will see that it has been there to direct you through all your difficult decisions. It has been available even in the most mundane of life situations to show you right from wrong, good from bad, friend from foe. Mental health has commonly been called conscience, instinct, wisdom, common sense, or the inner voice, we think of it simply as a health and helpful flow of intelligent thought. (50) As you will come to see, knowing that mental health is always available andknowing to trust it allow us to slow down to the moment and live life happily.Section III WritingPart ADirections:Suppose you are a librarian in your university. Write a notice of about 100 words, providing the newly-enrolled international students with relevant information about the library.You should write neatly on the ANWSER SHEET.Do not sign you own name at the end of the letter, use “Li Ming ” instead.Do not write the address .(10 points)Part B52. Directions:Write an essay of 160—200 words based on the following picture.in your essay, you should1. describe the pictures briefly,2. interpret its intended meaning, and3. give your comments.You should write neatly on ANSWER SHEET . (20 points）2015年全国硕士研究生入学考试英语一真题及答案 Section I Use of English Directions:Read the following text. Choose the best word(s) for each numbered blank and mark A, B, C or D on ANSWER SHEET. (10 points)Though not biologically related, friends are as “related”as fourth cousins, sharing about 1% of genes. That is _(1)_a study, published from the University of California and Yale University in the Proceedings of the National Academy of Sciences, has__(2)_.The study is a genome-wide analysis conducted _(3)__1,932 unique subjects which __(4)__pairs of unrelated friends and unrelated strangers. The same people were used in both_(5)_.While 1% may seem_(6)_,it is not so to a geneticist. As James Fowler, professor of medical genetics at UC San Diego, says, “Most people do not even _(7)_their fourth cousins but somehow manage to select as friends the people who_(8)_our kin.”The study_(9)_found that the genes for smell were something shared in friends but not genes for immunity .Why this similarity exists in smell genes is difficult to explain, for now,_(10)_,as the team suggests, it draws us to similar environments but there is more_(11)_it. There could be many mechanisms working together that_(12)_u s in choosing genetically similar friends_(13)_”functional Kinship” of being friends with_(14)_!One of the remarkable findings of the study was the similar genes seem to be evolution_(15)_than other genes Studying this could help_(16)_why human evolution picked pace in the last 30,000 years, with social environment being a major_(17)_factor.The findings do not simply explain people’s_(18)_to befriend those of similar_(19)_backgrounds, say the researchers. Though all the subjects were drawn from a population of European extraction, care was taken to_(20)_that all subjects, friends and strangers, were taken from the same population.1. [A] when [B] why [C] how [D] what2. [A] defended [B] concluded [C] withdrawn [D] advised3. [A] for [B] with [C] on [D] by4. [A] compared [B] sought [C] separated [D] connected5. [A] tests [B] s [C]samples [D] examples6. [A] insignificant [B] unexpected [C]unbelievable [D] incredible7. [A] visit [B] miss [C] seek [D] know8. [A] resemble [B] influence [C] favor [D] surpass9. [A] again [B] also [C] instead [D] thus10. [A] Meanwhile [B] Furthermore [C] Likewise [D] Perhaps11. [A] about [B] to [C]from [D]like12. [A] drive [B] observe [C] confuse [D]limit13. [A] according to [B] rather than [C] regardless of [D] along with14. [A] chances [B]responses [C]missions [D]benefits15. [A] later [B]slower [C] faster [D] earlier16. [A]forecast [B]remember [C]understand [D]express17. [A] unpredictable [B]contributory [C] controllable [D] disruptive18. [A] endeavor [B]decision [C]arrangement [D] tendency19. [A] political [B] religious [C] ethnic [D] economic20. [A] see [B] show [C] prove [D] tellSection II Reading ComprehensionPart ADirections:Read the following four texts. Answer the questions below each text by choosing A, B, C or D. Mark your answers on ANSWER SHEET. (40 points)Text 1King Juan Carlos of Spain once insisted “kings don’t abdicate, they dare in their sleep.”But embarrassing scandals and the popularity o f the republican left in the recent Euro-elections have forced him to eat his words and stand down. So, does the Spanish crisis suggest that monarchy is seeing its last days? Does that mean the writing is on the wall for all European royals, with their magnificent uniforms and majestic lifestyle?The Spanish case provides arguments both for and against monarchy. When public opinion is particularly polarised, as it was following the end of the Franco regime, monarchs can rise above “mere”politics and “embody”a spirit of national unity.。

EIT基本守则中英文对照

EIT基本守则中英文对照1。

自由选择的雇佣关系1.1不可使用强制劳动力、受关押劳动力和不情愿的犯人劳动力。

1。

2雇员不应被要求交纳抵押金或把他们的身份证件交给雇主,在给出合理的预先通知之后，雇员可以自由地离开其雇主。

2.尊重结社自由和工会代表劳方进行劳资谈判的权力2.1所有雇员毫无例外地具有加入或组成其自己选择的工会的权力和进行集体劳资谈判的权力。

2。

2雇主对于工会的行为和他们的组织活动，要采取开放的态度。

2。

3不能歧视职工代表，这些代表可以利用其工作场所执行其职工代表的职能。

2。

4在自由结社和劳资谈判的权力受法律限制的地方，雇主要促进而不是防碍建立独立自由的结社和劳资谈判的类似形式。

3。

安全卫生的工作条件3。

1要提供安全卫生的工作环境，并要考虑到该行业的普遍常识和任何特殊危险性。

要采取适当的措施，防止由于工作引起的、与工作有关的或在工作中发生的各种事故及损害健康事件的发生.尽可能而又实际地减少工作环境中固有的各种危险因素。

3.2应对雇员进行定期的和有记录的健康和安全培训,这种培训对于新的和改换工种的雇员要重复进行.3。

3要为雇员提供清洁的厕所设施和饮用水，在可能的情况下，还要提供存放食品的卫生设备。

3.4所提供的住宿条件，要保证清洁、安全并且满足雇员的基本需求.3.5采用本法规的公司，应该指定一名高级管理人员代表对健康和安全负责。

4.不可使用儿童作工4。

1不能再新招收儿童作工4。

2所有公司要制订或参与并资助使任何被发现用作童工的儿童接受高质量教育直至不再是儿童为止的政策和项目。

儿童和儿童作工的定义在附录中给出.4.3不可雇用儿童和 18 岁以下青少年在夜间或在危险的条件下工作。

4。

4这些政策和程序必须与相关的 ILO 标准条款一致。

5。

维持生活的工资5.1每个标准工资周所付的工资和福利，至少要达到国家的法定标准或行业规定的标准，以高者为准。

在任何情况下，所付工资总应足够满足基本需求并提供一些可供自由支配的收入。

香港大学法学院本科生课程表 2010 2011

ProvisionalCOURSE LISTLLB2010‑2011Course Number Credits Course Title Sem Note Lecturer(s) Lectures/SeminarLLB Compulsory law courses Å Click for Course DescriptionsLLB 1 (including compulsory non‑law courses)LLAW1001 6 [12] Law of Contract I 1 LM Thu11:40‑1:35 LLAW1005 6 [12] Law of Tort I 1 RG Tue 10:30‑12:25 LLAW1008 6 Legal System 1 Puja, KK,Kelley Mon 9:30‑12:25 orMon 2:00‑4:55 orWed 2:00‑4:55 orThu 2:00‑4:55 orFri 2:00‑4:55LLAW1009 6 Law & Society(Section A)Law & Society(Section B) 1 XFT AC, SVAnne, MTWed 10:30‑12:25LLAW1013 6 Legal Research & Writing I 1 AMak Mon 1:00‑1:55CLAW1009 3 Practical Chinese Languagefor Law Students 1 N‑L(C)XFTTue 9:30‑10:25LLAW1002 6 [12] Law of Contract II 2 LM, Mindy Chen Thu11:30‑1:25 LLAW1006 6 [12] Law of Tort II 2 RG,JLin Tue 10:30‑12:25 LLAW1012 3 Legal Research & Writing III 2 XLLB AMakCAES1602 3 Writing Solutions to LegalProblems 2 N‑L(E)XFTPHIL1005 6 Critical Thinking & Logic 2 N‑L(P)XFT(Phil) Fri 2:00‑3:55CCSTxxxx/ CCHUxxxx/ CCGLxxxx/ CCCHxxxx 6 A 6‑credit Common Corecourse from four specificareas of inquiryLLB 2LLAW2001 6 Constitutional Law (Stream 1)Constitutional Law (Stream 2) 11Cap164Cap80(Strm 2)BT, Cora, RCAC, YPWed 9:30‑11:25 (Strm1)Fri 1:00‑3:55 (Strm2)LLAW2003 6 [12] Criminal Law I 1 MJ Thu 9:30‑11:25 LLAW2009 6 Introduction to Chinese Law 1 ZY, GWX Tue 2:00‑3:55 LLAW2013 6 [12] Land Law I 1 ALee Mon 3:00‑4:55 LLAW2015 3 Legal Research & Writing IV 1 AMakLLAW2016 3 Legal Research & Writing V 1+2 AMakLLAW2004 6 [12] Criminal Law II 2 MJ Thu 9:30‑11:25 LLAW2012 6 Commercial Law 2 YJL Tue 2:00‑3:55 LLAW2014 6 [12] Land Law II 2 SG Wed 10:30‑12:25LLB 3LLAW3094 6 [12] Equity & Trusts I 1 LH Thu2:00‑3:55 LLAW3001 6 Introduction to Legal Theory 2 XFT SV Tue 10:30‑12:25 LLAW3093 6 Administrative Law 2 OJ Mon 4:00‑5:55 LLAW3095 6 [12] Equity & Trusts II 2 LH Thu2:00‑3:55 LLAW3096 3 Mooting 2LLB Law ElectivesFirst Semester Å Click for Course DescriptionsLLAW3002 12 Guided Research 1+2 DRCCap 60(30 foreachclass) RM Mon 4:00‑5:55 (Sem1)or Fri 4:00‑5:55 (Sem1)ANDTue 4:00‑5:55(Sem2)LLAW3007 6 Alternative DisputeResolution 1 DRCSCCFCap 40KL Wed 9:30‑12:25LLAW3010 6 Business Associations 1 PCLLSCCFSW,TC Tue 11:30‑1:25LLAW3015 6 Company Law 1 SCCFCap 90SW,YJL Tue 3:00‑4:55 LLAW3030 6 Intro to Private InternationalLaw1 SCCF MO,OJ Thu9:30‑12:25LLAW3040 6 Medico‑Legal Issues 1 DRCCap20AL Wed 9:30‑12:25 LLAW3041 6 PRC Civil&CommercialLaw1 SPRC GY Mon 1:00‑3:55 LLAW3055 6 Use of Chinese in Law I 1 ALuk Fri 4:00‑5:55LLAW3072 6 Principles of HK Taxation onIncome 1 SCCFCap 32WC Tue 3:30‑5:25+ Thu10:30‑12:25LLAW3080 6 Governance and Law 1 DRC BT + PPA staff Thu3:00‑5:55 LLAW3102 6 Evidence I 1 PCLLXExSY, JB Tue 09:30‑11:25LLAW3105 6 Land Law III(Conveyancing) 1 PCLLXExMW, MM Fri 9:30‑11:25LLAW3142 6 Law & Politics ofConstitutions 1 DRC BT, Dr Lam WaiMan (Politics)Wed 3:00‑5:55LLAW3148 6 Clinical Legal Education 1 EC Sept‑Nov 2010(around 120‑150 hrs intotal)LLAW3159 6 Introduction to NegotiationTheory and Practice1 Cap 30 SA Mon 2:00‑4:55LLAW3160 6 Interpretation of Statutes,Contracts and Treaties1 SCCF OJ Mon 2:00‑4:55LLAW3161 6 Law, Meaning, andInterpretation 1 Chris HuttonSchool of EnglishMon 2:00‑3:55LLB Second Semester Å Click for Course DescriptionsLLAW3002 12 Guided Research 1+2 DRCCap 60(30 foreachclass) RM Mon 4:00‑5:55 (Sem1)or Fri 4:00‑5:55 (S1)ANDTue 4:00‑5:55(Sem2)LLAW3004 6 Use of Chinese in Law II 2 ALuk Fri 4:00‑5:55LLAW3033 6 Issues in IntellectualProperty Law 2 Cap70SCCFALee Thu2:00‑4:55LLAW3034 6 Labour Law 2 DRCCap 15RG Thu 2:00‑4:55 LLAW3039 6 Legal History 2 HKo Tue 2:00‑4:55LLAW3058 6 International MootingCompetition ^ 2 DRCSITELLLAW3059 6 Jessup International LawMoot Court Competition ^2 DRCLLAW3073 6 Media Law 2 DRCCap 30Anne Thu 2:00‑4:55LLAW3081 6 PRC Commercial Law(inPutonghua) 2 SPRCSCCFCap 40GWX Mon 9:30‑12:25LLAW3097 6 Civil Procedure 2 PCLLXExEC Wed 9:30‑12:25LLAW3099 6 Criminal Procedure 2 PCLLXExGT Fri 9:30‑12:25 LLB Summer Semester Å Click for Course DescriptionsLLAW2010 3 Summer Internship PK Summer LLB Law Electives : Cross‑listed courses #First Semester Å Click for Course DescriptionsLLAW3022 LLAW6034 61 moduleHuman Rights in HK 1 DRCCap 40JC, LCL Mon 6:00‑9:00LLAW3044 LLAW6109 61 modulePublic International Law 1 SITELCap 30SL Mon 6:00‑9:00LLAW3062 LLAW6070 61 moduleHuman Rights in China 1 DRCSPRCCap 50FHL Fri 1:00‑3:55LLAW3069 LLAW6093 61 moduleRegulation of FinancialMarkets1 SCCF EL Mon 6:00‑9:00LLAW3087 LLAW6044 61 modulePRC Intellectual PropertyLaw1 SPRC SHC Tue 6:00‑9:00LLAW3092 LLAW6087 61 moduleCurrent Issues in InsolvencyLaw1 SCCF LA, RT Thu 6:00‑9:00LLAW3134 LLAW6037 61 moduleInternational EnvironmentalLaw1 DRCCap 25JLin Thu3:00‑6:00LLAW3150 LLAW6170 61 moduleIntroduction to InformationTechnology Law1 DRCCap 30KP Thu 6:30‑9:30LLAW3154 LLAW6186 61 moduleChina Trade Law 1 DRCSCCFSITELSPRCCap 30ZY Tue 6:00‑9:00LLAW3158 LLAW6190 61 moduleInternational Law in a Worldof Crises1 TCarty Mon 6:00‑9:00LLAW3165 LLAW6194 61 moduleGlobal Business Law I 1 Cap 30SCCFSITELLCL Tue 6:00‑9:00LLAW3170 LLAW6008 61 moduleIntroduction to Chinese Lawand Legal System1 ZG Fri 6:30‑9:30LLAW3172 LLAW6197 61 moduleLaw and Social Theory 1 SV Fri 6:00‑9:00LLAW3180 LLAW6141 61 moduleRegulation of Cyberspace 1 MT Wed 6:00‑9:00LLAW3181 LLAW6048 61 modulePRC Security and InsolvencyLaw1 ZXC Wed 6:00‑9:00LLAW3184 LLAW6002 61 moduleCredit and Security Law 1 LA Tue 6:30‑9:30LLAW3185 LLAW6028 61 moduleCurrent Issues in PRCCommercial Law1 ZXC Tue 6:00‑9:00LLB January Semester Å Click for Course DescriptionsLLAW3174 LLAW6199 61 moduleLaw and Policy Jan Matthew Palmer Jan 11– 28, 2010Tue, Thu & Fri(6:00‑9:00 pm)Sat, 22January2010(10 am ‑1 pm)LLB Second Semester Å Click for Course DescriptionsLLAW3009 LLAW6024 61 moduleBanking Law 2 SCCF PL, LWW Wed 6:30‑9:30LLAW3016 LLAW6150 61 moduleComparative Law 2 DRCSITELLQL Mon 6:00‑9:00LLAW3027 LLAW6182 61 moduleInternational Organizations 2 Cap 20SITELJF Wed 6:00‑9:00LLAW3043 LLAW6164 61 modulePrinciples of Family Law 2 Cap50 AL Mon 9:30‑11:25LLAW3050 LLAW6049 61 moduleSecurities Regulation 2 SCCF SJ Mon 6:30‑9:30LLAW3057 LLAW6036 61 moduleInternational Criminal Law 2 Cap 25 JF Tue 6:00‑9:00LLAW3066 LLAW6114 61 moduleCross‑border Legal Relationsbetween the PRC and HK(inPutonghua)2 DRCSPRCCap 50ZXC, FHL Fri 2:00‑4:55LLAw3071 LLAW6063 61 moduleEquality andNon‑discrimination2 Kelley Wed 6:00‑9:00LLAW3075 LLAW6046 61 modulePrivacy and Data Protection 2 DRC MJ, MT Wed 6:30‑9:30LLAW3078 LLAW6133 61 moduleInternational Economic Law 2 SITEL LCL, DA Tue 6:00‑9:00LLAW3084 LLAW6120 61 moduleIntellectual Property andInformation Technology2 DRCCap 30KP Wed 6:30‑9:30LLAW3088 LLAW6029 61 moduleDispute Resolution in thePRC2 DRCSPRCCap 30GWX Tue 6:00‑9:00LLAW3089 LLAW6139 61 modulePRC Information TechnologyLaw2 DRCSPRCZY Tue 6:00‑9:00LLAW3110 LLAW6119 61 moduleHuman Rights andCyberspace2 Jane Bailey Tue & Thurs 6:00‑9:00Sat 10 am –1:00 pm(Jan 18– Feb 22, 2010)LLAW3111 LLAW6099 61 moduleInternational CommercialArbitration2 SITELCap 40KL Mon 6:30‑9:30LLAW3115 LLAW6144 61 moduleRights & Remedies in theCriminal Process2 DRCCap 30SY Wed 6:00‑9:00LLAW3117 LLAW6062 61 moduleEconomic, Social & CulturalRights2 DRCCap 30KK Thu 6:00‑9:00LLAW3123 LLAW6154 61 moduleCompetition Law 2 SCCFSITELProfessor JoeBauer, ProfessorMark FurseMarch 7, 9, 14, 16, 28& 30, April 4, 6, 11 &13: 6:30‑9:30pmMarch 10 & 17: Thu6:30‑9:30pmLLAW3129 LLAW6167 61 modulePRC Tort Law 2 SPRC LYH Thu 6:00‑9:00LLAW3130 LLAW6056 61 moduleLaw & Development in thePRC2 DRCSPRCZG Mon 6:00‑9:00LLAW3135 LLAW6073 61 moduleInternational Protection ofRefugees and DisplacedPersons2 Kelley Tue 6:00‑9:00LLAW3136 LLAW6057 61 moduleInternational Securities Law 2 SCCF DA,YI Wed 6:30‑9:30LLAW3137 LLAW6171 61 moduleCorruption: China incomparative perspective2 DRCSPRCCap 20FHL Mon 2:00‑4:55LLAW3138 LLAW6172 61 moduleCarriage of Goods by Sea 2 SITEL FR Jan 11, 13, 18, 20, 25 &27, Feb 8, 10, 15, 17, 22and 24 (Tue & Thu6:00‑9:00)LLAW3139 LLAW6124 61 moduleTelecommunications Law 2 DRC DChan Sat 2:30‑5:30LLAW3140 LLAW6183 61 moduleAnimal Law 2 DRC AW Thu 6:00‑9:00LLAW3151 LLAW6111 61 moduleE‑Business Law 2 DRCSCCFSITELRW, FC Jan 17, 18, 24, 25, 31 &Feb 1 (Mon & Tue6:00‑9:00)Mar 7, 14, 21, Apr 11& 25 (Mon6:00‑9:00)LLAW3152 LLAW6047 61 modulePRC Property Law 2 DRCSPRCCap 30SHC Wed 6:00‑9:00LLAW3153 LLAW6185 61 moduleChina Investment Law 2 DRCSCCFSPRCSITELZXC Thu 6:00‑9:00LLAW3155 LLAW6188 61 moduleIntellectual Property Policyand Practice2 Cap 30 SHC Thu 6:00‑9:00LLAW3157 LLAW6189 61 moduleInternational Law andModernity for a MultipolarWorld2 TCarty Tue 6:00‑9:00LLAW3166 LLAW6195 61 moduleGlobal Business Law II 2 Cap 30SCCFSITELLCL Mon 6:00‑9:00LLAW3168 LLAW6069 61 moduleHuman Rights andGovernance2 TCarty Mon 6:00‑9:00LLAW3177 LLAW6201 61 modulePRC Taxation Law andPolicy2 XY, RC Fri 6:00‑9:00LLAW3178 LLAW6176 61 moduleOnline Dispute Resolution 2 ZY Intensive course21 st ,28 th Jan (Fri6:30‑9:30 pm)22 nd , 23 rd , 29 th & 30 thJan (Sat & Sun 9:30 am‑5:30 pm)LLAW3182 LLAW6206 61 moduleCross Border CorporateFinance: Issues & Techniques2 SCCFCap 28MO Wed 6:00‑9:00LLAW3183 LLAW6207 61 moduleCorporate Conflicts 2 SCCFCap25MO Fri 6:00‑9:00LLAW3186 LLAW6153 61 moduleBusiness and Human Rights 2 FA Fri 6:00‑9:00LLB June Semester (Cross‑listed courses) Å Click for Course DescriptionsLLAW3024 LLAW6107 61 moduleInsurance Law June SCCF Rob MerkinGary MeggittTBCNOTESTBC –To be confirmed (Course to be confirmed if “TBC” in Notes column; alternatively, details to be confirmed)Credits [12]–Full year subjects. Generally, students must enrol in both courses, eg. Law of Contract I & II # Cross‑listed courses–LLM/PGDip courses which may be taken by Senior LLB students andExchange/Visiting students, subject to prior completion of any prerequisites. Some Cross‑listed courses may restrict student numbers^ Jessup Moot / International Moot–Only students selected as team members may enrol in these courses. Courses satisfy DRC requirement. Team members may also take course for credit (6)DRC –DRC course (may be taken in satisfaction of compulsory DRC requirementSCCF –Course falls within LLB Corporate Commercial Financial SpecializationSPRC–Course falls within LLB Chinese Law SpecializationSITEL –Course falls within LLB International Trade & Economic Law SpecializationPCLL – PCLL Prerequisite course:required for PCLL Admission from 2008 onwardsN‑L(C) –Compulsory Non‑law course for First Year LLB (except Fast‑track LLB) and BSS(G&L) studentsN‑L(E) –Compulsory Non‑law course for First Year LLB (except Fast‑track LLB) students. Compulsory for Second Year BBA(Law) / BSS(G&L) / BEng(CivE‑Law) studentsN‑L(P)–Compulsory Non‑law course for First Year LLB (except Fast‑track LLB) and BBA(Law) and BSS(G&L) students. Compulsory for Second Year BEng(CivE‑Law) studentsXFT –Not compulsory for Fast‑track LLB studentsXBBB –Not compulsory for BBA(Law), BSS(G&L), BEng(CivE‑Law) studentsXBEng–Not compulsory for BEng(CivE‑Law) studentsXEx –Not available to Exchange studentsXLLB –Not compulsory for LLB students admitted in 2010‑2011LIST OF TEACHERSLA – Lee AITKEN SA – Shahla ALI DA – Douglas ARNER FA Farzana ASLAMJB – Janice BRABYN TCarty – Tony CARTY Cora – Cora CHAN DChan – Desmond CHAN FC Felix CHAN JC – Johannes CHAN AC – Albert CHEN Sarah CHENG SCheng TC – Thomas CHENG Anne – Anne CHEUNG EC – Eric CHEUNG WC – Wilson CHOWRC Richard CULLEN JF – James FRY FHL – FU Hualing RG – Rick GLOFCHESKI SG – Say GOO GWX – GU Weixia AH – Andy HALKYARD LH – Lusina HOYI –Young IN MJ – Michael JACKSON SJ – Syren JOHNSTONE OJ – Oliver JONESPK – Puja KAPAI KK – Karen KONG ALee – Alice LEE EL Emily LEEPLejot – Paul LEJOT LJ – LENG Jing PL – Pauline LI LYH – LI YahongLCL – LIM ChinLeng JLin – Jolene LIN SL – Suzannah LINTON AL – Athena LIULQL – LONG Qinglan Kelley – Kelley LOPER ALuk – Angelina LUK KL – Katherine LYNCH AMak – Alex MAK LM – Lee MASON GM – Gary MEGGITT Malcolm MERRY MM RM – Robert MORRIS MO Maisie Ooi KP – Kevin PUN VR Vandana RAJWANI FR – Francis REYNOLDS SHC – SUN Haochen BT – Benny TAI GT – Gaynor TALLENTIRE MT – Marcelo THOMPSON Tiba Firew TIBA MTil Michael TILBURY RT Roman TOMASIC TU – Tony UPHAM SV – Scott VEITCH MWan – Marco WAN RW Rolf WEBERMW – Mike WILKINSON AW Amanda WHITFORT SW Sarah WORTHINGTON XY XU YanPYang – Philip YANG YJL – YAP Jilian YP – YAP Pojen SY – Simon YOUNGGY – YU Guanghua ZXC – ZHANG Xianchu ZY – ZHAO Yun ZG – ZHENG Ge。

德国知识产权收费标准

A 9510 7.10DEUTSCHES PATENT- UND MARKENAMT80297 MünchenTelefon: (0 89) 21 95 - 0 Telefax: (0 89) 21 95 - 22 21Telefonische Auskünfte: (0 89) 21 95 - 34 02 Internet: http://www.dpma.de Zahlungsempfänger: Bundeskasse WeidenBBk München 700 010 54 (BLZ 700 000 00) BIC (SWIFT-Code): MARKDEF1700 IBAN: DE84 7000 0000 0070 0010 54- Dienststelle Jena - 07738 JenaTelefon: (0 36 41) 40 - 54 Telefax: (0 36 41) 40 - 56 90Telefonische Auskünfte: (0 36 41) 40 - 55 55 - Technisches Informationszentrum Berlin - 10958 BerlinTelefon: (0 30) 25 992 - 0 Telefax: (0 30) 25 992 - 404Telefonische Auskünfte: (0 30) 25 992 - 220Merkblätter und Formulare im Internet: http://www.dpma.de/service/formulare_merkblaetter/index.htmlKostenmerkblattGebühren und Auslagen des Deutschen Patent- und Markenamts und desBundespatentgerichts(Stand: Juni 2010)1 – Allgemeines(1) Die Höhe der Kosten ergibt sich, soweit nicht anderweitig durch Gesetz oder auf Grund gesetzlicher ErmächtigungenBestimmungen getroffen sind, aus- dem Gesetz über die Kosten des Deutschen Patent- und Markenamts und des Bundespatentgerichts (PatKostG) - A 9514 - vom 13. Dezember 2001 (BGBl. I S. 3656; BlPMZ 2002, 14), zuletzt geändert durch Artikel 4 des Gesetzes vom 31. Juli 2009 (BGBl. I S. 2521; BlPMZ 2009, 301) - auszugsweise abgedruckt unter Nr. 2 -,- dem Gesetz über die Kosten in Angelegenheiten der freiwilligen Gerichtsbarkeit (Kostenordnung) vom 26. Juli 1957 (BGBl. I S. 861, 960), zuletzt geändert durch Artikel 4 des Gesetzes vom 24. September 2009 (BGBl. I S. 3145),- der Verordnung über Verwaltungskosten beim Deutschen Patent- und Markenamt (DPMA-Verwaltungskosten-verordnung) - A 9516 - vom 14. Juli 2006 (BGBl. I S. 1586; BlPMZ 2006, 253), zuletzt geändert durch Artikel 1 der Verordnung vom 17. Juni 2010 (BGBl. I S. 809) – auszugsweise abgedruckt unter Nr. 3 -,- dem Gerichtskostengesetz (GKG) vom 5. Mai 2004 (BGBl. I S. 718), zuletzt geändert durch Artikel 12 des Gesetzes vom 30. Juli 2009 (BGBl. I S. 2479),- der Verordnung über die Ausstellung der Apostille nach Artikel 3 des Haager Übereinkommens vom 5. Oktober 1961 zur Befreiung ausländischer öffentlicher Urkunden von der Legalisation vom 9. Dezember 1997 (BGBl. I S. 2872; BlPMZ 1998, 16), zuletzt geändert durch Art. 7 Abs. 16 des Gesetzes vom 27. Juni 2000 (BGBl. I S. 897) - auszugsweise abgedruckt unter Nr. 4 -.(2) Die Bezugspreise für Patentdokumente und sonstige Dienstleistungen können den aktuellen Bezugsbedingungen desPublikationsservice des Technischen Informationszentrums Berlin (A 9103) entnommen werden. (3) Bestimmungen über die der Barzahlung gleichgestellten Zahlungsformen enthält die Verordnung über die Zahlung derKosten des Deutschen Patent- und Markenamts und des Bundespatentgerichts (PatKostZV) - A 9511 - vom 15. Oktober 2003 (BGBl. I S. 2083; BlPMZ 2003, 409). Die Möglichkeit der Gebührenzahlung beim Deutschen Patent- und Markenamt mittels Scheck und Gebührenmarken ist seit 1. Januar 2002 entfallen, gleichzeitig wurde die Möglichkeit der Gebührenzahlung mittels Einzugsermächtigung eingeführt (A 9507).Achtung! Bei Überweisung mit Bank- oder Sparkassen-Zahlungsaufträgen gilt als Einzahlungstag der Tag, an demder Betrag dem Konto der zuständigen Bundeskasse für das Deutsche Patent- und Markenamt gutge-schrieben wird.Bei Bareinzahlung auf das Konto der zuständigen Bundeskasse für das Deutsche Patent- und Markenamt wird dringend empfohlen, die rechtzeitige Einzahlung im Hinblick auf die unkalkulierbare Bearbeitungszeit der Banken durch Übersendung einer Kopie des Einzahlungsbelegs dem Patentamt mitzuteilen.2 – Auszug aus dem Gesetz über die Kosten des Deutschen Patent- und Markenamts (PatKostG)Anlage zu § 2 Abs. 1 PatKostG (Gebührenverzeichnis)Nr.GebührentatbestandGebühr in EuroA. Gebühren des Deutschen Patent- und Markenamts(1) Sind für eine elektronische Anmeldung geringere Gebühren bestimmt als für eine Anmeldung inPapierform, werden die geringeren Gebühren nur erhoben, wenn die elektronische Anmeldung nach der jeweiligen Verordnung des Deutschen Patent- und Markenamts zulässig ist. (2) Die Gebühren Nummer 313 600, 323 100, 331 600, 333 000, 333 300 und 362 100 werden für jedenAntragsteller gesondert erhoben.I. Patentsachen1. ErteilungsverfahrenAnmeldeverfahren (§ 34 PatG, Artikel III § 4 Abs. 2 Satz 1 IntPatÜbkG) - bei elektronischer Anmeldung311 000 - die bis zu zehn Patentansprüche enthält (40)311 050 - die mehr als zehn Patentansprüche enthält: Die Gebühr 311 000 erhöht sich für jeden weiteren Anspruch um jeweils..............................................................................................................................................................20311 100 - bei Anmeldung in Papierform: Die Gebühren 311 000 und 311 050 erhöhen sich jeweils auf das 1,5fache. 311 200Recherche (§ 43 PatG)..............................................................................................................................................250Prüfungsverfahren (§ 44 PatG)311 300 - wenn ein Antrag nach § 43 PatG bereits gestellt worden ist ...................................................................................150311 400 - wenn ein Antrag nach § 43 PatG nicht gestellt worden ist.......................................................................................350311 500Anmeldeverfahren für ein ergänzendes Schutzzertifikat (§ 49a PatG)......................................................................300Verlängerung der Laufzeit eines ergänzenden Schutzzertifikats (§ 49a Abs. 3 PatG)311 600 - wenn der Antrag zusammen mit dem Antrag auf Erteilung des ergänzenden Schutzzertifikats gestellt wird 100311 610- wenn der Antrag nach dem Antrag auf Erteilung des ergänzenden Schutzzertifikats gestellt wird .2002. Aufrechterhaltung eines Patents oder einer AnmeldungJahresgebühren gem. § 17 Abs. 1 PatG312 030 für das 3. Patentjahr...................................................................................................................................................70312 031 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)...............................................................................................35312 032 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)................................................................................................................50312 040 für das 4. Patentjahr...................................................................................................................................................70312 041 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)...............................................................................................35312 042 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)................................................................................................................50312 050 für das 5. Patentjahr...................................................................................................................................................90312 051 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)...............................................................................................45312 052 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)................................................................................................................50312 060 für das 6. Patentjahr...................................................................................................................................................130312 061- bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)...............................................................................................65..................................312 062 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 070 für das 7. Patentjahr.180312 071 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)90312 072 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 080 für das 8. Patentjahr 240312 081 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)120312 082 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 090 für das 9. Patentjahr.312 091 290- bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)145312 092 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 100 für das 10. Patentjahr 350312 101 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)175312 102 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 110 für das 11. Patentjahr 470312 111 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)235312 112 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 120 für das 12. Patentjahr 620312 121 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)310312 122 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 130 für das 13. Patentjahr 760312 131 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)380312 132 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 140 für das 14. Patentjahr 910312 141 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)455312 142 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 150 für das 15. Patentjahr 1 060312 151 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)530312 152 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 160 für das 16. Patentjahr. 1 230312 161 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)615312 162 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 170 für das 17. Patentjahr 1 410312 171 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)705312 172 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 180 für das 18. Patentjahr 1 590312 181 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)795312 182 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 190 für das 19. Patentjahr 1 760312 191 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)880312 192 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)50312 200für das 20. Patentjahr. 1 940........................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................312 201 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG) (970)312 202 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2) (50)Zahlung der 3. bis 5. Jahresgebühr bei Fälligkeit der 3. Jahresgebühr:312 205 Die Gebühren 312 030 bis 312 050 ermäßigen sich auf (200)312 206 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG) (100)...............................................................................................................312 207 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2).50 Jahresgebühren gem. § 16a PatG312 210 für das 1. Jahr des ergänzenden Schutzes................................................................................................................ 2 650 312 211 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)............................................................................................... 1 325 312 212 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2). (50)312 220 für das 2. Jahr des ergänzenden Schutzes................................................................................................................ 2 940 312 221 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)............................................................................................... 1 470 312 222 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2). (50)312 230 für das 3. Jahr des ergänzenden Schutzes................................................................................................................ 3 290 312 231 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)............................................................................................... 1 645 312 232 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2). (50)312 240 für das 4. Jahr des ergänzenden Schutzes................................................................................................................ 3 650 312 241 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)............................................................................................... 1 825 312 242 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2). (50)312 250 für das 5. Jahr des ergänzenden Schutzes................................................................................................................ 4 120 312 251 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)............................................................................................... 2 060 312 252 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2). (50)312 260 - für das 6. Jahr des ergänzenden Schutzes............................................................................................................. 4 520 312 261 - bei Lizenzbereitschaftserklärung (§ 23 Abs. 1 PatG)............................................................................................... 2 260 312 262 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2). (50)3. Sonstige Anträge313 000 - Weiterbehandlungsgebühr (§ 123a PatG) (100)Erfindervergütung313 200 - Festsetzungsverfahren (§ 23 Abs. 4 PatG) (60)313 300 - Verfahren bei Änderung der Festsetzung (§ 23 Abs. 5 PatG) (120)Recht zur ausschließlichen Benutzung der Erfindung313 400 - Eintragung der Einräumung (§ 30 Abs. 4 Satz 1 PatG) (25)313 500 - Löschung dieser Eintragung (§ 30 Abs. 4 Satz 3 PatG) (25)313 600 Einspruchsverfahren (§ 59 Abs. 1 und Abs. 2 PatG) (200)313 700 Beschränkungs- oder Widerrufsverfahren (§ 64 PatG) (120)Veröffentlichung von Übersetzungen oder berichtigten Übersetzungen313 800 - der Patentansprüche europäischer Patentanmeldungen (Artikel II § 2 Abs. 1 IntPatÜbkG) (60)313 810- der Patentansprüche europäischer Patentanmeldungen, in denen die Vertragsstaaten der Vereinbarung über Gemeinschaftspatente benannt sind (Artikel 4 Abs. 2 Satz 2 des Zweiten Gesetzes über das Gemeinschafts-patent)60313 820 - europäischer Patentschriften (Artikel II § 3 Abs. 1, Abs. 4 IntPatÜbkG).................................................................150** Anm.: Nr. 313 820 wurde gestrichen durch Artikel 8b Nr. 1 des Gesetzes vom 7. Juli 2008 (BGBl. I S. 1191; BlPMZ 2008, 274), bleibt aber weiterhin anwendbar für europäische Patente, für die der Hinweis auf die Erteilung vor dem 1. Mai 2008 im Europäischen Patentblatt veröffentlicht worden ist.313 900Übermittlung der internationalen Anmeldung (Artikel III § 1 Abs. 2 IntPatÜbkG)......................................................904. Anträge im Zusammenhang mit der Erstreckung gewerblicher Schutzrechte314 100 Veröffentlichung von Übersetzungen oder berichtigten Übersetzungen von erstreckten Patenten (§ 8 Abs. 1 und 3 ErstrG).............................................................................................................................................................150314 200Recherche für ein erstrecktes Patent (§ 11 ErstrG)...................................................................................................2505. Anträge im Zusammenhang mit ergänzenden Schutzzertifikaten315 100 Antrag auf Berichtigung der Laufzeit .........................................................................................................................150315 200Antrag auf Widerruf der Verlängerung der Laufzeit...................................................................................................200II. Gebrauchsmustersachen1. EintragungsverfahrenAnmeldeverfahren (§ 4 GebrMG, Artikel III § 4 Abs. 2 Satz 1 IntPatÜbkG)321 000 - bei elektronischer Anmeldung ................................................................................................................................30321 100 - bei Anmeldung in Papierform..................................................................................................................................40321 200Recherche (§ 7 GebrMG) .........................................................................................................................................2502. Aufrechterhaltung eines GebrauchsmustersAufrechterhaltungsgebühren gem. § 23 Abs. 2 GebrMG322 100 für das 4. bis 6. Schutzjahr........................................................................................................................................210322 101 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)...............................................................................................................50322 200 für das 7. und 8. Schutzjahr.......................................................................................................................................350322 201 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2)...............................................................................................................50322 300 für das 9. und 10. Schutzjahr.....................................................................................................................................530322 301- Verspätungszuschlag (§ 7 Abs. 1 Satz 2)...............................................................................................................503. Sonstige Anträge323 000 Weiterbehandlungsgebühr (§ 21 Abs. 1 GebrMG i.V.m. § 123a PatG).....................................................................100323 100Löschungsverfahren (§ 16 GebrMG).........................................................................................................................300.....................................................................................................................................................................III. Marken; geographische Angaben und Ursprungsbezeichnungen1. EintragungsverfahrenAnmeldeverfahren einschließlich der Klassengebühr bis zu drei Klassen- für eine Marke (§ 32 MarkenG)331 000 - bei elektronischer Anmeldung (290)331 100 - bei Anmeldung in Papierform (300)331 200 - für eine Kollektivmarke (§ 97 MarkenG) (900)Klassengebühr bei Anmeldung für jede Klasse ab der vierten Klasse331 300 - für eine Marke (§ 32 MarkenG) (100)331 400 - für eine Kollektivmarke (§ 97 MarkenG) (150)331 500 Beschleunigte Prüfung der Anmeldung (§ 38 MarkenG) (200)331 600 Widerspruchsverfahren (§ 42 MarkenG) (120)331 700 Verfahren bei Teilung einer Anmeldung (§ 40 MarkenG) (300)331 800 Verfahren bei Teilübertragung einer Anmeldung (§§ 27 Abs. 4, 31 MarkenG) (300)2. Verlängerung der SchutzdauerVerlängerungsgebühr einschließlich der Klassengebühr bis zu drei Klassen332 100 - für eine Marke (§ 47 Abs. 3 MarkenG) (750)332 101 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2) (50)332 200 - für eine Kollektivmarke (§ 97 MarkenG).................................................................................................................. 1 800 332 201 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2). (50)Klassengebühr bei Verlängerung für jede Klasse ab der vierten Klasse332 300 - für eine Marke oder Kollektivmarke (§§ 47 Abs. 3, 97 MarkenG) (260)332 301 - Verspätungszuschlag (§ 7 Abs. 1 Satz 2) (50)3. Sonstige Anträge333 000Erinnerungsverfahren (§ 64 MarkenG) (150)333 050 Weiterbehandlungsgebühr (§ 91a MarkenG) (100)333 100 Verfahren bei Teilung einer Eintragung (§ 46 MarkenG) (300)333 200 Verfahren bei Teilübertragung einer Eintragung (§§ 46, 27 Abs. 4 MarkenG) (300)Löschungsverfahren333 300 - wegen Nichtigkeit (§ 54 MarkenG) (300)333 400 - wegen Verfalls (§ 49 MarkenG) (100)4. International registrierte MarkenNationale Gebühr für die internationale Registrierung334 100 Nationale Gebühr für die internationale Registrierung nach Artikel 3des Madrider Markenabkommens (§ 108 MarkenG) oder nachdem Protokoll zum Madrider Markenabkommen (§ 120 MarkenG)sowie nach dem Madrider Markenabkommen und dem Protokollzum Madrider Markenabkommen (§§ 108, 120 MarkenG) (180)Nationale Gebühr für die nachträgliche Schutzerstreckung334 300 Nationale Gebühr für die nachträgliche Schutzerstreckung nachArtikel 3ter Abs. 2 des Madrider Markenabkommens (§ 111 Mar-kenG) oder nach Artikel 3ter Abs. 2 des Protokolls zum MadriderMarkenabkommen (§ 123 Abs. 1 MarkenG) sowie nach demMadrider Markenabkommen und dem Protokoll zum MadriderMarkenabkommen (§ 123 Abs. 2 MarkenG) (120)Umwandlungsverfahren einschließlich der Klassengebühr bis zu drei Klassen (§ 125 Abs. 1 MarkenG)334 500 - für eine Marke (§ 32 MarkenG) (300)334 600 - für eine Kollektivmarke (§ 97 MarkenG) (900)Klassengebühr bei Umwandlung für jede Klasse ab der vierten Klasse334 700 - für eine Marke (§ 32 MarkenG) (100)334 800 - für eine Kollektivmarke (§ 97 MarkenG) (150)5. Gemeinschaftsmarken335 100 Weiterleitung einer Gemeinschaftsmarkenanmeldung (§ 125a MarkenG) (25)Umwandlungsverfahren einschließlich der Klassengebühr bis zu drei Klassen (§ 125d Abs. 1 MarkenG)335 200 - für eine Marke (§ 32 MarkenG) (300)335 300 - für eine Kollektivmarke (§ 97 MarkenG) (900)Klassengebühr bei Umwandlung für jede Klasse ab der vierten Klasse335 400 - für eine Marke (§ 32 MarkenG) (100)335 500 - für eine Kollektivmarke (§ 97 MarkenG) (150)6. Geographische Angaben und Ursprungsbezeichnungen336 100 Eintragungsverfahren (§ 130 MarkenG) (900)336 200 Einspruchsverfahren (§ 131 MarkenG) (120)336 300 Löschungsverfahren (§ 132 Abs. 1 MarkenG) (120)。

人力资源从业者一定要熟知的二十部法律法规

1986年5月31日，中华人民共和国国家标准UDC658．382 GB6441—86（国家标准局1986年5月31日发布1987年2月1日起实施）。
劳动合同法实施条例
《中华人民共和国劳动合同法实施条例》发布单位国务院发布文号国务院令第535号发布日期2008-09-18
职业病防治法
为预防、控制和消除职业病危害，防治职业病，保护劳动者健康及其相关权益，促进经济发展，根据宪法，制定《中华人民共和国职业病防治法》。《职业病防治法》经2001年10月27日九届全国人大常委会第24次会议通过；根据2011年12月31日十一届全国人大常委会第24次会议《关于修改〈中华人民共和国职业病防治法〉的决定》修正。《职业病防治法》分总则、前期预防、劳动过程中的防护与管理、职业病诊断与职业病病人保障、监督检查、法律责任、附则7章90条，自2011年12月31日起施行。
劳动保障监察条例
为了贯彻实施劳动和社会保障（以下称劳动保障）法律、法规和规章，规范劳动保障监察工作，维护劳动者的合法权益，根据劳动法和有关法律，制定本条例。
《劳动保障监察条例》[1]已经2004年10月26日国务院第68次常务会议通过，现予公布，自2004年12月1日起施行。
企业职工伤亡事故分类标准
个人所得税法
中国现行的个人所得税法于2011年9月1日实施生效。个人所得税法、个人所得税法实施条例（1994年1月28日个人所得税法颁布）、税收征管法（2001年4月28日颁布）以及由中国各级税务管理机关发布的有关税收征管的通知，构成了现行中国个人所得税法的主体法律基础。
公司法
公司法有广义和狭义之分，狭义的公司法是指《中华人民共和国公司法》（1993年12月29日第八届全国人民代表大会常务委员会第五次会议通过根据1999年12月25日第九届全国人民代表大会常务委员会第十三次会议《关于修改〈中华人民共和国公司法〉的决定》第一次修正根据2004年8月28日第十届全国人民代表大会常务委员会第十一次会议《关于修改〈中华人民共和国公司法〉的决定》第二次修正2005年10月27日第十届全国人民代表大会常务委员会第十八次会议修订，自2006年1月1日起施行）。广义的公司法是指规定公司的设立、组织、活动、解散及其他对内对外关系的法律规范的总称。它除包括《公司法》外，还包括其他法律，行政法规中有关公司的规定。

萨宾第二法案危险原则

萨宾第二法案危险原则萨宾第二法案危险原则（The Sabine Second Rule of Danger）是指在法律制定和法律解释过程中，当存在危险性时，应以保护人类的安全和利益为首要目标。

这一原则是法律界广泛接受的一项指导性原则，被广泛应用于许多领域，包括环境保护、产品安全和公共政策。

危险原则的核心思想是在制定和解释法律时，要考虑到潜在的危害和风险，并采取措施来保护公众的健康和安全。

法律应该有预防性，以预防那些可能对人类或环境造成危害的行为或事物的存在。

这一原则的重要性在于强调了保护社会福祉的重要性，而不只是追求权利和自由的平衡。

例如，在环境保护方面，萨宾第二法案危险原则对于制定环境政策和法规起到重要的引导作用。

它要求政府和决策者在制定环境法规时考虑到潜在的环境风险，并采取措施来减少或消除这些风险。

例如，如果某个工业厂区的废水排放可能对附近的水源造成污染，那么政府应该采取措施要求该厂区进行严格的废水处理，以避免对环境和居民造成伤害。

在产品安全方面，危险原则要求制造商在设计和生产产品时必须考虑到潜在的危险，并采取措施来确保产品的安全性。

例如，在汽车行业，制造商必须保证汽车的设计和生产过程符合安全标准，并防止可能的安全缺陷。

这一原则的落实可以通过强制性的产品测试、质量控制和合规标准来实现，以确保产品能够在使用过程中不对用户造成伤害。

公共政策方面，萨宾第二法案危险原则也能够指导政府在制定政策时考虑到潜在的危险和风险。

例如，在制定交通政策时，政府应该考虑到交通事故可能导致的人员伤亡和财产损失，并采取措施来提高交通安全性，如修建更安全的道路、设置交通标志和加强交通执法。

同样地，在公共卫生政策方面，政府应该考虑到流行病的潜在风险，并采取措施来预防和控制传染病的传播，以保护公众的健康。

总的来说，萨宾第二法案危险原则是一项重要的法律原则，强调了保护人类安全和福祉的重要性。

无论是在环境保护、产品安全还是公共政策制定中，都应该充分考虑到潜在的危险和风险，并采取措施来预防和减少这些危害。

劳动法英文版

中华人民共和国劳动法（英文版）Labour Act. Dated 5 July 1994.(China Daily, 6 July 1994, p. 2.) Table of contentsCHAPTER I. GENERAL PROVISIONSCHAPTER II. PROMOTION OF EMPLOYMENTCHAPTER III. LABOUR CONTRACTS AND COLLECTIVE CONTRACTS CHAPTER IV. WORKING HOURS, REST AND VACATIONSCHAPTER V. WAGESCHAPTER VI. OCCUPATIONAL SAFETY AND HEALTHCHAPTER VII. SPECIAL PROTECTION FOR FEMALE STAFF AND JUVENILE WORKERSCHAPTER VIII. VOCATIONAL TRAININGCHAPTER IX. SOCIAL INSURANCE AND WELFARECHAPTER X. LABOUR DISPUTESCHAPTER XI. SUPERVISION AND INSPECTIONCHAPTER XII. LEGAL RESPONSIBILITYCHAPTER XIII. SUPPLEMENTARY PROVISIONSCHAPTER I. GENERAL PROVISIONSSection 1. This Law is formulated in accordance with the Constitution in order to protect the legitimate rights and interests of labourers, readjust labour relationship, establish and safeguard a labour system suited to the socialist market economy, and promote economic development and social progress.Section 2. This Law applies to all enterprises and individual economic organizations (hereafter referred to as employing units) within the boundary of the People's Republic of China, and labourers who form a labour relationship therewith.State organs, institutional organizations and societies as well as labourers who form a labour contract relationship therewith shall follow this Law. Section 3. Labourers shall have the right to be employed on an equal basis, choose occupations, obtain remuneration for their labour, take rest, have holidays and leaves, obtain protection of occupational safety and health, receive training in vocational skills, enjoy social insurance and welfare, and submit applications for settlement of labour disputes, and other rights relating to labour as stipulated by law.Labourers shall fulfil their labour tasks, improve their vocational skills, follow rules on occupational safety and health, and observe labour discipline and professional ethics.Section 4. The employing units shall establish and perfect rules and regulations in accordance with the law so as to ensure that labourers enjoy the right to work and fulfill labour obligations.Section 5. The State shall take various measures to promote employment, develop vocational education, lay down labour standards, regulate social incomes, perfect social insurance system, coordinate labour relationship, and gradually raise the living standard of labourers.Section 6. The State shall advocate the participation of labourers in social voluntary labour and the development of their labour competitions and activities of forwarding rational proposals, encourage and protect the scientific research and technical renovation engaged by labourers, as well as their inventions and creations; and commend and award labour models and advanced workers.Section 7. Labourers shall have the right to participate in and organize trade unions in accordance with the law.Trade Unions shall represent and safeguard the legitimate rights and interests of labourers, and independently conduct their activities in accordance with the law.Section 8. Labourers shall, through the assembly of staff and workers or their congress, or other forms in accordance with the provisions of laws, rules and regulations, take part in democratic management or consult with the employing units on an equal footing about protection of the legitimate rights and interests of labourers.Section 9. The labour administrative department of the State Council shall be in charge of the management of labour of the whole country.The labour administrative departments of the local people's governments at or above the county level shall be in charge of the management of labour in the administrative areas under their respective jurisdiction. CHAPTER II. PROMOTION OF EMPLOYMENTSection 10. The State shall create conditions for employment and increase opportunities for employment by means of the promotion of economic and social development.The State shall encourage enterprises, institutional organizations, and societies to initiate industries or expand businesses for the increase of employment within the scope of the stipulation of laws, and administrative rules and regulations.The State shall support labourers to get jobs by organizing themselves on a voluntary basis or by engaging in individual businesses.Section 11. Local people's governments in various levels shall take measures to develop various kinds of job-introduction agencies and provide employment services.Section 12. Labourers shall not be discriminated against in employment, regardless of their ethnic community, race, sex, or religious belief.Section 13. Females shall enjoy equal rights as males in employment. It shall not be allowed, in the recruitment of staff and workers, to use sex as a protext for excluding females from employment or to raise recruitment standards for the females, except for the types of work or posts that are not suitable for females as stipulated by the State.Section 14. Where there are special stipulations in laws, rules and regulations on the employment of the disabled, the personnel of national minorities, and demobilized army men, such special stipulations shall apply.Section 15. No employing units shall be allowed to recruit juveniles under the age of 16.Units of literature and art, physical culture and sport, and special arts and crafts that need to recruit juveniles under the age of 16 must go through the formalities of examination and approval according to the relevant provisions of the State and guarantee their right to compulsory education. CHAPTER III. EMPLOYMENT CONTRACTS AND COLLECTIVE AGREEMENTSSection 16. A labour contract is the agreement reached between a labourer and an employing unit for the establishment of the labour relationship and the definition of the rights, interests and obligations of each party.A labour contract shall be concluded where a labour relationship is to be established.Section 17. Conclusion and modification of a labour contract shall follow the principles of equality, voluntariness and unanimity through consultation, and shall not run counter to the stipulations of laws, administrative rules and regulations.A labour contract once concluded in accordance with the law shall possess legal binding force. The parties involved must fulfil the obligations stipulated in the labour contract.Section 18. The following labour contracts shall be invalid:(1) labour contracts concluded in violation of laws, administrative rules and regulations; and(2) labour contracts concluded by resorting to such measures as cheating and intimidation.An invalid labour contract shall have no legal binding force from the very beginning of its conclusion. Where a part of a labour contract is confirmed as invalid and where the validity of the remaining part is not affected, the remaining part hall remain valid.The invalidity of a labour contract shall be confirmed by a labour dispute arbitration committee or a people's court.Section 19. A labour contract shall be concluded in written form and contain the following clauses:(1) term of labour contract;(2) contracts of work;(3) labour protection and working conditions;(4) labour remuneration;(5) labour disciplines;(6) conditions for the termination of a labour contract; and(7) responsibility for the violation of a labour contract.Apart from the required clauses specified in the preceding paragraph, other contents in a labour contract may be agreed upon through consultation by the parties involved.Section 20. The term of a labour contract shall be divided into fixed term, flexible term or taking the completion of a specific amount of work as a term.In case a labourer has kept working in a same employing unit for ten years or more and the parties involved agree to extend the term of the labour contract, a labour contract with a flexible term shall be concluded between them if the labourer so requested.Section 21. A probation period may be agreed upon in a labour contract. The longest probation period shall not exceed six months.Section 22. The parties involved in a labour contract may reach an agreement in their labour contract on matters concerning keeping the commercial secrets of the employing unit.Section 23. A labour contract shall terminate upon the expiration of its term or the emergence of the conditions for the termination of the labour contract as agreed upon by the parties involved.Section 24. A labour contract may be revoked upon agreement reached between the parties involved through consultation.Section 25. The employing unit may revoke the labour contract with a labourer in any of the following circumstances:(1) to be proved not up to the requirements for recruitment during the probation period;(2) to seriously violate labour disciplines or the rules and regulations of the employing unit;(3) to cause great losses to the employing unit due to serious dereliction of duty or engagement in malpractice for selfish ends; and(4) to be investigated for criminal responsibilities in accordance with the law.Section 26. In any of the following circumstances, the employing unit mayrevoke a labour contract but a written notification shall be given to the labourer 30 days in advance;(1) where a labourer is unable to take up his original work or any new work arranged by the employing unit after the completion of his medical treatment for illness or injury not suffered at work;(2) when a labourer is unqualified for his work and remains unqualified even after receiving a training or an adjustment to any other work post; and(3) no agreement on modification of the labour contract can be reached through consultation by the parties involved when the objective conditions taken as the basis for the conclusion of the contract have greatly changed so that the original labour contract can no longer be carried out.Section 27. During the period of statutory consolidation when the employing unit comes to the brink of bankruptcy or runs into difficulties in production and management, and if reduction of its personnel becomes really necessary, the unit may make such reduction after it has explained the situation to the trade union or all of its staff and workers 30 days in advance, solicited opinions from them and reported to the labour administrative department.Where the employing unit is to recruit personnel six months after the personnel reduction effected according to the stipulations of this section, the reduced personnel shall have the priority to be re-employed.Section 28. The employing unit shall make economic compensations in accordance with the relevant provisions of the State if it revokes its labour contracts according to the stipulations in section 24, section 26 and section 27 of this Law.Section 29. The employing unit shall not revoke its labour contract with a labourer in accordance with the stipulations in section 26 and section 27 of this Law in any of the following circumstances:(1) to be confirmed to have totally or partially lost the ability to work due to occupational diseases or injuries suffered at work;(2) to be receiving medical treatment for diseases or injuries within the prescribed period of time;(3) to be a female staff member or worker during pregnant, puerperal, or breast-feeding period; or(4) other circumstances stipulated by laws, administrative rules and regulations.Section 30. The trade union of an employing unit shall have the right to air its opinions if it regards as inappropriate the revocation of a labour contract by the unit. If the employing unit violates laws, rules and regulations or labour contracts, the trade union shall have the right to request for reconsideration. Where the labourer applies for arbitration orbrings in a lawsuit, the trade union shall render him support and assistance in accordance with the law.Section 31. A labourer who intends to revoke his labour contract shall give a written notice to the employing unit 30 days in advance.Section 32. A labourer may notify at any time the employing unit of his decision to revoke the labour contract in any of the following circumstances:(1) within the probation period;(2) where the employing unit forces the labourer to work by resorting to violence, intimidation or illegal restriction of personal freedom; or(3) failure on the part of the employing unit to pay labour remuneration or to provide working conditions as agreed upon in the labour contract. Section 33. The staff and workers of an enterprise as one party may conclude a collective contract with the enterprise on matters relating to labour remuneration, working hours, rest and vacations, occupational safety and health, and insurance and welfare. The draft collective contract shall be submitted to the congress of the staff and workers or to all the staff and workers for discussion and adoption.A collective contract shall be concluded by the trade union on behalf of the staff and workers with the enterprise; in enterprise where the trade union has not yet been set up, such contract shall be also concluded by the representatives elected by the staff and workers with the enterprise. Section 34. A collective contract shall be submitted to the labour administrative department after its conclusion. The collective contract shall go into effect automatically if no objections are raised by the labour administrative department within 15 days from the date of the receipt of a copy of the contract.Section 35. Collective contracts concluded in accordance with the law shall have binding force to both the enterprise and all of its staff and workers. The standards on working conditions and labour payments agreed upon in labour contracts concluded between individual labourers and the enterprise shall not be lower than those as stipulated in collective contracts.CHAPTER IV. WORKING HOURS, REST AND VACATIONSSection 36. The State shall practice a working hour system under which labourers shall work for no more than eight hours a day and or more than 44 hours a week on average.Section 37. In case of labourers working on the basis of piecework, the employing unit shall rationally fix quotas of work and standards on piecework remuneration in accordance with the working hour system stipulated in section 36 of this Law.Section 38. The employing unit shall guarantee that its staff and workers have at least one day off in a week.Section 39. Where an enterprise cannot follow the stipulations in section 36 and section 38 of this Law due to its special production nature, it may adopt other rules on working hours and rest with the approval of the labour administrative department.Section 40. The employing unit shall arrange holidays for labourers in accordance with the law during the following festivals:(1) the New Year's Day;(2) the Spring Festival;(3) the International Labour Day;(4) the National Day; and(5) other holidays stipulated by laws and regulations.Section 41. The employing unit may extend working hours due to the requirements of its production or business after consultation with the trade union and labourers, but the extended working hour for a day shall generally not exceed one hour; if such extension is called for due to special reasons, the extended hours shall not exceed three hours a day under the condition that the health of labourers is guaranteed. However, the total extension in a month shall not exceed 36 hours.Section 42. The extension of working hours shall not be subject to restriction of the provisions of section 41 of this Law under any of the following circumstances:(1) where emergent dealing is needed in the event of natural disaster, accident or other reason that threatens the life, health and the safety of property of labourers;(2) where prompt rush repair is needed in the event of breakdown of production equipment, transportation, lines or public facilities that affects production and public interests; and(3) other circumstances as stipulated by laws, administrative rules and regulations.Section 43. The employing unit shall not extend working hours of labourers in violation of the provisions of this Law.Section 44. The employing unit shall, according to the following standards, pay labourers remunerations higher than those for normal working hours under any of the following circumstances;(1) to pay no less than 150 per cent of the normal wages if the extension of working hours is arranged;(2) to pay no less than 200 per cent of the normal wages if the extended hours are arranged on days of rest and no deferred rest can be taken; and (3) to pay no less than 300 per cent of the normal wages if the extendedhours are arranged on statutory holidays.Section 45. The State shall practice a system of annual vacation with pay. Labourers who have kept working for one year and more shall be entitled to annual vacation with pay. The concrete measures shall be formulated by the State Council.CHAPTER V. WAGESSection 46. The distribution of wages shall follow the principle ofdistribution according to work and equal pay for equal work.The level of wages shall be gradually raised on the basis of economicdevelopment. The State shall exercise macro-regulations and control overthe total wages.Section 47. The employing unit shall independently determine its form ofwage distribution and wage level for its own unit according to law andbased on the characteristics of its production and business and economicresults.Section 48. The State shall implement a system of guaranteed minimumwages. Specific standards on minimum wages shall be determined by thepeople's governments of provinces, autonomous regions or municipalitiesdirectly under the Central Government and reported to the State Councilfor the record.Wages paid to labourers by the employing unit shall not be lower than thelocal standards on minimum wages.Section 49. The determination and readjustment of the standards onminimum wages shall be made with reference to the following factors in acomprehensive manner:(1) the lowest living expenses of labourers themselves and the averagefamily members they support;(2) the average wage level of the society as a whole;(3) labour productivity;(4) the situation of employment; and(5) the different levels of economic development between regions.Section 50. Wages shall be paid monthly to labourers themselves in formof currency. The wages paid to labourers shall not be deducted or delayedwithout justification.Section 51. The employing unit shall pay wages to labourers who observestatutory holidays, take leaves during the periods of marriage or funeral,or participate in social activities in accordance with the law.CHAPTER VI. OCCUPATIONAL SAFETY AND HEALTHSection 52. The employing unit must establish and perfect the system foroccupational safety and health, strictly implement the rules and standardsof the State on occupational safety and health, educate labourers onoccupational safety and health, prevent accidents in the process of work, and reduce occupational hazards.Section 53. Facilities of occupational safety and health must meet the standards stipulated by the State.Facilities of occupational safety and health installed in new projects and projects to be rebuilt or expanded must be designed, constructed and put into operation and use at the same time as the main projects.Section 54. The employing unit must provide labourers with occupational safety and health conditions conforming to the provisions of the State and necessary articles of labour protection, and provide regular health examination for labourers engaged in work with occupational hazards. Section 55. Labourers to be engaged in specialized operations must receive specialized training and acquire qualifications for such special operations. Section 56. Labourers must strictly abide by rules of safe operation in the process of their work.Labourers shall have the right to refuse to operate if the management personnel of the employing unit command the operation in violation of rules and regulations or force labourers to run risks in operation; labourers shall have the right to criticize, report or file charges against the acts endangering the safety of their life and health.Section 57. The State shall establish a system for the statistics, reports and dispositions of accidents of injuries and deaths, and cases of occupational diseases. The labour administrative departments and other relevant departments of the people's governments at or above the county level and the employing unit shall, according to law, compile statistics, report and dispose of accidents of injuries and deaths that occurred in the process of their work and cases of occupational diseases.CHAPTER VII. SPECIAL PROTECTION FOR FEMALE AND JUVENILE WORKERSSection 58. The State shall provide female workers and juvenile workers with special protection."Juvenile workers" hereby refer to labourers at the age of 16 but not 18 yet. Section 59. It is prohibited to arrange female workers to engage in work down the pit of mines, or work with Grade IV physical labour intensity as stipulated by the State, or other work that female workers should avoid. Section 60. Female workers during their menstrual period shall not be arranged to engage in work high above the ground, under low temperature, or in cold water or work with Grade III physical labour intensity as stipulated by the State.Section 61. Female workers during their pregnancy shall not be arranged to engage in work with Grade III physical labour intensity as stipulated by the State or other work that they should avoid in pregnancy. Female workers pregnant for seven months or more shall not be arranged to extend their working hours or to work night shifts.Section 62. After childbirth, female workers shall be entitled to no less than 90 days of maternity leaves with pay.Section 63. Female workers during the period of breast-feeding their babies less than one year old shall not be arranged to engage in work with Grade III physical labour intensity as stipulated by the State or other labour that they should avoid during their breast-feeding period, or to extend their working hours or to work night shifts.Section 64. No juvenile workers shall be arranged to engage in work down the pit of mines, work that is poisonous or harmful, work with Grade IV physical labour intensity as stipulated by the State, or other work that they should avoid.Section 65. The employing unit shall provide regular physical examinations to juvenile workers.CHAPTER VIII. VOCATIONAL TRAININGSection 66. The State shall take various measures through various channels to expand vocational training undertakings so as to develop professional skills of labourers, improve their qualities, and raise their employment capability and work ability.Section 67. People's governments at various levels shall incorporate the development of vocational training in the plans of social and economic development, encourage and support all enterprises, institutional organizations, societies and individuals, where conditions permit, to sponsor all kinds of vocational training.Section 68. The employing unit shall establish a system for vocational training, raise and use funds for vocational training in accordance with the provisions of the State, and provide labourers with vocational training in a planned way and in the light of the actual situation of the unit. Labourers to be engaged in technical work must receive pre-job training before taking up their posts.Section 69. The State shall determine occupational classification, set up professional skill standards for the occupations classified, and practise a system of vocational qualification certificates. Examination and verification organizations authorized by the Government are in charge of the examination and verification of the professional skills of labourers. CHAPTER IX. SOCIAL INSURANCE AND WELFARESection 70. The State shall develop social insurance undertakings, establish a social insurance system, and set up social insurance funds so that labourers may receive assistance and compensations under such circumstances as old age, illness, work-related injury, unemployment and child bearing.Section 71. The level of social insurance shall be in proportion to the level of social and economic development and the social affordability.Section 72. The sources of social insurance funds shall be determined according to the categories of insurance, and an overall pooling of insurance funds from the society shall be introduced step by step. The employing unit and labourers must participate in social insurance and pay social insurance premiums in accordance with the law.Section 73. Labourers shall, in accordance with the law, enjoy social insurance benefits under the following circumstances:(1) retirement;(2) illness or injury;(3) disability caused by work-related injury or occupational disease;(4) unemployment; and(5) child bearing.The survivors of the insured labourers shall be entitled to subsidies for survivors in accordance with the law.The conditions and standards for labourers to enjoy social insurance benefits shall be stipulated by laws, rules and regulations.The social insurance amount that labourers are entitled to must be timely paid in full.Section 74. The agencies in charge of social insurance funds shall collect, expend, manage and operate the funds in accordance with the stipulations of laws, and assume the responsibility to maintain and raise the value of those funds.The supervisory organizations of social insurance funds shall exercise supervision over the revenue and expenditure, management and operation of social insurance funds in accordance with the stipulations of laws.The establishment and function of the agencies in charge of social insurance funds and the supervisory organizations of social insurance funds shall be stipulated by laws.No organization or individual shall be allowed to misappropriate social insurance funds.Section 75. The State shall encourage the employing unit to up supplementary insurance for labourers according to its practical situations.The State shall advocate that labourers practise individual insurance in form of saving account.Section 76. The State shall develop social welfare undertakings, construct public welfare facilities, and provide labourers with conditions for taking rest, recuperation and rehabilitation.The employing unit shall create conditions so as to improve collective welfare and raise welfare treatment of labourers.CHAPTER X. LABOUR DISPUTESSection 77. Where a labour dispute between the employing unit and labourers takes place, the parties concerned may apply for mediation or arbitration or take legal proceedings according to law, or may seek for a settlement through consultation. The principle of mediation shall apply to the procedures of arbitration and lawsuit.Section 78. The settlement of a labour dispute shall follow the principle of legality, fairness and promptness to so as to safeguard in accordance with the law the legitimate rights and interests of the parties involved.Section 79. Where a labour dispute takes place, the parties involved may apply to the labour dispute mediation committee of their unit for mediation; if the mediation falls and one of the parties requests for arbitration, that party may apply to the labour dispute arbitration committee for arbitration. If one of the parties is not satisfied with the adjudication of arbitration, the party may bring the case to a people's court.Section 80. A labour dispute mediation committee may be established inside the employing unit. The committee shall be composed of representatives of the staff and workers, representatives of the employing unit, and representatives of the trade union. The chairman of the committee shall be held by a representative of the trade union. Agreements reached on labour disputes through mediation shall be implemented by the parties involved.Section 81. A labour dispute arbitration committee shall be composed of representatives of the labour administrative department, representatives from the trade union at the corresponding level, and representatives of the employing unit. The chairman of the committee shall be held by a representative of the labour administrative department.Section 82. The party that requests for arbitration shall file a written application to a labour dispute arbitration committee within 60 days starting from the date of the occurrence of a labour dispute. The arbitration committee may generally make an adjudication within 60 days。

罗马尼亚劳动法

LAW LABOUR CODETITLE IGeneral provisionsCHAPTER IScope of applicationArticle 1. (1) The present code regulates all the individual and collective labour relations, the manner in which the control of the implementation of labour relations regulations takes place, as well as labour jurisdiction.(2) The present code also applies to the labour relations regulated by special laws, only in so far as the latter do not contain derogatory specific provisions.Article 2. The provisions contained in the present code apply to:a) Romanian citizens who are employed under an individual labour contract and who work in Romania;b) Romanian citizens employed under an individual labour contract abroad, based on contracts concluded with a Romanian employer, except when the legislation of the state on the territory of which the individual labour contract is performed is more favourable;c) foreign or stateless citizens employed under an individual labour contract, who work for a Romanian employer on the territory of Romania;d) persons who have acquired the refugee status and are employed under an individual labour contract on the territory of Romania, according to the law;e) apprentices who work based on an on-the-job apprenticeship contract;f) employers who are natural or legal entities; g) trade unions or employers organisations.CHAPTER IIFundamental principlesArticle 3. (1) The freedom to work is guaranteed by the Constitution. The right to work shall not be restricted.(2) All persons shall be free to choose their work place and profession, trade, or activity to carry out.(3) No one can be obliged to work or not to work in a certain work place or profession, whatever these might be.(4) Any labour contract concluded in violation of the provisions of paragraphs (1)(3) shall be null de jure.Article 4. (1) Forced labour shall be prohibited.(2) The term forced labour designates any work or service imposed on a person under threat or for which the person in question has not given his/her free consent.(3) The work or activity imposed by the public authorities shall not be seen as forced labour:a) in compliance with the law concerning the mandatory military service;b) in the discharge of the civic obligations set up by the law;c) in accordance with a final judicial decision of conviction;d) in case of absolute necessity, i.e. in the event of a war, catastrophe or risk of catastrophe such as: fires, floods, earthquakes, violent epidemics or epizootics, invasions of animals or insects, and, in general, under all circumstances jeopardising life or the normal living conditions of most of the population or of part of it.Article 5. (1) Within the framework of work relations, the principle of the equality of treatment for all employees and employers shall apply.(2) Any direct or indirect discrimination against an employee, based on criteria such as sex, sexual orientation, genetic characteristics, age, national origin, race, colour of the skin, ethnic origin, religion, political options, social origin, disability, family conditions or responsibilities, union membership or activity, shall be prohibited.(3) A direct discrimination shall be represented by actions and facts of exclusion, differentiation, restriction, or preference, based on one or several of the criteria stipulated under paragraph (2),the purpose or effect of which is the failure to grant, the restriction or rejection of the recognition, use, or exercise of the rights stipulated in the labour legislation.(4) An indirect discrimination shall be represented by actions and facts apparently based on other criteria than those stipulated under paragraph (2), but which cause the effects of a direct discrimination to take place.Article 6. (1) Any employee who performs a work shall benefit from adequate work conditions for the activity carried out, social security, labour safety and health, as well as the observance of his/her dignity and conscience, without any discrimination.(2) All employees who perform a work shall have recognised their right to equal payment for equal work, their right to collective negotiations, their right to personal data protection, as well as their right to protection from unlawful dismissal.Article 7. Employees and employers can associate freely for the defence of their rights and the promotion of their vocational, economic, and social interests.Article 8. (1) Labour relations are based on the principle of consensus and good faith.(2) To ensure a proper progress of labour relations the participants in labour relations shall inform and consult one another, in compliance with the law and the collective labour contracts.Article 9. The Romanian citizens are free to be employed in member countries of the European Union, as well as in any other state, provided they comply with the norms of international labour law and the bilateral treaties Romania is a party to.TITLE IIIndividual labour contractCHAPTER IConclusion of the individual labour contractArticle 10. An individual labour contract is a contract based on which a natural entity, called employee, undertakes to perform work for and under the authority of an employer, who is a natural or legal entity, in return for a remuneration, called wages.Article 11. The clauses of the individual labour contract cannot containcontrary provisions or rights below the minimum level set up by laws or collective labour contracts.Article 12. (1) An individual labour contract shall be concluded for an indefinite term.(2) As an exception, an individual labour contract can also be concluded for a definite term, under the conditions expressly stipulated by the law.Article 13. (1) A natural entity shall be allowed to work after having turned 16 years of age.(2) A legal entity can also conclude a labour contract, as an employee, after turning 15 years of age, based on his/her parents or legal representatives consent, for activities in accordance with his/her physical development, aptitudes and knowledge, unless this places under risk his/her health, development, and vocational training.(3) Employment of persons under the age of 15 is prohibited.(4) Employment of persons placed under court interdiction is prohibited.(5) Employment in difficult, harmful, or dangerous work places shall only take place after the person has turned 18 years of age; such work places shall be established in a Government decision.Article 14. (1) For the purposes of this code, employer means a natural or legal entity who can employ, according to the law, labour force based on an individual labour contract.(2) A legal entity can conclude individual labour contracts, as an employer, after having acquired that legal status.(3) A natural entity can conclude individual labour contracts, as an employer, after having acquired the capacity to exercise.Article 15. It is prohibited, under penalty of absolute nullity, to conclude an individual labour contract for the purpose of performing an illicit or immoral work or activity.Article 16. (1) An individual labour contract shall be concluded based on the parties consent, in written form, in Romanian. The employer has the obligation to conclude the individual labour contract in written form.(2) If the individual labour contract has not been concluded in written form, the presumption is that it has been concluded for an indefinite term, and the parties can give proof of contract provisions and work performed through any other elements of proof.(3) The work performed based on an individual labour contract gives the employee length of service.Article 17. (1) Prior to the conclusion or amendment of an individual labour contract, the employer must inform the person applying for employment or the employee, as the case may be, about the general clauses he intends to include in the contract or to amend.(2) The information stipulated under paragraph (1) shall comprise, as the case may be, the following elements at least:a) the identity of the parties;b) the work place or, in the absence of a stable work place, the possibility that the employee may work in various places;c) the employers head office or, as the case may be, residence;d) the duties of the job;e) the typical risks of the job;f) the date from which the contract is to take effect;g) in the event of a labour contract for a definite term or a temporary labour contract, the duration thereof;h) the duration of the annual leave the employee is entitled to;i) the conditions under which the contracting parties can give notice and the duration thereof;j) the basic wages, other elements of the earned income, as well as the periodicity of the payment of wages the employee is entitled to;k) the normal work period expressed in hours per day and hours per week;l) the mention of the collective labour contract regulating the work conditions for the employee; m) the length of the trial period.(3) The elements in the information stipulated under paragraph (2) shall also be found in the contents of the individual labour contract.(4) Any change in any of the elements stipulated under paragraph (2) during the performance of the individual labour contract shall require the conclusion of a rider to the contract, within 15 days from the employee being notified in writing, except for circumstances when such a change is made possible by the law or the applicable collective labour contract.(5) As regards the information provided to the employee, prior to the conclusion of the individual labour contract, the parties can enter into a confidentiality agreement.Article 18. (1) If the employee is to carry out his/her activity abroad, the employer shall provide him/her, in due time, with the information stipulated under article 17 (2), including information regarding:a) the duration of the work period to be performed abroad;b) the currency in which his/her wages are to be paid, as well as the methods of payment;c) the payments in money and/or in kind related to the activity carried out abroad;d) the climate conditions;e) the main regulations in that countrys labour legislation;f) the local customs the non-observance of which might endanger the employees life, freedom, or personal safety.(2) Special laws regulating the typical work conditions abroad shall complement the provisions of paragraph (1).Article 19. If the employer does not comply with his obligation to inform the employee within 15 days from the time of launching the offer for the termination or amendment of the individual labour contract, or, as the case may be, of the performance of the activity abroad, the employee s hall be entitled to notify, within 30 days, the competent court of law and ask for compensation corresponding to the damage caused tohim/her as a result of the non-fulfilment by the employer of his obligation to inform him/her.Article 20. (1) Besides the general clauses stipulated underarticle 17, the parties can also negotiate and include other specific clauses in the individual labour contract.(2) The following are regarded as specific clauses, the enumeration thereof not being restrictive:a) the clause on vocational formation;b) the non-competition clause;c) the mobility clause;d) the confidentiality clause.Article 21. (1) The non-competition clause shall force the employee not to perform, for his/her own interest or that of a third party, an activity which is competing with the one performed for his/her employer, or an activity for the benefit of a third party which is in competition with his/her employer and forces the employer to pay a monthly allowance to the employee.(2) The non-competition clause shall only take effect if the individual labour contract clearly stipulates the activities the employee is prohibited from performing for the duration of the contract.(3) The allowance due to the employee shall be negotiated and shall be at least 25 % of the wages. The allowance must be paid in full and in time.(4) The non-competition clause shall not operate during the trial period.Article 22. (1) The non-competition clause shall no longer operate on the date of termination of the individual labour contract.(2) As an exception to the provisions of paragraph (1), the non-competition clause can also apply after the termination of the individual labour contract, for a period of 6 months at the most, when executive positions are involved, and 2 years at the most, for those having been in management positions, if such a period has been expressly agreed upon in the individual labour contract.(3) The provisions of paragraph (2) shall not apply when the termination of the individual labour contract has taken place de jure or based on the initiative of the employer, for reasons which cannot be imputed to the employee.Article 23. (1) The non-competition clause cannot have as effect the employees absolutely prohibition from exercising his/her profession or speciality.(2) Based on a notification by the employee or the territorial factory inspectorate, the competent court of law can diminish the effects of the non-competition clause.Article 24. In the event of the employee having wrongly violated the non-competition clause, he/she can be obliged to return the allowance and, as the case may be, pay damages corresponding to the loss caused by him/her to the employer.Article 25. In the mobility clause, the parties in the individual labour contract stipulate that, considering the typical features of the work, the performance of the job duties by the employee shall not take place in a stable work place. In this case, the employee shall benefit from additional cash payments or payments in kind.Article 26. (1) In the confidentiality clause, the parties shall agree that, throughout the duration of the performance of the individual labour contract and after the termination thereof, they shall not transmit data or information they have learnt during the performance of the contract, under the terms set by the companys rules and regulations, in collective labour contracts or individual labour contracts.(2) The non-compliance with this clause by either of the parties entails the obligation of the party at fault to pay damages.Article 27. (1) A person shall only be employed based on a medical certificate, which finds that the person in question is fit to perform that work.(2) The failure to comply with the provisions of paragraph (1) causes the individual labour contract to become null.(3) If the employee submits the medical certificate after the time of conclusion of the individual labour contract, and the contents of the certificate prove the person in question is fit for work, the contract thus concluded remains valid.(4) The competence for and the procedure of issuing the medical certificate, as well as the sanctions applicable to the employer for employing or changing the work place or type of work without a medical certificate shall be stipulated by special laws.(5) It is prohibited to require pregnancy tests on hiring a person.(6) When employing a person in the fields of health, public catering, education, and other fields stipulated by the laws, typical medical tests may be required.Article 28. A medical certificate is also compulsory under the following circumstances:a) when restarting work after an interruption exceeding 6 months, for jobs with exposure to occupational noxious factors, and one year, in the other cases;b) in the event of a secondment or transfer to another work place or activity;c) when beginning work, in the case of employees hired under a temporary labour contract;d) in the case of apprentices, probationers, and school or college students, if they are to be trained per trades and professions, as well as when changing trade during the training;e) periodically, in the case of persons who work under exposure to occupational noxious factors, according to the regulations of the Ministry of Health and Family;f) periodically, in the case of persons who perform activities showing a risk of transmitting diseases and who work in the food and animal-breeding sectors, in drinkingwater supply units,in childrens collectivities,or in medical institutions,according to the regulations of the Ministry of Health and Family;g) periodically, in the case of persons who work in institutions without risk factors, by means of medical examinations differentiated per age, gender, and health condition, according to the regulations in the collective labour contracts.Article 29. (1) The individual labour contract shall be concluded after a preliminary check of the professional and personal abilities of the person applying for the job.(2) The ways in which the check stipulated under paragraph (1) is to take place shall be set up in the applicable collective labour contract, in the personnel status (professional or disciplinary), and in the companys rules and regulations, unless the law stipulates otherwise.(3) The purpose of the information requested, under any form, by the employer from the person applying for a job on the occasion of the preliminary check of abilities can only be for assessing his/her capacity to be in that position, as well as his/her professional abilities.(4) The employer can request information about the person applying for a job from his/her former employers, but only as regards the duties carried out and the length of that employment, and provided the person in question has been informed in advance.Article 30. (1) In public institutions and authorities, and other budgetary institutions, personnel employment can only take place based on a contest or examination, as the case may be.(2) Vacancies existing in the list of positions shall be opened to contest, depending on the needs of each institution stipulated under paragraph (1).(3) If, for the contest organised for filling a vacancy, several candidates have not entered the contest, the employment shall be decided by an examination.(4) The terms for organising a contest/examination and the manner in which it takes place shall be set by the regulations approvedin a Government decision.Article 31. (1) To check the abilities of the employee, on the conclusion of the individual labour contract, a trialperiod of30calendar days at the most may be established for executive positions,and90calendar days at the most for management positions.(2) The check of professional abilities when employing disabled persons shall be based only on a trial period of 50 calendar days at the most.(3) As far as unskilled workers are concerned, the trial period shall be exceptional and shall not exceed 5 working days.(4) Higher-education graduates shall be employed, at the beginning of the employment in their profession, based on a trial period of 3 to 6 months.(5) During the trial period, the employee enjoys all the rights and has all the obligations stipulated in the labour legislation, the applicable collective labour contract, the companys rules and regulations, as well as the individual labour contract.Article 32. During the performance of an individual labour contract, there can be only one trial period.(2) As an exception, an employee can be subjected to a new trial period if he/she starts a new position or profession with the same employer, or is to perform his/her activity in a work place under difficult, harmful, or dangerous conditions.(3) The failure to inform the employee, before the conclusion or amendment of the individual labour contract, about the trial period, within the term set under article 14 (4), causes the employer to be disqualified from checking the employees abilities by such means.(4) The trial period shall represent length of service. Article 33. It is prohibited to successively employ more thanthree persons for trial periods for the same position.Article 34. (1) Each employer must establish a general book of the employees.(2) The general book of the employees shall be first registered with the competent public authority, according to the law, which has jurisdiction over the employers residence or head office, respectively, after which date it becomes an official document.(3)The general book of the employees shall be filled out in order of employment and shall comprise the identification elements of all employees,the elements characterising their labour contracts,as well as all situations which occur during the performance of work relations in connection with the execution,amendment,suspension or termination of the individual labour contract.(4)The general book of the employees shall be kept at the employers residence or head office,respectively,and it shall be placed at the disposal of the factory inspector or any other authority requesting it, according to the law.(5)At the employees request,the employer must issue a document attesting the formers activity,length of service in his/her trade and speciality.(6)In case of termination of the employers activity,the general book of the employees shall be deposited with the competent public authority,according to the law,which has jurisdiction over the employers residence or head office, respectively, as the case may be.(7)The methodology for preparing the general book of the employees,the recordings to be made,as well as any other elements related to making them shall be stipulated in a Government decision.Article35.(1)Any employee shall be entitled to hold concurrently several positions,based on individual labour contracts, with the adequate wages for each of them.(2)Exceptions to the provisions of paragraph(1)shall be the cases when the law stipulates incompatibilities for holding concurrently some positions.(3)Employees who hold concurrently several positions shall have to declare to each employer the place where he/she exercises the position he/she deems as basic.Article36.Foreign and stateless citizens can be employed under an individual labour contract based on the work permit issued according to the law.CHAPTER IIExecution of the individual labour contractArticle 37. The rights and obligations concerning the work relations between the employer and the employee shall be established according to the law, by negotiations,within the collective labour contracts and individual labour contracts.Article 38. Employees cannot give up the rights recognised by the law. Any transaction whose aim is to give up the rights recognised by the law to employees or to limit such rights shall be rendered void.Article 39. (1) The employees main rights are as follows:a) the right to receive wages for the work performed; b) the right to a daily and weekly rest; c) the right to an annual holiday; d) the right to equal chances and treatment; e) the right to dignity of labour; f) the right to labour safety and health; g) the right of access to vocational training; h) the right to information and consultation;i) the right to take part in the determination and improvement of the workconditions and environment;j) the right to protection as far as dismissal is concerned;k) the right to collective and individual negotiation; l) the right to participate in collective actions; m) the right to establish or join a trade union. (2) The employees main obligations are as follows:a) the obligation to accomplish his/her work load or, as the case may be, to meet his/her duties according to the job description;b) the obligation to observe work discipline;c) the obligation to observe the provisions of the companys rules and regulations, of the applicable collective labour contract, as well as of the individual labour contract;d) the obligation of fidelity to the employer in performing his/her job duties;e) the obligation to observe labour safety and health in the company;f) the obligation to observe the professional secrecy. Article 40. (1) The employers main rights are as follows:a) to set up the organisation and operation of the company;b) to establish the duties of each employee, according to the law;c) to issue mandatory orders to the employee, provided these are legal;d) to exert control over the way in which the job duties are carried out;e) to find whether departures from discipline have taken place and to inflict the adequate sanctions, according to the law, the applicable collective labour contract, and the companys rules and regulations.(2) The employers main obligations are as follows:a) to inform the employees on the work conditions and elements regarding the progress of work relations;b) to provide permanently the technical and organisational conditions envisaged when the work loads had been devised, and the adequate work conditions;c) to grant the employees all the rights deriving from the law, the applicablecollective labour contract, and the individual labour contracts;d) to inform periodically the employees about the companys economic and financial position;e) to consult with the trade union or, as the case may be, the employees representatives on the decisions likely to affect substantially their rights and interests;f) to pay all the contributions and taxes which fall upon him, as well as to withhold and transfer the contributions and taxes due by the employees, according to the law;g) to establish the general book of the employees and make the recordings stipulated by the law;h) to issue, on request, all the documents attesting the petitioners employee status;i) to make sure the employees personal data are confidential.CHAPTER IIIAmendments to the individual labour contractArticle 41. (1) The individual labour contract can only be amended based on the parties consent.(2) As an exception, the unilateral amendment of the individual labour contract shall only be possible in the cases and under the conditions stipulated by the present code.(3) Amendments to the individual labour contract shall refer to any of the following elements:a) length of the contract;b) work place;c) kind of work;d) work conditions;e) wages;f) working time and rest time.Article 42. (1) The work place can be modified unilaterally by the employer by delegating or temporarily seconding the employee to a work place other than the one stipulated in the individual labour contract.(2) During the delegation or secondment, respectively, the employee shall preserve his/her position and all the other rights stipulated in the individual labour contract.Article 43. The delegation represents the temporary exercise by the employee, based on the employers order, of works or assignments corresponding to the job duties, outside his/her work place.Article 44. (1) The delegation can be ordered for a period not exceeding 60 days, and can be extended, based on the employees consent, by 60 days at the most.(2) The delegated employee shall be entitled to the payment of travelling and accommodation expenses, as well as of a delegation allowance, under the terms of the law or of the applicable collective labour contract.Article 45. The secondment is the action whereby a temporary change in the work place is provided for, based on the employers order, with another employer, for the purpose of performing some works in the latters interest. In this exceptional case, a secondment can also mean a change in the kind of work, but only based on the employees written consent.Article 46. (1) A secondment can be ordered for a period not exceeding one year.(2) In this exceptional case, the period of the secondment can be extended for objective reasonsd) work conditions;e) wages;f) working time and rest time.Article 42. (1) The work place can be modified unilaterally by the employer by delegating or temporarily seconding the employee to a work place other than the one stipulated in the individual labour contract.(2) During the delegation or secondment, respectively, the employee shall preserve his/her position and all the other rights stipulated in the individual labour contract.Article 43. The delegation represents the temporary exercise by the employee, based on the employers order, of works or assignments corresponding to the job duties, outside his/her work place.。

高二下新世纪英语_Unit 2_知识点整理

Unit 21. deliver (v.)(1) 发表（讲话，演讲）to deliver/ give/ make a speech 发表演说(2) 投递，送（货）A postman is a man employed to deliver letters and parcels. 邮差就是雇来投递信件及包裹的。

delivery (n.) 送货，投递，交付，分娩2. think of…as… = regard…as…以为，认为……；把……看作……Y ou mustn’t think of me as being unhappy. 你不可认为我不开心。

They regarded him as a fool. 他们认为他是个傻瓜。

3. integration (n.) [U] 结合，综合；融合the integration of manual and mental labour 体力劳动与脑力劳动的结合integrate (v.) 整合，结合A integrates with B. A与B结合起来integrate theory with practice 理论联系实际4. involve (v.) 牵涉，牵连；需要The investigate involved many innocent people. 这次调查牵涉了许多无辜者。

5. stance (n.)[C] 姿势，态度，立场，姿态What’s your stance on this policy? 你对这项政策持什么态度？He altered his stance slightly and leaned against a tree. 他稍微改了一下姿势，倚在一棵树上。

6. have a good control of sth. 对……很好地控制/ 掌握When we deliver a speech, we should have a good control of the presentation speed.当我们发表演讲时，我们应很好的掌握演讲速度。

Labour Contract劳动合同英文版5篇

Labour Contract劳动合同英文版5篇篇1劳动合同This Labour Contract is entered into by and between [Employer’s Name] and [Employee’s Name] (hereinafter referred to as the “Employer” and the “Employee”), voluntarily upon the principles of equality, fairness, and mutual respect.根据平等、公平和相互尊重的原则，自愿签订本合同。

1. Contract Duration 合同期限This contract is valid for a fixed term from [Start Date] to [End Date].本合同有效期从____年____月____日起至____年____月____日止。

2. Employment Position 职位The Employee shall perform the duties and functions related to the position of ____________ at the place of work designated by the Employer.雇员应在雇主指定的地点从事与岗位相关的工作职责和活动。

3. Working Hours 工作时间The Employee’s normal working hours shall be in accordance with the regulations set by the Employer. The Employee shall also be entitled to rest and leisure in accordance with the laws and regulations of the country.雇员的正常工作时间应按照雇主的规定执行。

law词源

law词源## 一、词源“law”源自古诺尔斯语“lǫg”，表示“法律，规定”，其最终的词源与“lay（放置，铺设）”有关，因为法律就像是被放置、确立下来的规则。

## 二、同近义词1. rule：规则，通常指具体的、人为规定的行为准则。

2. regulation：规章，比rule更正式，强调官方或机构制定的管理性规定。

3. statute：法令，由立法机关制定的正式法律条文。

4. ordinance：条例，一般指地方政府或机构颁布的法令。

5. principle：原则，是一种根本性的、具有指导意义的准则。

## 三、短语1. civil law：民法2. criminal law：刑法3.mon law：普通法4. law enforcement：执法5. law firm：律师事务所6. law school：法学院7. by law：根据法律8. break the law：违法9. obey the law：守法10. law of nature：自然法则11.mercial law：商法12. labour law：劳动法13. international law：国际法14. constitutional law：宪法15. family law：家庭法16. property law：财产法17. traffic law：交通法18. administrative law：行政法19. law of supply and demand：供求规律20. go to law：打官司## 四、双语例句（一）1. Everyone is equal before the law.法律面前人人平等。

2. The new law wille into effect next month. 这部新法律将于下个月生效。

（二）3. We must abide by the law.我们必须遵守法律。

4. He was arrested for breaking the law.他因违法而被捕。

我的劳动节英语作文通用5篇

我的劳动节英语作文通用5篇我的劳动节英语作文 1May holiday ing. Our family going to do something. Today I called my little brother's phone at the noon. He asked me what I am going to do in the holiday. I told him we want to go on a trip some day during but where we don't decide to go. We are going to sleep in the morning May first. Then we are going to go to Dawukou by bus in the afternoon. We are going to have a day off May 2nd. If it's will fine in May 3rd we are going to go out on trip.I am going to go to the Forest Park. Your ster's husband going to hometown Xiamiao. He wants to go fhing.Gui Zexuan going to climb the hill with h friends. We are dcussing. I asked my little brother what plans you are going to in the holiday. He invited us to go h home. He wanted to go Suyukou with us. I was glad to hear the news. Our family decided to go Yingchun to Suyukou on trip.我的劳动节英语作文 2Time flies like an arrow, the sun is like a boat, twinkling of an eye, halfa semester has passed.I have been waiting for the “May Day" holiday finally arrived!Ha ha,that's great! This is depend on the bed in the morning, play puter, MP3, momand dad won't have too many restrictions! Oh, no, how could this beautifulgolden holiday so simple waste! I have to go outside, to expo famous mountainsand great rivers, swim picturesque scenery, experience the exotic customs.Go to jiuzhaigou! There scenery such as spilt: snowy peaks piercing theclouds, ancient towering and pinghu feibao, trickling streams. It is aparadise on earth. Otherwise, go to huangshan! Is known as "the day the firstone strange mountain" huangshan, pines, sea of clouds, rocks, hot springs, fourunique, make the person feels like fairyland, linger.Go to the prairie also must be good, when once the shepherd! Riding a horseon the prairie, the sheep, eat hand pilaf, drink milk tea, to experience "thewind grass low now cattle and sheep" fields of amorous feelings, will don't havea taste. However, or the south China sea island of the motherland, I want to gohainan island, the island boasts beautiful tropical scenery is enough to a next:south sky pillar fairy tales, the extreme stimulus beach motorcycle, yalong bayis more curved crescent, silver sand, blue sky, the gentle sea breeze, coconuttrees, swaying slightly small waves...So beautiful, the daydream, I forward to happy tomorrow! 我的劳动节英语作文 3May Day is ing. have three days holiday. I to do so much things during this holiday .On the first day , I plan to finish all my home so that I can play happily in the other days. On the next day ,I to see my grandparents my parents .Because they live in a beautiful countryside .There are many kinds of flo and clean air .I love them very much. On the finally day ,I to play basketball my friends .That is my favourite sport.I hope to have a good time on this holiday.我的劳动节英语作文 4One day May Day, my parents and I went to wuzhen tour.Listen to mother say wuzhen is a writer MAO dun's hometown, is one of thejiangnan six famous town. Wuzhen has 1000 years of history, we entered the town,as if through the time tunnel. Along the river's house is a house with twopillar support a, are facing the river, with the Windows open, however, Windowswithout glass, but with a board to replace, not be a brace be open the windowwith a stick, stick to accept, shutters, shut the window. Town forms of Bridgescan be seen everywhere,narrow, short, wide, long, and has a top can shade... Inboth sides of the small town, there are many houses, in the evening, you c__so spend the night there, walking in the alleys paved with stones, listeningto the murmur of the little stream water, let you truly when one resident of thetown.Wuzhen, of course, also have a lot of food snacks, so you can eat in theresidence to such as: victory cake, period of bread, and mutton noodles, BaiShuiyu, etc. We sat on the lake dwellings, while eating snacks, enjoy thebeautiful scenery of the lake, is really very fortable.If you have the opportunity to, be sure to go to wuzhen, look at thisbeautiful town, believe that will make you linger!我的劳动节英语作文 5As we all know, lately the National People's Congress has passed several significant perposals, including the new festivals and holidays policies.Three-day holiday is going to take place of 'Golden Week', which has been written into our latest Labour law.Instinct attitudes have been proclaimed by different people.The ones who support this new measurement argue that, short-holiday not only is capable of effectively mitigating the transporting and environment pressures caused by heavy tourismindustry, but also allows us to celebrate the traditional May Day. However,opposites do not agree with it. In their opinions, only by long-holiday could grant the employees and workers to be provided with sufficient opportunities to relax and rest.What is worse, sum of potential profits, particularly the tourism margins would lost by implementing this legislation.As to me, this new regulation is acceptable on the whole.On the one hand, we college students still can enjoy our holidays with our families and friends. On the other hand, pared with a whole week holidays,short rest would probably allow us to return to our studies and business more efficiently.。

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Implied terms - employee
Duty in relation to references? Spring v Guardian Assurance CO (1994)
Is there a duty on employers when providing references? GA gave a reference which was the ‘kiss of death’ [HL] Held: Duty to exercise reasonable care owed to subject of the reference No duty to supply reference but could lead to claim of victimisation in certain cases
Implied Duties
Held: that the offer of money to leave amounted to breach of mutual trust and confidence
Implied Terms
Morrow v Safeway Stores (2002)
‘humiliating’ reprimand in front of customers and staff Held: breach of duty giving Morrow right to resign and claim constructive dismissal
Week 2 The employment relationship and contract of employment
Employment Status
Employment status important to determine nature of employment rights and application of legislation Define: Worker Employee
the ‘economic reality test’
Market Investigations v Minister of Social Security
1969 – the ‘business’ test
O’Kelly v Trusthouse Forte 1983 – the ‘mutuality’ test Express v Tanton 1992 – where mutuality is lacking
Case Law
Yewen v Noakes 1880 – ‘master & servant’ Stevenson Jordan Harrison v McDonald 1952 – the
‘integration test’
Ready Mixed Concrete v Minister of Pensions 1968 –
due to the ability to sub-contract
ห้องสมุดไป่ตู้
Changing nature of employment
The flexible firm? Increase of so called ‘atypical’ workers such as: fixed term, part time, agency has resulted in calls to increase the protection for those workers
Implied duties - Employer
Duty to provide work and pay
Is there a duty to provide work? Devonald v Rosser & Sons (1906) Failure to provide work resulting in no pay Held: Duty to provide work where payment depends on it Concept of ‘garden leave’ ?
Dacas v Brook Street Bureau
2004
ET – not an employee of either Mrs D appealed against BSB only EAT – she was the employee of BSB CA – she was not a BSB employee as the Council had far more control Obiter – the Council could be her employer if there is enough ‘control’
Watch out for the EU Agency Workers Directive [draft] COM (2002) 149 First proposed 1982 – then in March 2002 – still not in force – aims for equal treatment
Employer offered Wendy McFarlane 5000 to leave when she requested a change in working hours after the birth of her baby who suffered from cerebral palsy
Dacas v Brook Street Bureau
2004
Can an Agency worker be an ‘employee’ of the end user? Mrs Dacas was on the books of BSB and was placed with Wandsworth BC After 4 years BSB terminated her employment Mrs D sued both parties for unfair dismissal
Contract of Employment
The ERA 1996 - written particulars of the contract within two months EXPRESS TERMS “negotiated” by the parties Unfair clauses can be challenged see Brigden v American Express (2000) Terms should not be changed unilaterally
Implied duties- employee
Duty of mutual trust and confidence Duty of obedience
A fundamental duty – links to the duties of the job and reasonably incidental tasks?
Implied Terms
a) Statute – Equal Pay Act incorporates an equal pay clause b) Duties of employer
Case law has determined
Implied duties - Employer
-
Duty of mutual trust and confidence Braithwaite v Macfarlane 2002
Courtaulds Northern Spinning Ltd v Sibson (1988)
Employee asked to transfer to another site within easy reach. No mobility clause but he had worked at that site before. Held: Due to past conduct there was an implied term requiring movement to a different site, therefore a breach
Implied duties of employees
- Duty not to disclose confidential information
Faccenda Chicken Ltd v Fowler(1987)
Fowler was an ex employee of FC – he set up in competition and took some of FC’s staff and customers Held: No breach - Two types of confidential information: i) Highly confidential nature/trade secret ii) Confidential and breach to disclose while employed but not a breach to use after employment Use of restraint clauses?
serving out periods of notice while idlepurpose?
Implied duties - employer
Duty of care
To take reasonable care not to injure employees health, provide safe system of work and not to put the employee at risk
Agency – after Dacas
Cable & Wireless v Muscat [2006] – CA followed the obiter in Dacas BUT - James v London Borough of Greenwich [2007] EAT – it would still be unusual in practice for the ‘Dacas implied end-user contract’ to apply