写在前面Preface

　　中国新冠疫情缓解，经济复苏，外企陆续开工。贾宝军、陈宇、李毅然三位律师联合撰写《新冠肺炎疫情期间企业用工合规操作手册（双语版）》，帮助外企妥善处理疫情期间劳动合同履行问题。

　　As the COVID-19 Epidemic Situation in China is relieving,the China’s economy is recovering and the foreign invested enterprises are resuming works and operations gradually.Jia baojun,Chen yu and Li yiran,three attorneys,jointly write and compile the Handbook for Enterprise about Compliance in terms of Employment in the Epidemic Situation of COVID-19(Chinese&English Editions)to assist foreign invested enterprises to handle properly labor contract implement issues in the Epidemic Situation.

　　内容概况Summary

　　Part 1新冠肺炎疫情期间企业用工常见合规问题

　　Part 1:F&Q of Enterprise Employment within the COVID-19 Epidemic Situation

　　劳动合同签订、变更和续订

　　Execution,Changes and Extension of the Labor Agreement

　　工资、社保与公积金

　　Salary,Social Insurance and Public Accumulation Fund

　　企业复工

　　Resuming Work and Operation

　　工伤认定

　　Work-Related Injury

　　劳动合同解除、终止

　　Dissolving,Termination of Labour Contract

　　劳动争议仲裁与诉讼

　　Arbitration and Litigation about Labor Disputes

　　地方扶持政策

　　Supporting Policies of Local Government

　　Part 2企业用工实务操作手册

　　Part 2:Templates of Enterprise'Documents for Employment and Labour Issues in the Epidemic Situation

　　Part 3本次疫情相关法律法规

　　Part 3:Laws and Regulations Relevant to the Epidemic Situation

　　模板特点

　　凝练：51个企业最想弄明白的合规用工问题

　　Pithy:51 frequently asked questions about compliance in terms of employment issues which enterprises strive to inquire

　　实用：14套拿来即用的模板

　　Practical:14 templates which enterprises may use directly

　　专业：35个相关法规或政策

　　Professional:35 laws,regulations and polices

　　经典问答

　　问：企业可以因疫情原因进行经济性裁员吗？

　　Professional:35 laws,regulations and polices

　　答：如果企业经营发生严重困难的，可以依法进行经济性裁员。根据《劳动合同法》第四十一条规定，用人单位因为生产经营发生严重困难的，需要裁减人员20人以上或者裁减不足20人但占企业职工总数10%以上的，需要提前三十日向工会或者全体职工说明情况，听取工会或者职工的意见后，裁减人员方案经向劳动行政部门报告，可以裁减人员。

　　If an enterprise’s operation is in serious difficulty,the enterprise shall be entitled to conduct economic reducing employees.According to Article 41 of Labour Contract Law,if the employer’s production and operation is in serious difficulty,and the proposed number of reduced staffs is more than 20 or less than 20 but accounts of 10%of the total amount of staffs of the employer,the employer shall made statements to the union or the whole staffs in advance of 30 days.The employer can reduce employees after it listens to the opinions of the union or staffs and the the plan of reducing employees is approved by the labour administrative department.

　　根据《劳动合同法》第四十七条规定，对于经济性裁员情形，企业需要向员工依法支付经济补偿金，具体标准为：“按劳动者在本单位工作的年限，每满一年支付一个月工资的标准向劳动者支付。六个月以上不满一年的，按一年计算；不满六个月的，向劳动者支付半个月工资的经济补偿。劳动者月工资高于用人单位所在直辖市、设区的市级人民政府公布的本地区上年度职工月平均工资三倍的，向其支付经济补偿的标准按职工月平均工资三倍的数额支付，向其支付经济补偿的年限最高不超过十二年”。

　　Article 47 of the Labour Contract Law provides that“the enterprise shall pay the staffs with the economic compensation for its economic reducing staffs.The specific standards of the economic compensation are:the economic compensation=one month salary×the amount of years which the employee works for the employer.If a working period is more than 6 months but less than one year,the working period shall be deemed as one year.If a working period is less than 6 months,the employer shall pay the employee with a half of one month salary as the economic compensation for the working period.If a employee’s one month salary is higher than 3 times of the last year local average one month salary of staff published by the municipality,the city with districts government where the employer locates,“the one month salary”shall be the 3 times of aforesaid the last year local average one month salary,and“the amount of years which the employee works for the employer”shall be no more than 12 years”.

　　针对此次新冠肺炎疫情，人力资源社会保障部办公厅发布《关于妥善处理新型冠状病毒感染的肺炎疫情防控期间劳动关系问题的通知》，该通知规定，企业因受疫情影响导致生产经营困难的，可以通过与职工协商一致采取调整薪酬、轮岗轮休、缩短工时等方式稳定工作岗位，尽量不裁员或者少裁员。

　　The Circular of Properly Handling the Labour Relation Issues in the Period of Emergency Control and Protection under the Epidemic Situation due to COVID-19 promulgated by the General Office of the Ministry of Human Resources and Social Security provides that“if the difficulty of the operation and works of an enterprise is due to the Epidemic Situation,the enterprise may adjust the salary,take turns to have rest,reduce working hours or conduct other measures to hold the jobs through consulting with employees to reach agreement.The enterprise shall try its best to not to reduce employees or to reduce employees as less as possible.”

　　另外，符合条件的企业，可按规定享受稳岗补贴，例如：北京市人民政府办公厅于2020年2月5日发布《关于应对新型冠状病毒感染的肺炎疫情影响促进中小微企业持续健康发展的若干措施》，实施援企稳岗政策，保障企业正常生产运营。

　　The enterprises which meet certain conditions may enjoy the Subsidy for Maintaining Jobs to implement relevant policies to maintain normal operation in accordance with relevant regulations,such as the Several Measures Response to the Epidemic Situation and Promoting Constant and Healthy Development of the Small and Medium Enterprises promulgated by the General Office of Beijing Municipality on February 5,2020.

　　因此，我们建议企业尽量先不采取经济性裁员方式，尽量灵活采取多种用工、计薪方式，在保障员工基本生存需求的同时减轻企业负担，与员工共渡难关。

　　Therefore,it is suggested that an enterprise should try its best to not to implement economic reducing staffs,and should strive to apply several employment systems and salary systems to meet the basic survival needs of staffs and to reduce the costs of operation of the enterprise.

　　使用说明Instructions

　　当前疫情仍不断发展变化，有关法律法规、政策文件亦在不断更新完善；同时，劳动用工法律法规、政策文件具有较强地域性特点，各地规定有较大差异。因此，本文仅立足广东省，根据截至目前的相关法律法规、政策文件并结合广东省相关劳动用工特点撰写而成。

　　Please note,the Epidemic Situation is changing and developing,and relevant laws and regulations,policies are also constantly improved;also,the laws and regulations,policies of labor&employment issues are with strong regional characteristics,and there are big differences among different jurisdictions.Therefore,this Handbook focuses on the characteristics of labour&employment issues in GuangDong Province,and the drafting and compiling of the Handbook are based on the rules and regulations of Guangdong Province and the regional characteristics of Guangdong Province in terms of employment and labour issues.

　　本文仅供参考，实践中应因事而议，在处理详细事务时应结合实际情况处理，不能简单套用。

　　The Handbook is only for reference.It is suggested to consider and analyze carefully the specific situations when handling specific issues.Please do not apply directly and simply the Handbook to handle labour and employment issues without considering specific circumstances.

　　扫描下方二维码领取《新冠肺炎疫情期间企业用工合规操作手册（双语版）》全文。

　　Scan the QR code below to get the the full text of The Handbook for Enterprise about Compliance in terms of Employment in the Epidemic Situation of COVID-19(Chinese&English Editions).