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中国新劳动法China's new labour law

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China's new labour law
中国 新劳动法

Red flag
Jul 26th 2007 | HONG KONG
From The Economist print edition

China's new labour law Businesses in China seem not to have noticed that they face tough new rules
中国的企业似乎还未意识到他们即将要面临更严酷的新规则。

FOR the 2008 Olympics in Beijing, big foreign companies are planning to add swarms of temporary employees. They had better think again. A sweeping new labour law passed on June 29th intended to enhance workers' rights makes this and many other common practices illegal. The change has received little notice so far, possibly because it does not go into effect until January 1st 2008; possibly because firms do not realise that retroactive provisions in the law mean it has already begun to apply; but probably because companies do not realise how much the Chinese government is willing to change the legal standing of workers to advance the political mantra of a more “harmonious society”.
2008奥运会将在北京召开，很多大型外国公司计划增加大量的临时工。现在他们最好三思而行了，因为6月29日通过的新劳动法规定了这一行为和其他普通行为的不合法性。劳动法旨在提高劳工权利，影响空前。但是现在新法还未引起大家的关注，也许是因为新法要到明年一月一日才正式实施，也许是因为公司还没有认识到新法的可追溯性意味着新法已经开始适用，最关键的原因可能还在于公司不清楚政府为创造更和谐的社会而想改变工人法律地位的决心到底有多大。

The new law replaces one put into place in 1995, when early efforts at economic reform. in southern China were bearing fruit and the country was eager to attract foreign companies. Since then China has emerged as an attractive manufacturing base, but concerns have grown over poor labour conditions. Hence the new law that, on its face at least, dramatically changes the balance of power between workers and employers, says Lesli Ligorner, a lawyer in Beijing with Paul Hastings, a big law firm.
新法所代替的旧法是在1995年开始实施的，当时中国南方经济改革的初步努力已经开花结果。那时中国刚刚打造成为一个有竞争力的世界工厂，迫切希望引进外资。但是同时劳工条件的不断恶化越来越让人担忧，美国普衡律师事务所北京代表处律师利戈尔内（K. Lesli Ligorner）认为，新法从某个方面来说至少可以强烈改变雇工和雇主的权利平衡。

Companies will need written contracts with all full-time employees, and anyone who works for more than four hours a day is likely to be considered a full-time employee. Once they are full-time, employees who are laid off must be bought out at a multiple of their average monthly salary. Making more than 20 employees or 10% of the workforce redundant is allowed, but must be done on the basis of seniority not merit.
公司必须和全职雇工签立书面劳动合同，一天工作4个小时以上就示为全职雇工。一旦为全职雇工，员工被解雇必须获得单月平均工资的数倍补偿。解雇超过二十名雇员或裁掉10%的多余劳动力是可以的，但必须以资历为基础而非个人业绩。

China's trade unions could be transformed by the law. Previously they focused on social welfare; now they will be able to act more like Western trade unions, weighing in on discipline, safety, remuneration and working hours. The new law also grants them the right to litigate.
中国的工会职责在新法里有很大变化。过去他们工作重心是社会福利。现在他们的职责更接近西方的工会，工作范围包括：纪律，安全，薪酬和工作时间。新法授予他们提起诉讼的权利。

If that did not give companies enough to think about, businesses will also have to cope with a law that is full of inconsistencies. It does not, for example, apply to foreign representative offices, yet since these offices must hire their workers through official staffing agencies, it will apply to their employees. Worse, since foreign firms cannot hire directly, they are required to offer the kind of short-term contracts the new law bars. And although the new law should standardise practices throughout the country, it will inevitably be interpreted differently in every region.
如果这都不足以引起公司的深思，公司将要应付充满歧异的新法。例如，新法并不适用于外国代表处，因为这些代表处必须通过官方安置职工的机构雇用人员，因此该法适用于它们的雇员。但是糟糕的是，外国公司不能直接雇佣，他们只能选择短期合同，而新法禁止短期合同雇佣关系。尽管新法会将条例规范化以适用全国各地，但是不可避免的，每个地方的诠释会不一致。

Perhaps the best aspect of the new law is that it provides protection for people on the bottom rung of the ladder. That is good news not only for workers, but also for firms with high (or at least modest) standards which put them at a competitive disadvantage to more ruthless operators. But the law also imposes burdens on companies, and so increases the incentive to bribe corrupt officials to look the other way.
也许新法最可取之处在于它提出了底层劳工的保护机制。这不仅对员工有好处，对采用高标准(至少中等标准)的公司来说也是福音，因为高标准令他们在和无情的经营者竞争时处于劣势。但是新法同时对公司施加了负担，这会激励这些公司向政府官员行贿而寻找对策。

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