劳动争议处理与工会.PDFVIP

劳动争议处理与工会 Labor Dispute Resolution and the Trade Union 主讲人：徐晓丹 律师/合伙人 Speaker: Ms. Xu Xiaodan Lawyer/Partner 随着劳动争议案件的增多，处理劳动争议成为人力资源管理工作的重要组成部分。劳动争议处理程序具有一定的特殊性，一 般的处理程序是“一裁两审”，而且用人单位承担较重的举证责任。因此，对于劳动争议程序特点的熟悉和掌握对于应对劳 动争议、加强人力资源管理工作具有积极意义。 As the number of labor disputes is increasing rapidly, handling labor disputes has become an important part of HR work. To resolve labor disputes, some special procedures should be complied with. For example, labor disputes must be filed for labor arbitration before they can be referred to litigation, and the employer shall assume relatively heavy burden of proof. Therefore, to improve their work it is necessary for the HR managers to acquire the basic knowledge of resolution procedures of labor disputes. 争议解决体制 Resolution System on Labor Disputes 《劳动法》确立的“协商、调解、一裁两审”的体制 Chinese Labor Law established the system commonly known as “negotiation, mediation, arbitration and litigation” 《劳动争议调解仲裁法》完善了劳动争议解决制度，基本内容包括： Chinese Labor Dispute Mediation and Arbitration Law improve the resolution system from the following aspects: - 劳动者与用人单位可以先进行和解 The employee and the employer may initially deploy negotiation - 和解不成，可以在基层调解组织进行调解 If the settlement can not be reached though negotiation, the parties may le the disputes before the local mediation institutes for mediation. - 调解不成可以向劳动争议仲裁委员会申请仲裁 Then if mediation can not resolve the dispute, the parties may le it before labor dispute arbitration committee for arbitration. - 对于仲裁裁决不服，可以向人民法院起诉（两审终审制） Should the parties be not satised with the arbitral award, either of them can appeal the award by initiating litigation (subject to two-tier trial system) 劳动争议调解 Labor Dispute Mediation 《劳动争议调解仲裁法》突出调解的作用，除了在仲裁中设立调解程序，在仲裁前也设立有调解程序 Labor Dispute Mediation and Arbitration Law enhances the role of mediation: in addition to the mediation i