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新劳动法对试用期的规定

(2007-07-30 09:23:44)

新劳动法对于试用期的规定遵循了与劳动合同期限相挂钩的做法。具体为劳动合同期限三个月以上不满一年的,试用期不得超过一个月;劳动合同期限一年以上不满三年的,试用期不得超过二个月;三年以上固定期限和无固定期限的劳动合同,试用期不得超过六个月。

 

In the new Employment Law, the probation period has direct link with the employment term. In case the employment term is more than 3 months but less than one year, then the probation period shall be no more than 1 month; If the employment term is more than one year (including one year) but less than three years, the employment term shall be no more than 2 months; if the employment term is more than three years (including three years) or the employment contract is an open term contract, then the probation period shall be no more than 6 months.

 

同一用人单位与同一劳动者只能约定一次试用期。

 

The same Employer can only be allowed to have probation period with the same Employee for one time.

 

以完成一定工作任务为期限的劳动合同或者劳动合同期限不满三个月的,不得约定试用期。

 

No probation period is allowed if the contract is a task completion-based contract or the employment term is less than three months.

 

试用期包括在劳动合同期限内。如劳动合同期限为6个月,试用期为1个月,则劳动合同期限包含了1个月的试用期。

 

The probation period shall be included into the employment term. That is to say, if the employment term is 6 months and the probation period is 1 month, then the 1 month shall be part of the 6 months.

 

有关劳动者在试用期中的工资,根据规定,劳动者在试用期的工资不得低于本单位相同岗位最低档工资或劳动合同约定工资的80%,并不得低于用人单位所在地的最低工资标准。

 

With regards the salary for probation period, according to the new Employment Law, the Employee’s salary for probation period shall be no less than the minimum salary for the same position in the company or no less than 80% of the salary as agreed in the employment contract.

 

在试用期中,用人单位除下述情况外,不得解除劳动合同:

 

During the probation period, the Employer is not allowed to terminate the contract except:

 

a) 在试用期被证明不符合录用条件的;

b) 严重违反用人单位的规章制度的;

c) 严重失职、营私舞弊,给用人单位造成重大损害的;

d) 劳动者同时与其他用人单位建立劳动关系,对完成本单位的工作任务造成严重影响,或经用人单位提出,拒不改正的;

e) 以欺诈、胁迫的手段或者乘人之危,使对方在违背真实意思的情况下订立或变更劳动合同,而致使劳动合同无效的;

f) 被依法追究刑事责任的;

g) 劳动者患病或者非因公负伤,在规定的医疗期满后不能从事原工作,也不能从事由用人单位另行安排的工作的;

h)劳动者不能胜任工作,经过培训或者调整工作岗位,仍不能胜任工作的。

 

a) The Employee is proven not up to the requirements for recruitment during the probation period;

b) The Employee seriously violates the Employer’s disciplines or the rules;

c) The Employee causes great losses to the Employer due to serious dereliction of duty or engagement in malpractice for selfish ends;

d) The Employee meanwhile enters into employment relationship with other employer(s), which brings serious impact to the task which the Employee needs to complete for the Employer, or for such situation, the Employer has pointed it out but the Employee refuses to rectify;

e) The employment contract is concluded or modified by one party against the other party’s true intentions through the use of fraud or coercion or exploitation of the other party’s unfavorable position, which makes the contract null and void;

f) The Employee is investigated for criminal responsibility;

g) The Employee is unable to take up his original work or other work assigned by the Employer after expiry of his medical treatment term for illness or non work-related injury;

h) The Employee is unqualified for his work and remains unqualified even after receiving training or an adjustment of job position.

 

如用人单位在试用期解除劳动合同,应当向劳动者说明理由。

 

In case the Employer terminates the contract during the probation period, it shall explain the reason to the Employee.

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