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劳动纠纷 Labor Dispute
劳动纠纷的具体内容主要围绕劳动关系履行过程中的权利义务冲突展开，涵盖以下核心争议类型及相关法律要点：
 一、劳动关系确认争议 Dispute over labor relationship confirmation

涉及用工性质的认定：

1、劳动关系 vs 劳务关系

  • 虚假合作形式：签订“合作协议”但实际接受考勤管理、遵守规章制度，应认定为劳动关系（如家政公司与劳动者签订合作协议仍被认定存在劳动关系）；

  • 事实劳动关系：未签书面合同时，通过工资流水、工作证、考勤记录等综合认定（如项目制短期用工未签合同）；

2、特殊主体资格争议

  • 超龄劳动者：达到退休年龄但未享受养老保险待遇者，仍可能构成劳动关系；

  • 平台用工：外卖骑手等新业态从业者的劳动关系认定标准尚未统一；

Identification of employment nature:
1. Labor Relations vs. Labor Relations

  • False form of cooperation: Signing a "cooperation agreement" but actually accepting attendance management and complying with rules and regulations should be recognized as a labor relationship (such as the existence of a labor relationship even after signing a cooperation agreement between the Home Affairs Company and the employee);

  • Factual labor relations: When no written contract is signed, comprehensive recognition is made through salary statements, work permits, attendance records, etc. (such as short-term employment without a contract for project-based employment);

2. Dispute over Special Subject Qualification

  • Over aged workers: those who have reached retirement age but have not received pension insurance benefits may still constitute a labor relationship;

  • Platform employment: The labor relationship recognition standards for new industry practitioners such as food delivery riders have not been unified yet;

二、劳动合同履行争议 Disputes over the performance of labor contracts

聚焦合同执行中的违约行为：

1、合同订立与变更

  • 未签书面合同：用工超1个月未签合同，劳动者可主张双倍工资赔偿；

  • 单方调岗降薪：未经协商变更岗位或薪资构成违法（如强制异地调动未获同意）；

2、工资报酬纠纷

  • 拖欠/克扣工资：未足额支付基本工资、绩效奖金（如约定销售提成拒付）；

  • 加班费计算错误：法定节假日加班未付3倍工资；

3、社保与福利缺失

  • 未依法缴纳社保：养老、医疗等社保缺缴，劳动者可要求补缴或赔偿损失；

  • 福利待遇缩水：取消餐补、交通补贴等约定福利构成违约；

Focusing on breach of contract during contract execution:
1. Contract formation and modification

  • Failure to sign a written contract: If the employee has not signed a contract for more than one month, they may claim double salary compensation;

  • Unilateral job transfer and salary reduction: Changing positions or salaries without negotiation constitutes an illegal act (such as forced relocation without consent);

2. Salary dispute

  • Salary arrears/deductions: Failure to pay basic salary and performance bonuses in full (such as refusal to pay sales commission as agreed);

  • Overtime pay calculation error: Failure to pay triple wages for overtime on statutory holidays;

3. Lack of social security and welfare benefits

  • Failure to pay social security in accordance with the law: In case of insufficient payment of social security for pension, medical care, etc., the worker may request to make up the payment or compensate for the losses;

  • Reduced welfare benefits: Cancelling agreed upon benefits such as meal allowances and transportation subsidies constitutes a breach of contract;

 三、劳动关系解除争议 Dispute over termination of labor relations

因解雇程序或依据引发冲突：

1、违法解除劳动合同

  • 程序违法：未通知工会、未提前30日通知解除（经济性裁员未备案）；

  • 依据无效：以“末位淘汰”或“不胜任工作”为由解雇缺乏法律支持；

2、经济补偿争议

  • 拒付补偿金：协商解除或合同终止时未支付经济补偿（N+1标准）；

  • 赔偿金计算错误：违法解除赔偿金（2N）未按离职前12个月平均工资核算；

Conflicts arising from termination procedures or grounds:
1. Illegal termination of labor contract

  • Program violation: Failure to notify the union, failure to notify termination 30 days in advance (failure to file for economic layoffs);

  • Invalid basis: Dismissal based on "last place elimination" or "incompetence" lacks legal support;

2. Economic compensation dispute

  • Refusal to pay compensation: Failure to pay economic compensation (N+1 standard) when negotiating termination or contract termination;

  • Compensation calculation error: The compensation for illegal termination (2N) was not calculated based on the average salary of the 12 months prior to resignation;

四、工伤赔偿与劳动保护争议 Disputes over work-related injury compensation and labor protection

1、工伤认定与待遇

  • 工伤拒赔：雇主否认工作场所受伤事实（如无监控时依赖证人证言）；

  • 赔偿标准分歧：伤残等级鉴定结论争议或停工留薪期工资未足额支付；

2、劳动条件与安全

  • 未提供安全防护：高危岗位未配防护设备导致职业伤害；

  • 强制超时劳动：每日超8小时或每周超44小时未付加班费；

1. Work injury recognition and benefits

  • Refusal of compensation for work-related injuries: Employers deny the fact of workplace injuries (such as relying on witness testimony without monitoring);

  • Disputes over compensation standards: Disputes over disability level assessment conclusions or insufficient payment of wages during work stoppage and salary retention period;

2. Working conditions and safety

  • Failure to provide safety protection: Occupational injury caused by the lack of protective equipment in high-risk positions;

  • Compulsory overtime work: unpaid overtime pay for exceeding 8 hours per day or 44 hours per week;

五、特殊类型争议 Special type disputes

1、停薪留职遗留问题

  • 企业单方清理“挂靠人员”引发辞退合法性争议（如10年空岗后被辞退索薪）；

2、离职协议效力争议

  • 补偿协议存在重大误解或显失公平可撤销（如胁迫签署低额补偿协议）；

1. Remaining issues of unpaid leave

  • The unilateral clearance of "affiliated personnel" by enterprises has led to disputes over the legality of dismissal (such as being dismissed and demanding salary after 10 years of absence)；

2. Dispute over the Validity of Resignation Agreement

  • The compensation agreement may be revoked if there is a significant misunderstanding or unfairness (such as coercing the signing of a low compensation agreement)；

六、纠纷解决核心要点 Core points of dispute resolution

1、仲裁时效：

  • 需在权利受侵害之日起1年内申请劳动仲裁，超期可能败诉；

2、证据保留：

  • 劳动合同、工资条、考勤记录、工作沟通记录（微信/邮件）是关键证据；

3、法律依据：

  • 《劳动合同法》第38条（被迫解除权）、第47条（经济补偿计算）；

  • 最高人民法院指导案例（如禁止末位淘汰、奖金支付规则）；

1. Arbitration time limit:

  • You need to apply for labor arbitration within one year from the date of infringement of your rights. Failure to do so may result in losing the case;

2. Evidence retention:

  • Labor contracts, pay stubs, attendance records, and work communication records (via WeChat/email) are key evidence;

3. Legal Basis:

  • Article 38 (Right to Forced Termination) and Article 47 (Calculation of Economic Compensation) of the Labor Contract Law;

  • Guiding cases of the Supreme People's Court (such as prohibition of last place elimination and bonus payment rules);