固定期限勞動(dòng)合同與無(wú)固定期限勞動(dòng)合同的區(qū)別(英文對(duì)照)

1、 固定期限勞動(dòng)合同與無(wú)固定期限勞動(dòng)合同的區(qū)別 Differences between Fixed-term Labor Contract and Unfixed-term Labor Contract 勞動(dòng)合同法為保證勞動(dòng)合同的長(zhǎng)期化，強(qiáng)調(diào)了無(wú)固定期限勞動(dòng)合同的制定，在廣大的用人單位與勞動(dòng)者 范圍內(nèi)引起了很大的震動(dòng)。 To guarantee the implementation of the long-term-labor- contract system, the Labor Contract Law emphasizes on the conclusion of the unfixed-

2、term labor contracts, which causes a great perplexity among the employers and employees. 無(wú)固定期限勞動(dòng)合同真的是洪水猛獸，真的那么可怕嗎？ Is the unfixed-term labor contract really like a great scourge? Is it really so terrible? 本文希望通過(guò)固定期限勞動(dòng)合同、無(wú)固定期限勞動(dòng)合同的解除與終止條件與責(zé)任的比較，說(shuō)明無(wú)固定期限勞動(dòng) 合同與固定期限勞動(dòng)合同的差別，揭示無(wú)固定期限勞動(dòng)合同的本質(zhì)。 This text inten

3、ds to explain the differences between the fixed-term labor contract and the unfixed-term labor contract, to reveal the nature of the unfixed-term labor contract through the comparison of the conditions and liabilities of premature termination and termination of the two kinds of the labor contracts.

4、1、用人單位解除勞動(dòng)合同條件的差別 Differences of the Conditions for Prematurely Terminating the Labor Contract by the Employer 1.1用人單位解除固定期限勞動(dòng)合同的條件 Conditions under which the Employer could Prematurely Terminate the Fixed-term Labor Contract 根據(jù)勞動(dòng)合同法的規(guī)定，固定期限勞動(dòng)合同下，勞動(dòng)合同可因滿足如下條件時(shí)被解除： The fixed-term labor contract may b

5、e prematurely terminated by the employer due to one of the following conditions in accordance with the Labor Contract Law: 1.1.1用人單位與勞動(dòng)者協(xié)商一致的； The employer and worker make a mutual agreement upon premature termination; 1.1.2、用人單位因勞動(dòng)者過(guò)錯(cuò)解除，包括: The employer prematurely terminates the contract due to th

6、e default of the employee, including: （a）勞動(dòng)者在試用期間被證明不符合錄用條件的； It has been proved that the employee does not satisfy the recruitment requirements during the probation period; （b）勞動(dòng)者嚴(yán)重違反用人單位的規(guī)章制度的； The employee is in serious violation of the bylaws of the employer; （c）勞動(dòng)者嚴(yán)重失職，營(yíng)私舞弊，給用人單位造成重大損害的； The wo

7、rker causes severe damage to the employer due to his grave negligence to his duties or seeking private benefits; （d）勞動(dòng)者同時(shí)與其他用人單位建立勞動(dòng)關(guān)系，對(duì)完成本單位的工作任務(wù)造成嚴(yán)重影響，或者經(jīng)用人單 位提出，拒不改正的； The employee establishes labor relationship with other employer at the same time, which may cause serious negative influence on t

8、he fulfillment of his works designated by the employer, or the employee refuses to make a correction after the employer has required him to quit the other labor relation with other employer; （e）勞動(dòng)者以欺詐、脅迫的手段或者乘人之危，使用人單位在違背真實(shí)意思情況下訂立或者變更勞動(dòng)合 同，致使勞動(dòng)合同無(wú)效的； The labor contract is invalidated because it is c

9、oncluded or amended under the fraud, menace from the employee or under the employers precarious position of which the employee take the advantage, which is contrary to the employers true will. （f）勞動(dòng)者被依法追究刑事責(zé)任的。 The employee is prosecuted for the criminal liabilities. 1.1.3、用人單位因法定原因解除，包括： The employ

10、er prematurely terminates the contract due to the legal causes, including: （a）勞動(dòng)者患病或者非因工負(fù)傷，在規(guī)定的醫(yī)療期滿后不能從事原工作，也不能從事由用人單位另行安 排的工作的； The employee falls ill or is injured for a non-work-related reason, and is not able to bear the original position after the expiration of the medical treatment period as p

11、rescribed, nor can he assume any other position arranged by the employer; （b）勞動(dòng)者不能勝任工作，經(jīng)過(guò)培訓(xùn)或者調(diào)整工作崗位，仍不能勝任工作的； The employee is incapable of fulfilling his job and remains so after trained or position adjusted; （c）勞動(dòng)合同訂立時(shí)所依據(jù)的客觀情況發(fā)生重大變化，致使勞動(dòng)合同無(wú)法履行，經(jīng)用人單位與勞動(dòng)者協(xié) 商，未能就變更勞動(dòng)合同內(nèi)容達(dá)成協(xié)議的； The objective circumstan

12、ce on which the conclusion of the labor contract is based has altered significantly, which results in that the labor contract is unable to be performed, and no agreement concerning the modification of contents of the labor contract is reached after discussion by the employer and the employee; （d）用人單

13、位依照企業(yè)破產(chǎn)法規(guī)定進(jìn)行重整的； The employer is under revitalization in accordance with the bankruptcy law; （e）用人單位生產(chǎn)經(jīng)營(yíng)發(fā)生嚴(yán)重困難的； The employer faces serious difficulties in production and business operation; （f）企業(yè)轉(zhuǎn)產(chǎn)、重大技術(shù)革新或者經(jīng)營(yíng)方式調(diào)整，經(jīng)變更勞動(dòng)合同后，仍需裁減人員的； The employer has changed products, made significant technological re

14、novation, or adjusted the form of business operation, which results in the requirement to cut down the number of workers even after altering the labor contracts; （g）其他因勞動(dòng)合同訂立時(shí)所依據(jù)的客觀經(jīng)濟(jì)情況發(fā)生重大變化，致使勞動(dòng)合同無(wú)法履行的。 The objective economic circumstance, on which the labor contract is based, has altered signific

15、antly, which causes the labor contract can not be performed any more. 1.2用人單位解除無(wú)固定期限勞動(dòng)合同的條件 Conditions under which the Employer could Prematurely Terminate the Unfixed-term Labor Contract 根據(jù)勞動(dòng)合同法的規(guī)定，在滿足上述1.1.1至1.1.3條件的情況下，用人單位也可以解除勞動(dòng)者的無(wú)固定 期限勞動(dòng)合同。也就是說(shuō)，無(wú)固定期限勞動(dòng)合同與固定期限勞動(dòng)合同下，用人單位解除的條件是一致的。According to th

16、e Labor Contract Law, the employer may also prematurely terminate the unfixed-term labor contract under any circumstance as mentioned in Article 1.1.1 to 1.1.3. That is, for an employer, to prematurely terminate the labor contract, either it is a fixed-term labor contract, or it is a unfixed-term la

17、bor contract, the conditions are totally the same. 2、用人單位解除勞動(dòng)合同的限制條件 Limitations of Prematurely Terminating the Labor Contract by the Employer 根據(jù)勞動(dòng)合同法的規(guī)定，如果勞動(dòng)者有下列情形之一，用人單位不得根據(jù)上述1.1.3的規(guī)定解除勞動(dòng)者的 勞動(dòng)合同，無(wú)論是固定期限的，還是無(wú)固定期限的： In accordance with the Labor Contract Law, in case of any of the following circumsta

18、nces of an employee, the employer can not prematurely terminate the employees labor contract according to the fore-mentioned provisions of 1.1.3, whatever it is a fixed-term labor contract or an unfixed-term labor contract: (a)、從事接觸職業(yè)病危害作業(yè)的勞動(dòng)者未進(jìn)行離崗前職業(yè)健康檢查，或者疑似職業(yè)病病人在診斷或者醫(yī) 學(xué)觀察期間的； The employee who con

19、ducts the job exposing him to occupational disease hazards has not gone through an occupational health check before leaving his position, or is suspected of having an occupational disease and is under diagnoses or medical observation; (b)、在本單位患職業(yè)病或者因工負(fù)傷并被確認(rèn)喪失或者部分喪失勞動(dòng)能力的； During his employment with t

20、he employer, the employee has suffered occupational disease or injury relating to his job and has been confirmed as lost or partially lost his capacity to work; (c)、患病或者非因工負(fù)傷，在規(guī)定的醫(yī)療期內(nèi)的； The employee is suffering from illness or is being injured irrelevant to his job, and the period of medical treatm

21、ent as prescribed therefore has not expired; (d)、女職工在孕期、產(chǎn)期、哺乳期的； The female employee is in her pregnancy, confinement or nursing period; (e)、在本單位連續(xù)工作滿十五年，且距法定退休年齡不足五年的； The employee has been working for the employer for 15 years or more continuously and is less than five years away from his legal re

22、tirement age; (f)、法律、行政法規(guī)規(guī)定的其他情形。 Other circumstances as prescribed by laws or administrative regulations occur. 也就是說(shuō)，固定期限勞動(dòng)合同與無(wú)固定期限勞動(dòng)合同項(xiàng)下，用人單位解除的限制條件是完全相同的。 That is to say, the limitations of prematurely termination the fixed-term labor contract and the unfixed-term labor contract by the employer a

23、re consistent with each other. 3、勞動(dòng)合同終止條件 Conditions of the Terminating Labor Contract 3.1固定期限勞動(dòng)合同的終止條件： Conditions of terminating the fixed-term labor contract: (a)、勞動(dòng)合同期滿的； The term of the labor contract expires; (b)、勞動(dòng)者開始依法享受基本養(yǎng)老保險(xiǎn)待遇的； The employee has begun to enjoy the basic old-age insurance t

24、reatments; (c)、勞動(dòng)者死亡，或者被人民法院宣告死亡或者宣告失蹤的； The employee is deceased, or is dead or missing as announced by the peoples court; (d)、用人單位被依法宣告破產(chǎn)的； The employer is announced as bankruptcy according to law; (e)、用人單位被吊銷營(yíng)業(yè)執(zhí)照、責(zé)令關(guān)閉、撤銷或者用人單位決定提前解散的； The business license of the employer is revoked, or the employ

25、er is ordered to close down or is discharged, or the employer determines to carry out liquidation before the schedule; (f)、法律、行政法規(guī)規(guī)定的其他情形。 Other circumstances as prescribed by laws or administrative regulations occur. 3.2 無(wú)固定期限勞動(dòng)合同的終止條件 Conditions of terminating the unfixed-term labor contract 除基于無(wú)固

26、定期限勞動(dòng)合同沒(méi)有屆滿時(shí)間，無(wú)法因期滿而終止外，無(wú)固定期限勞動(dòng)合同可因上述 3.1(a)-(f)的原因終止。 The unfixed-term labor contract may be terminated due to the reasons as mentioned by article 3.1 (b)-(f), excluding the reason of expiration of the term of the fixed-term contract since the unfixed-term labor contract has no expiration term. 4、解

27、除與終止勞動(dòng)合同的法律責(zé)任 Legal Liabilities of Premature Termination and Termination of the Labor Contract 4.1 支付經(jīng)濟(jì)補(bǔ)償金 Pay the economic compensation 勞動(dòng)合同法規(guī)定，無(wú)固定期限勞動(dòng)合同與固定期限勞動(dòng)合同項(xiàng)下，有下列情形之一的，用人單位應(yīng)當(dāng)向勞 動(dòng)者支付經(jīng)濟(jì)補(bǔ)償： In accordance with the Labor Contract Law, in case of any of the following circumstances, the employer sha

28、ll make an economic compensation to the employee either under the unfixed-term labor contract, or under the fixed-term labor contract: (a)、用人單位向勞動(dòng)者提出解除勞動(dòng)合同并與勞動(dòng)者協(xié)商一致解除勞動(dòng)合同的； The employer prematurely terminates the labor contract through mutual consent with the employee; (b)、用人單位因1.1.3所列的原因解除勞動(dòng)合同的； Th

29、e employer prematurely terminates the labor contract due to the legal causes as described in article 1.1.3; (c)、因用人單位被依法宣告破產(chǎn)或被吊銷營(yíng)業(yè)執(zhí)照、責(zé)令關(guān)閉、撤銷或者用人單位決定提前解散終止勞 動(dòng)合同的； The employer terminates the labor contract due to the employer is announced as bankruptcy according to law, or its business license is rev

30、oked, or it is ordered to close down or is discharged, or it determines to go to liquidation before the schedule; (d)、法律、行政法規(guī)規(guī)定的其他情形。 Other circumstances as prescribed in laws or administrative regulations happen. 4.2固定期限勞動(dòng)合同到期終止時(shí)，支付經(jīng)濟(jì)補(bǔ)償金 Pay the economic compensation on the expiration of the fixed-

31、term labor contract 除用人單位維持或者提高勞動(dòng)合同約定條件續(xù)訂勞動(dòng)合同，勞動(dòng)者不同意續(xù)訂的情形外，用人單位因勞動(dòng) 合同期滿終止固定期限勞動(dòng)合同的，用人單位應(yīng)當(dāng)向勞動(dòng)者支付經(jīng)濟(jì)補(bǔ)償。 When the fixed-term labor contract expires, the employer shall make an economic compensation to the employee expect that the employee disagrees to renew the labor contract even though the conditions

32、offered by the employer are the same as or better than those stipulated in the current contract; 4.3違法解除或終止的后果， Liability for illegal premature termination or termination 用人單位違反勞動(dòng)合同法規(guī)定解除或者終止勞動(dòng)合同的，無(wú)論是固定期限勞動(dòng)合同，還是無(wú)固定期限勞動(dòng) 合同，均應(yīng)當(dāng)依照勞動(dòng)合同法規(guī)定的經(jīng)濟(jì)補(bǔ)償標(biāo)準(zhǔn)的二倍向勞動(dòng)者支付賠償金。Where the employer illegally prematurely terminates or terminates a labor contract, either a fixed-term labor contract, or a unfixed-term labor contract, the employer shall pay the employee at the rate of twice