【线上云德】疫情期间律师说（一百六十四）┃企业劳动用工法律风险风范（一）

为增强企业用工法律风险的防范意识，帮助企业依法规范劳动关系，提高规范办理劳动用工手续的能力，进一步构建和谐劳动用工关系，结合工作实际，本文分别从劳动合同的订立、劳动合同的变更等两大方面进行讲解。

In order to enhance the awareness of corporate employment legal risks, help companies regulate labor relations in accordance with the law, improve the ability to regulate labor and employment procedures, and further build a harmonious labor employment relationship, combining the actual work, this article separately from the conclusion of the labor contract, the change of the labor contract, etc. Explain two major aspects.

一、关于劳动合同的订立。

1、从招聘环节的注意事项。在招聘环节，公司不得因民族、种族、性别、宗教信仰不同而拒绝录用员工。需要特别注意的是，针对女性应聘者，公司在招聘录用环节不得询问其婚育情况。

2、劳动合同的订立时间和形式。公司应当在用工之日起一个月内与员工签订劳动合同，劳动合同的签订应当采取书面形式。未签订书面劳动合同的，不影响公司与员工之间事实劳动关系的成立，公司与员工的劳动关系的建立时间为用工起始日。

3、劳动合同的必备条款。法律对劳动合同应当具备的条款进行了明确规定，除上述必备条款外，公司也可与劳动者就其他事项进行约定。

4、试用期，同一公司只能与同一员工约定一次试用期，法定的试用期期限根据其劳动合同期限不同而有所不同，试用期包含在劳动合同期限内。员工试用期期间的工资不得低于劳动合同约定工资的80%，且不得低于公司所在地的最低工资标准。

5、劳动合同期限。劳动合同分为固定期限劳动合同、无固定期限劳动合同和以完成一定工作任务为期限的劳动合同。对于满足上述法律规定的条件的员工，除非员工要求订立固定期限劳动合同，否则公司应当与其订立无固定期限劳动合同。

6、未订立书面劳动合同的法律责任。公司应当建立全体员工劳动合同台账，对员工的入职时间、劳动合同签订次数、工作年限及期满时间进行追踪。对于新入职员工，应当及时签订书面劳动合同；对于劳动合同到期的员工，如公司决定与其续订劳动合同的，应当在原劳动合同到期前或到期时与其续订劳动合同；对于满足签订无固定期限劳动合同的员工，应当在其满足签订无固定期限劳动合同的条件成就之前或成就之时，与其签订无固定期限劳动合同。

1. Regarding the conclusion of labor contracts.

1. Attentions from the recruitment process. In the recruitment process, the company shall not refuse to hire employees due to differences in ethnicity, race, gender, or religious beliefs. It is important to note that for female applicants, the company shall not inquire about their marriage and childbirth in the recruitment process.

2. The time and form of the conclusion of the labor contract. The company shall sign a labor contract with the employee within one month from the date of employment, and the signing of the labor contract shall be in writing. Failure to sign a written labor contract will not affect the establishment of a de facto labor relationship between the company and its employees, and the establishment of the labor relationship between the company and employees shall be the start date of employment.

3. Mandatory clauses of labor contracts. The law clearly stipulates the clauses that the labor contract should have. In addition to the above-mentioned necessary clauses, the company can also make agreements with employees on other matters.

4. Probation period, the same company can only agree with the same employee for one probation period. The legal probation period varies according to the duration of the labor contract. The probation period is included in the labor contract period. During the probation period, the employee's wages shall not be less than 80% of the wages agreed in the labor contract, and shall not be less than the minimum wage standard of the company's location.

5. The term of the labor contract. Labor contracts are divided into fixed-term labor contracts, non-fixed-term labor contracts, and labor contracts for completing certain tasks. For employees who meet the conditions stipulated by the above laws, unless the employees require a fixed-term labor contract, the company should enter into an open-term labor contract with them.

6. The legal liability for failure to conclude a written labor contract. The company shall establish a labor contract account for all employees to track the employee's entry time, the number of labor contract signings, working years and expiry time. For newly hired employees, a written labor contract shall be signed in time; for employees whose labor contract has expired, if the company decides to renew the labor contract with them, the labor contract shall be renewed before or when the original labor contract expires; Employees who have no fixed-term labor contracts shall sign a non-fixed-term labor contract with them before or when they meet the conditions for signing the indefinite labor contract.

二、关于劳动合同的变更。

1、劳动合同的变更形式。公司与员工协商一致，可以变更劳动合同的内容。劳动合同的变更，应当采取书面形式。

2、公司可单方变更员工工作岗位的情形。除协商一致变更工作岗位外，公司可单方变更员工工作岗位的情形有两种：一是员工患病或非因工负伤，在规定的医疗期满后不能从事原工作；二是员工不能胜任工作。

2. Regarding the change of labor contract.

1. Modification of the labor contract. The company and the employees reach an agreement and can change the content of the labor contract. The change of the labor contract shall be in written form.

2. The company can unilaterally change the employee's job position. In addition to changing the job position by consensus, there are two situations in which the company can unilaterally change the employee's job position: one is that the employee is sick or non-work-related injury, and cannot perform the original job after the prescribed medical period expires; the second is that the employee is not competent for the job .