Nie Meilan v. Beijing Lin Brothers Culture Co., Ltd. (confirmation of an employment relationship)
指导案例180号
孙贤锋诉淮安西区人力资源开发有限公司劳动合同纠纷案
Sun Xianfeng v. Huai'an West Zone Human Resources Development Co., Ltd. (dispute over an employment contract)
指导案例181号
郑某诉霍尼韦尔自动化控制（中国）有限公司劳动合同纠纷案
Zheng v. Honeywell Automation Control (China) Co., Ltd. (dispute over an employment contract)
指导案例182号
***翔诉南京市城市建设开发（集团）有限责任公司追索劳动报酬纠纷案
***xiang v. Nanjing CNK Group Co., Ltd. (dispute over recovery of labor remunerations)
指导案例183号
房玥诉中美联泰大都会人寿保险有限公司劳动合同纠纷案
Fang Yue v. MetLife Insurance Co., Ltd. (dispute over an employment contract)
指导案例184号
马筱楠诉北京搜狐新动力信息技术有限公司竞业限制纠纷案
Ma Xiaonan v. Beijing Sohu Xindongli Information Technology Co., Ltd. (dispute over non-competition)
指导案例185号
闫佳琳诉浙江喜来登度假村有限公司平等就业权纠纷案
Yan Jialin v. Zhejiang Sheraton Resorts Co., Ltd. (dispute over right to equality in employment)
Notice by the Supreme People's Court of Issuing the Thirty-Second Group of Guiding Cases
指导案例179号 (Guiding Case No. 179)聂美兰诉北京林氏兄弟文化有限公司确认劳动关系案 Nie Meilan v. Beijing Lin Brothers Culture Co., Ltd. (confirmation of an employment relationship) 关键词 [Keywords]民事/确认劳动关系/合作经营/书面劳动合同confirmation of an employment relationship; cooperative joint venture; a written employment contract 裁判要点 [Key Points of Judgment]1.劳动关系适格主体以“合作经营”等为名订立协议，但协议约定的双方权利义务内容、实际履行情况等符合劳动关系认定标准，劳动者主张与用人单位存在劳动关系的，人民法院应予支持。1. Where eligible parties to an employment relationship sign an agreement in the name of "cooperative joint venture," but the rights and obligations of both parties as agreed in the agreement and the actual performance situations satisfy the standards for confirmation of an employment relationship and the employee claims that there is an employment relationship between him or her and the employer, the people's court shall support such claim. 2.用人单位与劳动者签订的书面协议中包含工作内容、劳动报酬、劳动合同期限等符合劳动合同法第十七条规定的劳动合同条款，劳动者以用人单位未订立书面劳动合同为由要求支付第二倍工资的，人民法院不予支持。2. Where the written agreement signed by and between the employer and the employee contains job descriptions, labor remunerations, time limit of the employment contract, and other items complying with clauses of an employment contract as prescribed in Article 17 of the Employment Contract Law, and the employee claims that the employer should pay him or her compensation one time the salary on the ground that the employer does not sign a written employment contract with him or her, the people's court shall not support such claim. 指导案例180号 (Guiding Case No. 180)孙贤锋诉淮安西区人力资源开发有限公司劳动合同纠纷案Sun Xianfeng v. Huai'an West Zone Human Resources Development Co., Ltd. (dispute over an employment contract) 关键词 [Keywords]民事/劳动合同/解除劳动合同/合法性判断civil; an employment contract; dissolution of an employment contract; judgment of legality 裁判要点 [Key Points of Judgment]人民法院在判断用人单位单方解除劳动合同行为的合法性时，应当以用人单位向劳动者发出的解除通知的内容为认定依据。在案件审理过程中，用人单位超出解除劳动合同通知中载明的依据及事由，另行提出劳动者在履行劳动合同期间存在其他严重违反用人单位规章制度的情形，并据此主张符合解除劳动合同条件的，人民法院不予支持。When judging thelegality of an employer's unilateral dissolution of an employment contract, the people's court shall use the content of the notice of dissolution of contract issued by the employer to the employee as the determination basis. In the course of case-handling, where the employer separately states that an employee falls under other circumstances of serious violations of the employer's rules in the performance of the employment contract beyond the basis and matters as specified in the notice of dissolution of the employment contract and claims that such circumstances satisfy conditions for dissolution of the employment contract, the people's court shall not support such claim. 指导案例181号 (Guiding Case No. 181)郑某诉霍尼韦尔自动化控制（中国）有限公司劳动合同纠纷案Zheng v. Honeywell Automation Control (China) Co., Ltd. (dispute over an employment contract) 关键词 [Keywords]民事/劳动合同/解除劳动合同/性骚扰/规章制度civil; an employment contract; dissolution of an employment contract; sexual harassment; rules 裁判要点 [Key Points of Judgment]用人单位的管理人员对被性骚扰员工的投诉，应采取合理措施进行处置。管理人员未采取合理措施或者存在纵容性骚扰行为、干扰对性骚扰行为调查等情形，用人单位以管理人员未尽岗位职责，严重违反规章制度为由解除劳动合同，管理人员主张解除劳动合同违法的，人民法院不予支持。The manager of an employer shall adopt reasonable measures to dispose of a complaint raised by an employee claiming that she is suffering sexual harassment. Where the manager fails to adopt reasonable measures or falls under circumstances of indulging sexual harassment acts and interfering investigation into the sexual harassment, the employer dissolves the employment contract signed by and between it and the manager on the grounds that the manager fails to perform his job responsibilities and seriously violates the rules, and the manager claims that the dissolution of the employment contract is illegal, the people's court shall not support such claim. 指导案例182号 (Guiding Case No. 182)***翔诉南京市城市建设开发（集团）有限责任公司追索劳动报酬纠纷案***xiang v. Nanjing CNK Group Co., Ltd. (dispute over recovery of labor remunerations) 关键词 [Keywords]民事/追索劳动报酬/奖金/审批义务civil; recovery of labor remunerations; rewards; approval obligation 裁判要点 [Key Points of Judgment]用人单位规定劳动者在完成一定绩效后可以获得奖金，其无正当理由拒绝履行审批义务，符合奖励条件的劳动者主张获奖条件成就，用人单位应当按照规定发放奖金的，人民法院应予支持。Where an employer provides that an employee may acquire a reward after completing some work performance, but it refuses to perform the approval obligation without any justifiable reason, if an employee meeting the reward-offering conditions claims that the reward-offering conditions are met and the employer should offer the reward according to the relevant provisions, the people's court shall support such claim. 指导案例183号 (Guiding Case No. 183)房玥诉中美联泰大都会人寿保险有限公司劳动合同纠纷案Fang Yue v. MetLife Insurance Co., Ltd. (dispute over an employment contract) 关键词 [Keywords]民事/劳动合同/离职/年终奖civil; labor contract; resignation; year-end bonus 裁判要点 [Key Points of Judgment]年终奖发放前离职的劳动者主张用人单位支付年终奖的，人民法院应当结合劳动者的离职原因、离职时间、工作表现以及对单位的贡献程度等因素进行综合考量。用人单位的规章制度规定年终奖发放前离职的劳动者不能享有年终奖，但劳动合同的解除非因劳动者单方过失或主动辞职所导致，且劳动者已经完成年度工作任务，用人单位不能证明劳动者的工作业绩及表现不符合年终奖发放标准，年终奖发放前离职的劳动者主张用人单位支付年终奖的，人民法院应予支持。Where an employee that resigned before awarding of the year-end bonus claims that the employer should pay him or her the year-end bonus, the people's court shall take into full account various factors including the reason for the employee's resignation, the date of resignation, and the employee's job performance and contribution to the employer. Where the rules of the employer provide that an employee that resigns before awarding of the year-end bonus may not be awarded the year-end bonus, but the dissolution of the employment contract is not caused by the unilateral fault or voluntary resignation of the employee, the employee has completed the annual work task, and the employer fails to prove that the employee's work achievement and performance are not up to the standard for awarding the year-end bonus, if such employee claims that the employer should pay the year-end bonus, the people's court shall support such claim. 指导案例184号 (Guiding Case No. 184)马筱楠诉北京搜狐新动力信息技术有限公司竞业限制纠纷案Ma Xiaonan v. Beijing Sohu Xindongli Information Technology Co., Ltd. (dispute over non-competition) 关键词 [Keywords]民事/竞业限制/期限/约定无效civil; non-competition; time limit; invalidity of stipulation 裁判要点 [Key Points of Judgment]用人单位与劳动者在竞业限制条款中约定，因履行竞业限制条款发生争议申请仲裁和提起诉讼的期间不计入竞业限制期限的，属于劳动合同法第二十六条第一款第二项规定的“用人单位免除自己的法定责任、排除劳动者权利”的情形，应当认定为无效。Where an employer and an employee stipulate in the clause of non-competition that the time limit of trial of an arbitration or a lawsuit for dispute arising in the performance of the non-competition clause is not included in the time limit of non-competition, such stipulation falls under the circumstance that "an employer disclaims its legal liability or denies the employee's rights" as prescribed in item (2) of paragraph 1 of Article 26 of the Employment Contract Law and shall be determined as invalid. 指导案例185号 (Guiding Case No. 185)闫佳琳诉浙江喜来登度假村有限公司平等就业权纠纷案Yan Jialin v. Zhejiang Sheraton Resorts Co., Ltd. (dispute over right to equality in employment) 关键词 [Keywords]民事/平等就业权/就业歧视/地域歧视civil; right to equality in employment; discrimination in employment; regional discrimination 裁判要点 [Key Points of Judgment]用人单位在招用人员时，基于地域、性别等与“工作内在要求”无必然联系的因素，对劳动者进行无正当理由的差别对待的，构成就业歧视，劳动者以平等就业权受到侵害，请求用人单位承担相应法律责任的，人民法院应予支持。Where, in employing personnel, an employer disparately treats an employee without any justifiable reason on the basis of such factors having no positive connection with "intrinsic job requirements" as region and gender, such treatment constitutes discrimination in employment. If the employee claims the employer to assume the corresponding legal liability on the ground that his or her right to equality in employment is harmed, the people's court shall support such claim.因篇幅所限，本文截取部分内容推送给大家，欢迎点击文末“阅读原文”进入“北大法宝·英文译本库”查看完整中英文对照版。