01、热点新闻
TOP NEWS
多地发文明确进一步扩大工伤保险覆盖范围
Several Authorities Issue Documents to Further Expand the Coverage of Work-related Injury Insurance
安徽省、上海市、湖北省、海南省等多地发布相关通知和意见，明确进一步扩大工伤保险覆盖范围，拟将超过法定退休年龄就业人员等群体纳入工伤保障，使工伤保险惠及更多特定群体。
Anhui Province, Shanghai Municipality, Hubei Province, Hainan Province and many other places have issued relevant notices and opinions, expanding the scope of coverage of work-related injury insurance. The notices and opinions intend to include and benefit more groups of people into the coverage of work-related injuries insurance, such as those who are employed beyond the statutory retirement age.
最高法拟出台《关于审理劳动争议案件适用法律问题的解释（二）》
The Supreme People's Court Intends to Issue Interpretation on Issues Concerning the Application of Law in the Trial of Labor Dispute Cases (II)
12月12日，最高法网站公布《最高人民法院关于审理劳动争议案件适用法律问题的解释（二）（征求意见稿）》，意见反馈截止时间为12月22日。《解释》共二十七条，对股权激励争议的受理、特殊劳动报酬的仲裁时效、外国企业及常驻代表机构主体资格、用人单位单方调整工作岗位的审查标准、无法继续履行劳动合同的情形等方面进行明确。其中第五条规定，将未休年休假折算工资纳入劳动报酬范畴，适用特殊时效引发了较多讨论。
On December 12, the website of the Supreme Court published the Interpretation of the Supreme People's Court on Issues Concerning the Application of Law in the Trial of Labor Dispute Cases (II) (Draft for Comments), with the deadline for public feedback by December 22nd. The Interpretation consists of 27 articles, including arbitration application scope for disputes over equity incentives, time limitation of arbitration for special labor remuneration, the eligibility for foreign enterprises and their permanent representative offices, standards of unilateral adjustment of position, circumstances not suitable for reinstatement and so on. Article 5 provides that special time limitation of arbitration shall apply to untaken annual leave salary as it is to remunerations, which generates heated discussion.
新修订的《公司法》于2024年7月1日起施行
The Newly Revised Company Law will Come into Force on July 1, 2024
12月29日，十四届全国人大常委会第七次会议表决通过新修订的公司法。修订后的《公司法》将于2024年7月1日起施行。修订后的公司法共十五章，包括总则，公司登记，有限责任公司的设立和组织机构，有限责任公司的股权转让，国家出资公司组织机构的特别规定，公司董事、监事、高级管理人员的资格和义务。其中，第一条和第二十条进一步强调了保护职工的合法权益。第十七条明确了建立健全以职工代表大会为基本形式的民主管理制度。
On December 29, the seventh meeting of the Standing Committee of the 14th National People’s Congress voted to adopt the newly revised Company Law, which will come into effect on July 1, 2024. The revised Company Law consists of fifteen chapters, including General Provisions, Company Registration, Special Provisions on the Organization of State-funded Companies, Qualifications and Obligations of Company Directors, Supervisors and Senior Executives and so on. In this revised Company Law, Article 1 and 20 further underscore the safeguarding of the legitimate rights and interests of employees. Article 17 explicitly delineates the establishment of a robust democratic management system, with the Workers’ Congress as its fundamental form.
最高检发布第五届依法维护妇女儿童权益十大案例
Supreme People's Procuratorate Releases Fifth Top Ten Cases on Safeguarding the Rights and Interests of Women and Children in accordance with the Law
12月4日，最高检官微公布第五届依法维护妇女儿童权益十大案例。案例一中，江苏某公司休息休假规章制度规定“女职工产假为98天，超过98天继续休假的，按照事假处理”，相关规定违反《江苏省人口与计划生育条例》第二十四条：“符合本条例规定生育子女的夫妻，女方在享受国家规定产假的基础上，延长产假不少于三十天”及《江苏省女职工劳动保护特别规定》第十二条的相关规定。
On December 4, the official microblog of the Supreme People’s Procuratorate announced the fifth top ten cases of safeguarding the rights and interests of women and children in accordance with the law. In case one, the rest and leave regulations of a company in Jiangsu stipulates that “the maternity leave of its female employees is 98 days, and any further leave after the 98 days will be treated as personal leave”, which violates Article 24 of the Population and Family Planning Regulation of Jiangsu Province that “for a couple who have given birth to children under the present Ordinance, the wife shall be entitled to an extended maternity leave of not less than 30 days on the basis of enjoying such leave as prescribed by the State” and Article 12 of the Special Provisions of Jiangsu Province on Labor Protection of Female Employees.
多省份发布2023年劳动人事争议典型案例
Several Provinces Released Typical Cases of Labor and Personnel Disputes
12月，北京、上海、陕西等地发布2023年度劳动人事争议案件典型案例。北京丰台法院对涉老年人用工纠纷案件审理情况、案件特点进行介绍，发布典型案例并作出法官提示。上海奉贤法院发布的典型案例探讨了当下热点的“劳动碰瓷”行为规制问题。陕西省人社厅与陕西省高级人民法院联合发布了第二批劳动人事争议典型案例，涉及新就业形态用工、承包经营合同、竞业限制、劳动合同解除、工伤保险待遇支付等方面纠纷争议。
In December, Beijing, Shanghai and Shaanxi and other places released typical cases of labor and personnel dispute cases in 2023. Beijing Fengtai Court introduced the trial situation of employment disputes involving the elderly and the characteristics of the cases, released typical cases and provided judge’s tips. Shanghai Fengxian Court released the typical case to discuss the current hot issue on regulations for “Labor Fraud”. Shaanxi Provincial Department of Human Resources and Social Security and Shaanxi High People’s Court jointly released the second batch of typical cases of labor and personnel disputes which involved new employment patterns, agreement on contracted management, non-competition, employment termination, and payment of work-related injury insurance benefits.
浙江修订人力资源社会保障领域行政处罚裁量基准
Zhejiang Revises Discretionary Benchmarks for Administrative Punishment in the Field of Human Resources and Social Security
12月15日，浙江省人社厅网站发布《关于印发〈浙江省人力资源社会保障领域行政处罚裁量基准（2023版）〉的通知》。新修订的《裁量基准》涵盖人力资源社会保障领域现行主要的法律、行政法规、部门规章、地方性法规，对处罚依据的法条中需要进行处罚裁量的97项违法行为，明确了违法行为情形、处罚依据、处罚种类和幅度、裁量阶次和具体标准等内容。
On December 15, Zhejiang Provincial Department of Human Resources and Social Security issued the Notice on the Issuance of Administrative Penalty Discretionary Benchmarks in the Field of Human Resources and Social Security of Zhejiang Province (2023 Edition). The newly revised Discretionary Benchmark covers the main existing laws, administrative regulations, departmental rules and local regulations in the field of human resources and social security, and clarifies the circumstances of the offense, the basis for punishment, the type and range of punishment, the order of discretion and specific standards of the 97 offenses that need to be punished and discretionary in the laws and regulations on which the punishment is based.
上海发布《关于规范本市劳务派遣用工若干问题的意见》
Shanghai Releases the Opinions on Several Issues Concerning the Standardization of Labor Dispatch in the City
2023年12月6日，上海市人社局发布《关于规范本市劳务派遣用工若干问题的意见》，该规范性文件于2024年1月1日起施行，有效期至2028年12月31日。《意见》明确了行政许可被撤销、吊销、未延续的处理问题、派遣员工发生工伤的问题、跨地区劳务派遣的招工用工备案和社会保险的问题、派遣用工转为人力资源服务外包的问题等。（在本期刊「最新法规」板块可见《意见》全文）
On December 6, 2023, the Shanghai Municipal Bureau of Human Resources and Social Security released the Opinions on Several Issues Concerning the Standardization of Labor Dispatch in the City, which came into effect on January 1, 2024, and its validity lasts till December 31, 2028. The Opinions explicitly addresses issues such as the revocation, annulment, and non-renewal of administrative licenses, workplace injuries involving dispatched personnel, cross-regional labor dispatch recruitment and registration, as well as matters pertaining to social insurance. (The complete text of the Opinions can be found in the “NEW REGULATIONS” section.)
我国劳动力平均年龄增至39.42岁
The Average Age of the Working Population has Increased to 39.42 Years Old
中央财经大学人力资本与劳动经济研究中心发布了2023年中国人力资本报告，公布了我国最新的人力资本估算结果。我国劳动力平均年龄增至39.42岁，全国劳动力人口的平均受教育年限升至10.75年。此外，我国劳动力平均受教育程度的性别差异正在逐渐消失。
The Center of Human Capital and Labor Economy of CUFE recently released the 2023 China Human Capital Report, which published the latest Human Capital estimates. The average age of the working population has increased to 39.42 years, and the average education years of the working population have risen to 10.75 years. Furthermore, the gender difference in the average education level of the working population is gradually disappearing.
02 、安杰世泽观点
ANJIE BROAD VIEWS
小谈员工侵犯商业秘密事件应对
作者：李明
近日，上海公安抓获14名犯罪嫌疑人的新闻引起了极大的关注，通过披露的信息，倾向认为，该案系华为前员工侵犯商业秘密，主要人员曾在华为芯片研发的重要岗位工作，掌握大量核心机密，不仅自己离职后违反保密协议还通过其他手段继续窃取华为的商业秘密。借此热点，也结合笔者的经验，就如何应对员工侵犯商业秘密这一问题，浅显地，与诸位分享。
一、商业秘密的定义
二、常见救济方式
三、员工涉侵犯商业秘密行为的处理
四、公司商业秘密保护措施设计
招聘时可以要求候选人进行MBTI测试吗？
作者：薛静怡
近来，MBTI作为一项新的社交标签不断掀起话题热潮。在成为社交潮流前，MBTI已作为一项人格理论模型应用于个人职业发展选择和企业员工管理及招聘中。自1943年第一版MBTI出炉后，这套测评工具经过不断炼造、测试，并在之后的几十年中逐渐推广，在诸多美国企业团队的职业发展和工作适应性中得到应用。在中国，也有一些用人单位在招聘时会对候选人进行MBTI测试或者其它类似的心理测试并作为招录的考评标准之一。
本文将探讨在法律框架下，用人单位使用MBTI对候选人进行筛选这一行为的合法性规制。当然，心理学界对于MBTI科学性的争议不在本文的探讨范围内。本文仅从“就业歧视”与“个人信息/隐私权”两个角度评价MBTI在招聘时的应用。
一、什么是MBTI？
二、用人单位在招聘时应用MBTI的合法性探讨
三、结语
03 、实务参考
PRACTICE REFERENCE
2023年北京市劳动人事争议仲裁典型案例
案例1. 与劳动者订立承包合同规避劳动合同法不可取
案例2. 平台加盟商应根据用工事实承担用工主体责任
案例3. 劳动合同对工时制度的约定高于规章制度规定
案例4. 用人单位不安排职工休年休假应符合法定情形
案例5. 劳动者履行保密义务不必然需要支付保密费用
案例6. 工作交接期间劳动者因工负伤应享受工伤待遇
案例7. 用人单位不得以任何理由限制女职工的生育权
案例8. 员工虚假体检造成负面影响用人单位解除合法
案例9. 离职证明中载明的内容应当符合法律法规规定
案例10. 第二次聘用合同到期事业单位可终止不再续订
北京丰台法院发布老年人用工常见纠纷典型案例
案例一：杨某诉某集团公司北京分公司劳动争议案
案例二：赵某与某酒店劳动争议案
案例三：武某诉北京某保安服务公司提供劳务者受害责任纠纷案
上海奉贤法院发布2023年劳动争议典型案例（节选）
案例1. 事实劳动关系的认定——黄某与上海某建材公司确认劳动关系纠纷案
案例2. “客观情况发生重大变化”的认定与处置——上海某物流公司与金某劳动合同纠纷案
案例3. 用人单位虚开收入证明存在潜在风险——上海某包装公司与毛某劳动合同纠纷案
案例4. “报销款”的性质认定及“工资”标准认定——许某与上海某汽车服务有限公司劳动合同纠纷案
案例5. “劳动碰瓷”行为的规制——王某与上海某公司劳动合同纠纷案
案例6. 新业态用工法律关系认定——张某与上海某物流公司确认劳动关系纠纷案
04 、最新法规
NEW REGULATIONS
上海市人力资源和社会保障局关于规范本市劳务派遣用工若干问题的意见 沪人社规〔2023〕32号
为贯彻《全国人大常委会关于修改〈中华人民共和国劳动合同法〉的决定》（以下简称《修改决定》）、人力资源和社会保障部《劳务派遣暂行规定》（以下简称《派遣规定》）、人力资源和社会保障部《劳务派遣行政许可实施办法》(以下简称《许可办法》)，对执行过程中的若干具体问题提出以下实施意见：
一、关于行政许可被撤销、吊销、未延续的处理问题
二、关于落实同工同酬的问题
三、关于辅助性岗位的问题
四、关于派遣员工发生工伤的问题
五、关于跨地区劳务派遣的招工用工备案和社会保险的问题
六、关于欠薪保障金垫付的问题
七、关于派遣用工转为人力资源服务外包的问题
八、其他事项
上海市人力资源和社会保障局等四部门关于本市超过法定退休年龄就业人员和实习生参加工伤保险的试行意见 沪人社规〔2023〕30号
为适应新时代发展要求，进一步完善工伤保险制度，保障就业人员的合法权益，分散用人单位工伤风险，根据《工伤保险条例》《上海市工伤保险实施办法》，结合本市实际，现就本市超过法定退休年龄就业人员（以下简称“超龄就业人员”）和实习生参加工伤保险提出试行意见。
05 、安杰世泽动态
ANJIE BROAD NEWS
2023年12月22日，安杰世泽上海劳动法团队合伙人孙琳律师，为某日本知名企业人事部门提供2023年度经典案例盘点内训。
On October 20, 2023, Lin SUN, Partner of AnJie Broad Shanghai Labor and Employment Team, provided training on classic labor and employment law cases of 2023 analysis to a famous Japanese enterprise.
TOP NEWS
多地发文明确进一步扩大工伤保险覆盖范围
Several Authorities Issue Documents to Further Expand the Coverage of Work-related Injury Insurance
安徽省、上海市、湖北省、海南省等多地发布相关通知和意见，明确进一步扩大工伤保险覆盖范围，拟将超过法定退休年龄就业人员等群体纳入工伤保障，使工伤保险惠及更多特定群体。
地区 | 扩大工伤保险范围 | 缴费标准 |
安徽 | 《关于推进补充工伤保险发展有关问题的通知》（皖人社秘〔2023〕244号） | |
（1）新就业形态从业人员；（2）用人单位招用超过法定退休年龄（≤70周岁），且未享受城镇职工基本养老保险待遇的就业人员；（3）在校实习生或临时务工的学生；（4）各类灵活就业人员和自由职业者；（5）其他暂无法纳入工伤保险制度的人员。 | 按45元/人/月或60元/人/月标准缴费。 | |
上海 | 《关于本市超过法定退休年龄就业人员和实习生参加工伤保险的试行意见》（沪人社规〔2023〕30号）（在本期刊「最新法规」板块可见全文） | |
（1）超龄就业人员：用人单位招用的已经达到或者超过法定退休年龄且不超过65周岁的就业人员；（2）实习生：上海市职业学校统一安排或者批准自行到用人单位进行岗位实习的在校学生，以及与用人单位约定实习期1个月及以上的上海市高等学校在校学生。 | 由用人单位按月缴纳工伤保险费，缴费基数按照劳动报酬确定。 | |
海南 | 《实习生、见习人员、超龄从业人员参加工伤保险办法（试行）》（琼人社规〔2023〕3号） | |
1）实习生：年满16周岁，由实施全日制学历教育的职业学校安排或者经职业学校批准自行到企事业等单位进行6至12个月岗位实习的学生；（2）见习人员：到见习单位参加就业见习的离校3年内未就业全国普通高校毕业生、海南省普通高校和中等职业学校（含技工院校）所属毕业学年学生、海南省16至24岁未就业青年；（3）超龄从业人员：用人单位招用的达到法定退休年龄且不超过65周岁的从业人员。 | 自愿参保；按海南省上年度全口径城镇单位就业人员平均工资为缴费基数，用人单位的缴费费率按照对应的行业基准费率和单位浮动费率执行。 | |
Anhui Province, Shanghai Municipality, Hubei Province, Hainan Province and many other places have issued relevant notices and opinions, expanding the scope of coverage of work-related injury insurance. The notices and opinions intend to include and benefit more groups of people into the coverage of work-related injuries insurance, such as those who are employed beyond the statutory retirement age.
最高法拟出台《关于审理劳动争议案件适用法律问题的解释（二）》
The Supreme People's Court Intends to Issue Interpretation on Issues Concerning the Application of Law in the Trial of Labor Dispute Cases (II)
12月12日，最高法网站公布《最高人民法院关于审理劳动争议案件适用法律问题的解释（二）（征求意见稿）》，意见反馈截止时间为12月22日。《解释》共二十七条，对股权激励争议的受理、特殊劳动报酬的仲裁时效、外国企业及常驻代表机构主体资格、用人单位单方调整工作岗位的审查标准、无法继续履行劳动合同的情形等方面进行明确。其中第五条规定，将未休年休假折算工资纳入劳动报酬范畴，适用特殊时效引发了较多讨论。
On December 12, the website of the Supreme Court published the Interpretation of the Supreme People's Court on Issues Concerning the Application of Law in the Trial of Labor Dispute Cases (II) (Draft for Comments), with the deadline for public feedback by December 22nd. The Interpretation consists of 27 articles, including arbitration application scope for disputes over equity incentives, time limitation of arbitration for special labor remuneration, the eligibility for foreign enterprises and their permanent representative offices, standards of unilateral adjustment of position, circumstances not suitable for reinstatement and so on. Article 5 provides that special time limitation of arbitration shall apply to untaken annual leave salary as it is to remunerations, which generates heated discussion.
新修订的《公司法》于2024年7月1日起施行
The Newly Revised Company Law will Come into Force on July 1, 2024
12月29日，十四届全国人大常委会第七次会议表决通过新修订的公司法。修订后的《公司法》将于2024年7月1日起施行。修订后的公司法共十五章，包括总则，公司登记，有限责任公司的设立和组织机构，有限责任公司的股权转让，国家出资公司组织机构的特别规定，公司董事、监事、高级管理人员的资格和义务。其中，第一条和第二十条进一步强调了保护职工的合法权益。第十七条明确了建立健全以职工代表大会为基本形式的民主管理制度。
On December 29, the seventh meeting of the Standing Committee of the 14th National People’s Congress voted to adopt the newly revised Company Law, which will come into effect on July 1, 2024. The revised Company Law consists of fifteen chapters, including General Provisions, Company Registration, Special Provisions on the Organization of State-funded Companies, Qualifications and Obligations of Company Directors, Supervisors and Senior Executives and so on. In this revised Company Law, Article 1 and 20 further underscore the safeguarding of the legitimate rights and interests of employees. Article 17 explicitly delineates the establishment of a robust democratic management system, with the Workers’ Congress as its fundamental form.
最高检发布第五届依法维护妇女儿童权益十大案例
Supreme People's Procuratorate Releases Fifth Top Ten Cases on Safeguarding the Rights and Interests of Women and Children in accordance with the Law
12月4日，最高检官微公布第五届依法维护妇女儿童权益十大案例。案例一中，江苏某公司休息休假规章制度规定“女职工产假为98天，超过98天继续休假的，按照事假处理”，相关规定违反《江苏省人口与计划生育条例》第二十四条：“符合本条例规定生育子女的夫妻，女方在享受国家规定产假的基础上，延长产假不少于三十天”及《江苏省女职工劳动保护特别规定》第十二条的相关规定。
On December 4, the official microblog of the Supreme People’s Procuratorate announced the fifth top ten cases of safeguarding the rights and interests of women and children in accordance with the law. In case one, the rest and leave regulations of a company in Jiangsu stipulates that “the maternity leave of its female employees is 98 days, and any further leave after the 98 days will be treated as personal leave”, which violates Article 24 of the Population and Family Planning Regulation of Jiangsu Province that “for a couple who have given birth to children under the present Ordinance, the wife shall be entitled to an extended maternity leave of not less than 30 days on the basis of enjoying such leave as prescribed by the State” and Article 12 of the Special Provisions of Jiangsu Province on Labor Protection of Female Employees.
多省份发布2023年劳动人事争议典型案例
Several Provinces Released Typical Cases of Labor and Personnel Disputes
12月，北京、上海、陕西等地发布2023年度劳动人事争议案件典型案例。北京丰台法院对涉老年人用工纠纷案件审理情况、案件特点进行介绍，发布典型案例并作出法官提示。上海奉贤法院发布的典型案例探讨了当下热点的“劳动碰瓷”行为规制问题。陕西省人社厅与陕西省高级人民法院联合发布了第二批劳动人事争议典型案例，涉及新就业形态用工、承包经营合同、竞业限制、劳动合同解除、工伤保险待遇支付等方面纠纷争议。
In December, Beijing, Shanghai and Shaanxi and other places released typical cases of labor and personnel dispute cases in 2023. Beijing Fengtai Court introduced the trial situation of employment disputes involving the elderly and the characteristics of the cases, released typical cases and provided judge’s tips. Shanghai Fengxian Court released the typical case to discuss the current hot issue on regulations for “Labor Fraud”. Shaanxi Provincial Department of Human Resources and Social Security and Shaanxi High People’s Court jointly released the second batch of typical cases of labor and personnel disputes which involved new employment patterns, agreement on contracted management, non-competition, employment termination, and payment of work-related injury insurance benefits.
浙江修订人力资源社会保障领域行政处罚裁量基准
Zhejiang Revises Discretionary Benchmarks for Administrative Punishment in the Field of Human Resources and Social Security
12月15日，浙江省人社厅网站发布《关于印发〈浙江省人力资源社会保障领域行政处罚裁量基准（2023版）〉的通知》。新修订的《裁量基准》涵盖人力资源社会保障领域现行主要的法律、行政法规、部门规章、地方性法规，对处罚依据的法条中需要进行处罚裁量的97项违法行为，明确了违法行为情形、处罚依据、处罚种类和幅度、裁量阶次和具体标准等内容。
On December 15, Zhejiang Provincial Department of Human Resources and Social Security issued the Notice on the Issuance of Administrative Penalty Discretionary Benchmarks in the Field of Human Resources and Social Security of Zhejiang Province (2023 Edition). The newly revised Discretionary Benchmark covers the main existing laws, administrative regulations, departmental rules and local regulations in the field of human resources and social security, and clarifies the circumstances of the offense, the basis for punishment, the type and range of punishment, the order of discretion and specific standards of the 97 offenses that need to be punished and discretionary in the laws and regulations on which the punishment is based.
上海发布《关于规范本市劳务派遣用工若干问题的意见》
Shanghai Releases the Opinions on Several Issues Concerning the Standardization of Labor Dispatch in the City
2023年12月6日，上海市人社局发布《关于规范本市劳务派遣用工若干问题的意见》，该规范性文件于2024年1月1日起施行，有效期至2028年12月31日。《意见》明确了行政许可被撤销、吊销、未延续的处理问题、派遣员工发生工伤的问题、跨地区劳务派遣的招工用工备案和社会保险的问题、派遣用工转为人力资源服务外包的问题等。（在本期刊「最新法规」板块可见《意见》全文）
On December 6, 2023, the Shanghai Municipal Bureau of Human Resources and Social Security released the Opinions on Several Issues Concerning the Standardization of Labor Dispatch in the City, which came into effect on January 1, 2024, and its validity lasts till December 31, 2028. The Opinions explicitly addresses issues such as the revocation, annulment, and non-renewal of administrative licenses, workplace injuries involving dispatched personnel, cross-regional labor dispatch recruitment and registration, as well as matters pertaining to social insurance. (The complete text of the Opinions can be found in the “NEW REGULATIONS” section.)
我国劳动力平均年龄增至39.42岁
The Average Age of the Working Population has Increased to 39.42 Years Old
中央财经大学人力资本与劳动经济研究中心发布了2023年中国人力资本报告，公布了我国最新的人力资本估算结果。我国劳动力平均年龄增至39.42岁，全国劳动力人口的平均受教育年限升至10.75年。此外，我国劳动力平均受教育程度的性别差异正在逐渐消失。
The Center of Human Capital and Labor Economy of CUFE recently released the 2023 China Human Capital Report, which published the latest Human Capital estimates. The average age of the working population has increased to 39.42 years, and the average education years of the working population have risen to 10.75 years. Furthermore, the gender difference in the average education level of the working population is gradually disappearing.
02 、安杰世泽观点
ANJIE BROAD VIEWS
小谈员工侵犯商业秘密事件应对
作者：李明
近日，上海公安抓获14名犯罪嫌疑人的新闻引起了极大的关注，通过披露的信息，倾向认为，该案系华为前员工侵犯商业秘密，主要人员曾在华为芯片研发的重要岗位工作，掌握大量核心机密，不仅自己离职后违反保密协议还通过其他手段继续窃取华为的商业秘密。借此热点，也结合笔者的经验，就如何应对员工侵犯商业秘密这一问题，浅显地，与诸位分享。
一、商业秘密的定义
二、常见救济方式
三、员工涉侵犯商业秘密行为的处理
四、公司商业秘密保护措施设计
招聘时可以要求候选人进行MBTI测试吗？
作者：薛静怡
近来，MBTI作为一项新的社交标签不断掀起话题热潮。在成为社交潮流前，MBTI已作为一项人格理论模型应用于个人职业发展选择和企业员工管理及招聘中。自1943年第一版MBTI出炉后，这套测评工具经过不断炼造、测试，并在之后的几十年中逐渐推广，在诸多美国企业团队的职业发展和工作适应性中得到应用。在中国，也有一些用人单位在招聘时会对候选人进行MBTI测试或者其它类似的心理测试并作为招录的考评标准之一。
本文将探讨在法律框架下，用人单位使用MBTI对候选人进行筛选这一行为的合法性规制。当然，心理学界对于MBTI科学性的争议不在本文的探讨范围内。本文仅从“就业歧视”与“个人信息/隐私权”两个角度评价MBTI在招聘时的应用。
一、什么是MBTI？
二、用人单位在招聘时应用MBTI的合法性探讨
三、结语
03 、实务参考
PRACTICE REFERENCE
2023年北京市劳动人事争议仲裁典型案例
案例1. 与劳动者订立承包合同规避劳动合同法不可取
案例2. 平台加盟商应根据用工事实承担用工主体责任
案例3. 劳动合同对工时制度的约定高于规章制度规定
案例4. 用人单位不安排职工休年休假应符合法定情形
案例5. 劳动者履行保密义务不必然需要支付保密费用
案例6. 工作交接期间劳动者因工负伤应享受工伤待遇
案例7. 用人单位不得以任何理由限制女职工的生育权
案例8. 员工虚假体检造成负面影响用人单位解除合法
案例9. 离职证明中载明的内容应当符合法律法规规定
案例10. 第二次聘用合同到期事业单位可终止不再续订
北京丰台法院发布老年人用工常见纠纷典型案例
案例一：杨某诉某集团公司北京分公司劳动争议案
案例二：赵某与某酒店劳动争议案
案例三：武某诉北京某保安服务公司提供劳务者受害责任纠纷案
上海奉贤法院发布2023年劳动争议典型案例（节选）
案例1. 事实劳动关系的认定——黄某与上海某建材公司确认劳动关系纠纷案
案例2. “客观情况发生重大变化”的认定与处置——上海某物流公司与金某劳动合同纠纷案
案例3. 用人单位虚开收入证明存在潜在风险——上海某包装公司与毛某劳动合同纠纷案
案例4. “报销款”的性质认定及“工资”标准认定——许某与上海某汽车服务有限公司劳动合同纠纷案
案例5. “劳动碰瓷”行为的规制——王某与上海某公司劳动合同纠纷案
案例6. 新业态用工法律关系认定——张某与上海某物流公司确认劳动关系纠纷案
04 、最新法规
NEW REGULATIONS
上海市人力资源和社会保障局关于规范本市劳务派遣用工若干问题的意见 沪人社规〔2023〕32号
为贯彻《全国人大常委会关于修改〈中华人民共和国劳动合同法〉的决定》（以下简称《修改决定》）、人力资源和社会保障部《劳务派遣暂行规定》（以下简称《派遣规定》）、人力资源和社会保障部《劳务派遣行政许可实施办法》(以下简称《许可办法》)，对执行过程中的若干具体问题提出以下实施意见：
一、关于行政许可被撤销、吊销、未延续的处理问题
二、关于落实同工同酬的问题
三、关于辅助性岗位的问题
四、关于派遣员工发生工伤的问题
五、关于跨地区劳务派遣的招工用工备案和社会保险的问题
六、关于欠薪保障金垫付的问题
七、关于派遣用工转为人力资源服务外包的问题
八、其他事项
上海市人力资源和社会保障局等四部门关于本市超过法定退休年龄就业人员和实习生参加工伤保险的试行意见 沪人社规〔2023〕30号
为适应新时代发展要求，进一步完善工伤保险制度，保障就业人员的合法权益，分散用人单位工伤风险，根据《工伤保险条例》《上海市工伤保险实施办法》，结合本市实际，现就本市超过法定退休年龄就业人员（以下简称“超龄就业人员”）和实习生参加工伤保险提出试行意见。
05 、安杰世泽动态
ANJIE BROAD NEWS
2023年12月22日，安杰世泽上海劳动法团队合伙人孙琳律师，为某日本知名企业人事部门提供2023年度经典案例盘点内训。
On October 20, 2023, Lin SUN, Partner of AnJie Broad Shanghai Labor and Employment Team, provided training on classic labor and employment law cases of 2023 analysis to a famous Japanese enterprise.