Labor management rules and regulations, labor rules and regulations content

Legal Analysis: Labor management rules and regulations refer to the general term for the norms on the management of labor and employment within the enterprise, and the labor rights and obligations of enterprises and employees formulated by the competent departments of the enterprise, expressed in written form by the register, and publicized in a certain way.

Legal basis: "Labor Security Rules and Regulations".

Article 1 In order to standardize the behavior of the enterprise and its employees, and safeguard the legitimate rights and interests of both the enterprise and the employees, these rules and regulations are formulated in accordance with the provisions of the Labor Law, the Laozhou Contract Law and its supporting regulations and rules, and in combination with the actual situation of the enterprise.

Article 2 These rules and regulations apply to enterprises and all employees, and employees including management personnel, technical personnel, and employees in special positions of ordinary employees shall be subject to other provisions.

Legal analysis: It can be found on the official website of the People's Republic of China.

Legal basis: "Labor Security Rules and Regulations".

Article 1 In order to standardize the behavior of the enterprise and employees, and safeguard the legitimate rights and interests of both enterprises and employees, in accordance with the provisions of the Labor Law, the Labor Contract Law and its supporting regulations and rules, combined with the actual situation of the enterprise, the rules and regulations are formulated.

Article 2 These rules and regulations apply to all employees of the enterprise and Shiyou, and the employees including management personnel, technical personnel and ordinary employees in special positions shall be subject to their provisions if otherwise stipulated.

Summary. Article 4 of the Labor Law stipulates that an employer shall establish and improve rules and regulations in accordance with the law. Article 19 of the Interpretation of the Supreme People's Court on Several Issues Concerning the Application of Law in the Trial of Labor Dispute Cases stipulates that the rules and regulations formulated by the employer through democratic procedures in accordance with Article 4 of the Labor Law may be used as the basis for the people's court to hear labor dispute cases if they do not violate national laws, administrative regulations and policy provisions, and have been publicized to the employees.

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The basic requirements of the content of the labor rules and regulations are as follows: "sending a stool to abide by labor discipline" is stipulated as the basic labor obligation of those who are careful about labor training, and the second paragraph of Article 25 also stipulates that "if the employee seriously violates the labor discipline or the rules and regulations of the employer", the employer may unilaterally terminate the labor contract at any time.

Article 4 of the Labor Law stipulates that an employer shall establish and improve rules and regulations in accordance with the law. Article 19 of the Interpretation of the Supreme People's Court on Several Issues Concerning the Application of Law in the Trial of Labor Dispute Cases stipulates that if the rules and regulations formulated by the employer through democratic procedures in accordance with Article 4 of the Labor Law do not violate national laws, administrative regulations and policies, and have been publicized to the workers, they may be used as the basis for the people's court to hear labor dispute cases.

Legal analysis: Formulate rules and regulations based on the actual situation.

Legal basis: Article 4 of the Labor Contract Law of the People's Republic of China The employer shall establish and improve labor rules and regulations in accordance with the law to ensure that the employees enjoy labor rights and perform labor obligations.

When formulating, revising or deciding on rules and regulations or major matters directly related to the vital interests of employees, such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and welfare, employee training, labor discipline, and labor quota management, the employer shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with the trade union or employee representatives on an equal footing.

In the process of implementing the rules and regulations and decisions on major matters, if the trade union or the employee who is blind and repentant thinks it is inappropriate, it has the right to propose it to the employer and revise and improve it through consultation.

The employer shall publicize the rules and regulations and major decisions on major matters directly related to the vital interests of the labor liquid, or inform the employee.