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1、新劳动合同法New Labor Contract Law 试用期probation不得超过过六个月probation max 6m 三年以上和无固定期限合同Contract 3y=C 不得超过过二个月probation max 2m 一年以上不满满三年Contract 1y=C3y 不得超过过一个月probation max 1m 三个月以上不满满一年Contract 3m=C1y 试试用期期限Probation term劳动劳动 合同期限Labor contract term 以完成一定工作任务为期限的劳动合同或者劳动合同期限不满三个月的，不得约定试用期。No probation perio
2、d may be specified in an employment contract with a term to expire upon completion of a certain job or an employment contract with a term of less than three months. 同一用人单位与同一劳动者只能约定一次试用期。An Employer may stipulate only one probation period with any given Employee 试用期包含在劳动合同期限内。劳动合同仅约定试用期的，试用期不成立，该期限为
3、劳动合同期限。The probation period shall be included in the term of the employment contract. If an employment contract provides for a probation period only, then there is no probation period and the term concerned shall be the term of the employment contract. 劳动者在试用期的工资不得低于本单位一样岗位最低档工资或者劳动合同约定工资的百分之八十，并不得低
4、于用人单位所在地的最低工资标准。The wages of a Employee on probation may not be less than the lowest wage level for the same job with the Employer or less than 80 percent of the wage agreed upon in the employment contract, and may not be less than the minimum wage rate in the place where the Employer is located. 试用
5、期probation用人单位的单方解除权Employer terminate contract rightsl过错性解除Terminate contract because of employees fault.l非过错性解除Terminate contract because of other circumstancel裁员解除Company situation need cut parts of employee用人单位的单方解除权之-过错性解除严严重失职职，营营私舞弊，给给用人单单位的利益造成重大损损害的；Commits serious dereliction of duty or pr
6、actices graft, causing substantial damage to the Employer严严重失职职，营营私舞弊，给给用人单单位的利益造成重大损损害的；Commits serious dereliction of duty or practices graft, causing substantial damage to the Employer; 严严重违违反劳动纪劳动纪 律或者用人单单位规规章制度的；Materially breaches the Employers rules and regulations 严严重违违反用人单单位的规规章制度的；Material
7、ly breaches the Employers rules and regulations 在试试用期间间被证证明不符合录录用条件的；Proved not to satisfy the conditions for employment during the probation period .在试试用期间间被证证明不符合录录用条件的；Proved not to satisfy the conditions for employment during the probation period .劳动劳动 法第二十五条 No.25 of labor law劳动劳动 合同法第三十九条 No.3
8、9 of contract law被依法追究刑事责责任的。Has his criminal liability pursued in accordance with the law被依法追究刑事责责任的。Has his criminal liability pursued in accordance with the law劳动劳动者同时时与其他用人单单位建立劳动劳动关系，对对完成本单单位的工作任务务造成严严重影响，或者经经用人单单位提出，拒不改正的； additionally established an employment relationship with another Employ
9、er which materially affects the completion of his tasks with the first-mentioned Employer, or he refuses to rectify the matter after the same is brought to his attention by the Employer The same 以欺诈诈、胁胁迫的手段或者乘人之危，使对对方在违违背真实实意思的情况下订订立劳动劳动合同的；uses such means as deception or coercion, or takes advantag
10、e of the other partys difficulties, to cause the other party to conclude an employment contract, or to make an amendment thereto, that is contrary to that partys true intent; The same用人单位的单方解除权之-过错性解除用人单位单方解除权之非过错性解除有下列情形之一的，用人单单位可以解除劳动劳动合同，但是应应当提前三十日以书书面形式通知劳动劳动者本人：An Employer may terminate an empl
11、oyment contract by giving the Employee himself 30 days prior written notice, or one months wage in lieu of notice, if: （一）劳动劳动者患病或者非因工负伤负伤，医疗疗期满满后，不能从事原工作也不能从事由用人单单位另行安排的工作的；After the set period of medical care for an illness or non-work-related injury, the Employee can engage neither in his origina
12、l work nor in other work arranged for him by his Employer; （一）劳动劳动者患病或者非因工负伤负伤，在规规定的医疗疗期满满后不能从事原工作也不能从事由用人单单位另行安排的工作的；After the set period of medical care for an illness or non-work-related injury, the Employee can engage neither in his original work nor in other work arranged for him by his Employe
13、r; 有下列情形之一的，用人单单位在提前三十日以书书面形式通知劳动劳动者本人或者额额外支付劳动劳动者一个月工资资后，可以解除劳动劳动合同：An Employer may terminate an employment contract by giving the Employee himself 30 days prior written notice, or one months wage in lieu of notice, if: ?劳动劳动 法?第二十六条?劳动劳动 合同法?第四十条二劳动劳动 者不能胜胜任工作，经过经过 培训训或者调调整工作岗岗位，仍不能胜胜任工作的；The Empl
14、oyee is incompetent and remains incompetent after training or adjustment of his position（三）劳动劳动 合同订订立时时所依据的客观观情况发发生重大变变化，致使劳动劳动 合同无法履行，经经用人单单位与劳动劳动 者协协商，未能就变变更劳动劳动 合同内容达成协议协议 的A major change in the objective circumstances relied upon at the time of conclusion of the employment contract renders it un
15、performable and, after consultations, the Employer and Employee are unable to reach agreement on amending the employment contract. （二）劳动劳动 者不能胜胜任工作，经过经过 培训训或者调调整工作岗岗位，仍不能胜胜任工作的； The Employee is incompetent and remains incompetent after training or adjustment of his position （三）劳动合同订立时所依据的客观情况发生重大变化，
16、致使原劳动合同无法履行，经当事人协商不能就变更劳动合同达成协议的。A major change in the objective circumstances relied upon at the time of conclusion of the employment contract renders it unperformable and, after consultations, the Employer and Employee are unable to reach agreement on amending the employment contract. 用人单位单方解除权之非过错性解除用人单位单方解除权之裁员解除 Termination by reducing employee劳动劳动 合同法第四十一条 劳动劳动 法第二十七条有下列情形之一，需要裁减人员员二十人以上或者裁减不足二十人但占企业职业职 工总总数百分之十以上的，用人单单位应应当提前三十日向工会或者全体职职工说说明情况，听取工会或者职职工的意见见后，裁减人员员方案经经向劳动劳动 行政部门报门报 告，可以裁减人员
