It's very risky.
Your kind is labor relations, not labor relations.
It can't be explained clearly in a few words. Please provide the information and read it carefully when you have time.
Labor relations and how to identify them.
-
Release date: 2011-02-1416:13: 56.
-
In judicial practice, there are great differences on how to identify specific cases as labor relations or how to handle cases with labor relations. Procedurally, disputes arising from labor relations between the parties need pre-arbitration procedures, which can only be accepted by the people's court after arbitration, and labor relations can directly bring a lawsuit to the people's court. In the application of law, we should deal with labor relations according to the Labor Law and other relevant legal basis, and deal with labor relations according to the Contract Law and other legal provisions. Especially in cases involving personal injury, industrial injury insurance regulations apply to labor relations, and judicial interpretation of personal injury compensation applies to labor relations. There are huge differences between the two after calculation, and there are also differences on whether the fault principle should be applied. Therefore, whether a specific case belongs to labor relations or labor relations has become an unavoidable problem before the judge. This paper attempts to analyze several confusing forms of employment in judicial practice, and puts forward some personal opinions and suggestions on how to distinguish labor relations from labour relation in specific cases, hoping to be beneficial to judicial practice.
First of all, several confusing forms of employment in judicial practice.
The following confusing forms of employment are common in judicial practice:
1, the construction project is subcontracted layer by layer, and finally the construction is organized by natural persons. Employment is a labor relationship or a labor relationship.
2. Natural persons buy vehicles, and they are affiliated with transportation companies. Is it a labor relationship or a labor relationship for drivers to be employed by natural persons? In other subordinate cases, the employees employed are labor relations or labour relation.
3, laid-off, sick leave, retirement, and did not sign the corresponding agreement but actually left the original unit, and formed a long-term stable employment relationship with other units. Is there a labor relationship or labour relation between the employee and the new unit?
4, the employer's temporary employment belongs to labor relations or labor relations.
5. Although there is no business license or the business license has been cancelled, but the business activities are carried out in the name of the unit, the labor relationship with the employees is still labor relations.
6, individual industrial and commercial households and employees belong to labor relations or labour relation.
7. Lawyers have labor relations or other relations with law firms, insurance companies and insurance salesmen.
Second, sort out various regulations and related explanations.
The local court has also made some explorations on labor relations and labor relations. For example, Article 5 of the Notice of Zhejiang Higher People's Court on Printing and Distributing the Summary of Difficult Problems in Labor Dispute Cases (Zhejiang Gaofa [20065438+0] No.240) stipulates: How to distinguish labor relations from labour relation? A: Labor relations refer to the labor rights and obligations between workers and employers for the purpose of labor remuneration. Labor relations refer to the legal relations that arise when workers provide specific labor services to the serviced party and the serviced party pays remuneration according to the agreement. The differences between the two are as follows: first, labor relations include identity and social elements in addition to the debt between the parties, while labor relations are simple debt relations. Second, the relationship between the parties to labor relations is generally stable, and the relationship between the parties to labor relations often has the characteristics of "temporary, short-term and one-off". Third, in labor relations, there are social relations between the parties, such as management and being managed, domination and being dominated, but there is no such relationship between the parties in labor relations, but a contractual relationship between equal subjects. Courts such as Hubei Higher People's Court, Fujian Higher People's Court and Jiangsu Higher People's Court have also issued regulations to regard some special forms of employment as labor relations or labor relations, such as Opinions on Several Issues Concerning the Trial of Labor Dispute Cases issued by Hubei Higher People's Court (Trial); Opinions of Fujian Higher People's Court on Several Issues Concerning the Trial of Labor Dispute Cases; Some guiding opinions of Qinghai Higher People's Court and Qinghai Labor Dispute Arbitration Committee on hearing labor dispute cases; As far as the minutes of Zhejiang Higher People's Court are concerned, the first and third points of personal feeling differences seem to be the difference between labor or labor relations and contract relations (screening), not the difference between labor relations and labor relations (screening), and the basic principles or even basic ideas for screening labor relations and labor relations are not given. The provisions of other high courts are scattered, only regulating individual situations, and it is impossible to define labor relations and labor relations.
In the book "Understanding and Application of the Provisions on the Cause of Action of Civil Cases in the Supreme People's Court" (P 142), the interpretation of labor (employment) contract is that the labor provider and the labor recipient sign an agreement according to law, and the labor provider provides labor services to the recipient, and the recipient pays labor remuneration to the provider, including wages, insurance benefits, etc. At the same time, the book summarizes the differences between labor contracts and labor contracts (P 143): 1, with different subject qualifications; 2. The nature of the subject and its relationship are different; 3. The obligations of employers are different; 4. The law of adjustment is different; 5. Different legal liabilities for non-performance of the contract; 6. Disputes are handled in different ways. From the viewpoint of Understanding and Application, we can see that: 1, labor contract and employment contract are regarded as the same concept by the Supreme People's Court (so this paper only uses the concept of labor contract); 2. The concepts of wages, insurance and welfare are used in the definition of labor contract, which is actually an exclusive treatment of labor relations; 3. In the summary of the differences between labor contracts and labor contracts, only 1 and 2 are actually screened, and the rest are different treatment principles after screening. The book distinguishes labor relations from labor relations as follows: 1, one party to a labor contract is an employer, and both parties to a labor contract can be legal persons, organizations and citizens at the same time; 2. In addition to economic relations, labor relations also have personal relations, that is, administrative subordination; However, in labor relations, there is no administrative subordination, and both parties have equal status.
Let's take a further look at a passage in the Supreme People's Court's Understanding and Application of Judicial Interpretation of Personal Injury Compensation (P 169): If there is a relationship of control, domination and subordination between the parties, if one party specifies the workplace, provides labor tools or equipment, limits working hours and pays labor remuneration regularly, the labor provided is an integral part of the production and business activities of the recipient, it can be considered as employment. Comparing the characteristics of the above-mentioned employment relationship (the viewpoint of understanding and applying according to the provisions of the cause of action of civil cases in the Supreme People's Court is the same concept as the viewpoint of labor relations) with the viewpoint of labor relations defined in the above-mentioned book "Provisions on Understanding and Applying the Cause of Action of Civil Cases in the Supreme People's Court", we can see that the subordinate and dominant relationship between employment relationship and labor relationship is not the essential difference between them. That is, "Understanding and Application of Judicial Interpretation of Personal Injury Compensation in the Supreme People's Court" and "Understanding and Application of Provisions on the Cause of Action of Civil Cases in the Supreme People's Court" contradict each other in the principle of distinguishing labor relations and labor relations, which makes people at a loss. To sum up, the existing normative opinions and related knowledge are not enough to determine whether the complicated employment relationship in practice is a labor relationship or a labor relationship.
Third, the basic idea of personal analysis of the relationship between this and screening.
The author believes that in order to distinguish between labor relations and employment relations, it is necessary to examine the changes of employment forms in China from the perspective of historical analysis. Before the introduction of the labor law, the concept of planned economy still had a big market in people's minds, and the individual and private economy did not occupy the main aspects of the market. Therefore, it is generally believed that workers, as the owners of enterprises (countries), provide labor for state-owned or collective enterprises (countries) and services for individuals, private enterprises or individuals, which actually belongs to the relationship between capitalist exploitation and exploitation, so there is no room for the concept of labor relations in the early days of reform and opening up. However, with the gradual deepening of the national economic system reform, individuals, private enterprises and individuals employ others to work, and the surplus value of others' labor has gradually been accepted by society and system (of course, there is no room for using others' labor for personal convenience, such as hiring others to clean the housework, but this situation is obviously labor relations and there is no need to discuss it), and there is no essential difference between labor relations and labor relations in economics. The emergence of the concept of labor relations is actually a legal reflection of the development and reform of the economic system and a response of the legal system to social phenomena. In addition, the concept of labor relations in the legal sense appeared in the Provisions of the Supreme People's Court on the Cause of Action of Civil Cases (Trial) in 2000. In other words, the development of economic forms has led to the emergence of the concept of labor relations.
To sum up, the author believes that from a legal point of view, there is no obvious essential difference between labor relations and labour relation except for the main body (one of the main bodies in labour relation is the employer, and labour relation is mostly the other main bodies except the employer as stipulated by law). Both of them have each other's labor, and there are many theories of surplus value, most of which also have the relationship of management, domination and identity dependence. It is only because of the specific historical period and various factors, especially the social insurance collection system, that they have to use different legal norms. At the same time, some special cases need special analysis because of the special provisions of relevant laws and regulations. This can also be inferred from the provisions of the Tort Liability Law: Article 34 of this law stipulates that the staff of the employing unit shall bear the responsibility if they cause damage to others due to the performance of their work tasks, while Article 35 stipulates that when labor relations are formed between individuals, the party providing labor services shall bear the liability for compensation, and it can also be speculated that the difference between labor relations and labour relation is mainly reflected in the subject.
However, we should also see that labor relations are constantly expanding its territory and encroaching on this new field of labor relations. This can be inferred from the development of the connotation and extension of the concept of employer.
The concept of employer has undergone three stages of legal changes: 1. Before the promulgation of the labor law, the concept of employing unit did not exist in the legal sense. It was not until the promulgation of the Labor Law that the concept of employing units appeared, that is, enterprises and individual economic organizations as stipulated in Article 2 of the Law. At the same time, the law will establish labor contract relations with workers in state organs, institutions and social organizations. 2. The judicial interpretation of personal injury compensation was issued. According to the provisions of Article 12 of the Interpretation, the concept scope of the employing unit is determined as the unit that should participate in the overall planning of industrial injury insurance according to law. At the same time, according to the provisions of Article 2 of the Regulations on Industrial Injury Insurance, it can be recognized that the concept of employing unit in the judicial interpretation of personal injury compensation refers to all kinds of enterprises and individual industrial and commercial households with employees in China (each province stipulates according to the situation of this province). 3. With the promulgation of the Labor Contract Law, the concept of employing unit stipulated in Article 2 covers: China people, domestic enterprises, individual economic organizations, private non-enterprise units and other organizations, state organs, institutions, social organizations and laborers who have established labor relations with them. The conclusion, performance, modification, dissolution or termination of labor contracts shall be implemented in accordance with this Law. As can be seen from the above, the change of the concept of employer directly leads to the continuous expansion of the subject of applicable labor relations, that is, the continuous expansion of the scope of labor relations. It can be seen that with the deepening of economic reform and development, the employment form that originally belonged to labor relations has been identified as labor relations. In other words, the difference between labor relations and labor relations is not obvious, but there is the possibility of transformation (only labor relations are transformed into labor relations).
As can be seen from the above, there are many ambiguities and even contradictions in the current system and relevant regulations. The reasons are as follows: 1, the update speed of some laws and regulations lags behind the reform and development speed of the economic system, especially the social insurance collection and payment system; Some laws and regulations are beyond the current economic situation. 2. Various policies lead to confusion. 3, only talk about law, lack of communication and exchanges with other disciplines.
What is more noteworthy is that the confusion and contradiction of the current system are gradually leading to the duality tendency in judicial practice. That is to say, there is a difference in the definition standard of the relationship between the injured labor service provider (let's call it) and other labor (service) disputes (mostly in terms of labor remuneration), that is, the same person may be considered as a labor relationship when dealing with this dispute in the people's court because of the different types of disputes involved, and as a labor relationship when dealing with other disputes. In the case that the labor service provider is injured, the current system design mainly considers whether the employer belongs to the unit that should participate in the overall planning of work-related injury insurance according to law (mainly based on Article 12 of the Judicial Interpretation of Personal Injury Compensation). If the answer is yes, it is labor relations, and the provisions of the Regulations on Industrial Injury Insurance shall apply. If the answer is no, it is labor relations, and the judicial interpretation of personal injury compensation is applicable, that is, the subject of such disputes will be strictly limited to all kinds of enterprises and individual industrial and commercial households with employees in People's Republic of China (PRC) (except for provinces that have not included individual industrial and commercial households in industrial injury insurance). Disputes other than injuries to labor service providers are mainly investigated whether they belong to the employing unit as stipulated in the Labor Contract Law. Labor relations belong to the employing units (enterprises, individual economic organizations, private non-enterprise units and other organizations in China, state organs, institutions, social organizations and laborers who have established labor relations with them), and vice versa.
To sum up, the following ideas should be followed when identifying labor relations and labor relations:
1. Identification of the subject: if the subject of employment belongs to the category of employing units stipulated in the labor law, the basic judgment is labor relations, and vice versa.
2. After considering the main factors, we should also consider the specific situation of social insurance collection, that is, even if it conforms to the characteristics of labor relations, the current social insurance collection system is not standardized and should be treated as labor relations.
3. Special provisions on labor relations in judicial interpretations, regulations and normative opinions issued by relevant departments must be considered.
4, "temporary, short-term, one-off" is also one of the factors to consider when defining the relationship between the two.
5. The handling of injury cases of labor providers is different from other types of cases (recovery of remuneration).
6. Does the state regulate the relevant forms of employment mainly through the labor department? If the answer is yes, it is basically judged as labor relations.
Fourthly, the analysis of the confusing employment relationship mentioned above.
According to the above discussion, the author analyzes several special forms of employment proposed at the beginning:
1, the construction project is subcontracted layer by layer, and finally the construction is organized by natural persons. Employment is a labor relationship or a labor relationship.
This situation is mainly analyzed according to the first and sixth ideas mentioned above, that is, whether the party accepting labor belongs to the category of the employer and is mainly supervised by the labor department. In this case, the so-called contractor finds the labor service provider, and the salary is also paid by the contractor, who manages the labor service provider. Most builders don't even know which workers are providing labor for them, so the main body of employment seems to be the so-called contractor, that is, a natural person who belongs to labor relations as the main body of employment. However, according to the provisions of the Construction Law, the state prohibits contractors from actually constructing construction projects, including the Supreme People's Court's judicial interpretation of construction projects, and also regards contracting activities without construction qualifications as invalid. Therefore, if the relationship between them is treated as a labor relationship, it is obviously suspected that natural persons are involved in the construction engineering market in disguise. Moreover, various documents issued by the State Council also regard the wages of migrant workers in the construction field as the duty that the Ministry of Labor and Social Security should perform. The Ministry of Labor and Social Security has also issued several documents to regulate the wage payment of migrant workers. Before each construction project starts, the labor department also requires that workers' wages be paid before the construction project starts. As can be seen from the above, the state treats and handles the employment problem in the construction field (the state puts forward the concept of migrant workers more) as labor relations. On the other hand, the services provided by the service providers have been materialized as a part of the construction project, and the builder of the construction project is a construction company in the legal sense, so it should also be recognized as labor relations from this perspective. Specifically, in judicial practice, if a labor service provider is injured at work, it shall be handled in accordance with the Regulations on Industrial Injury Insurance; Other disputes (mainly wage payment disputes) shall be settled by arbitration, and the entity shall deal with them in accordance with Article 12 of the Interim Measures for the Administration of Wage Payment of Migrant Workers in the Construction Field (Order No.22 of the Ministry of Labor and Social Security and the Ministry of Construction), that is, the general contracting enterprise shall not contract or subcontract the project to an organization or individual who does not have the qualification of employment subject, otherwise it shall bear joint and several liability for paying off the arrears of wages. Handling according to this rule also embodies the normative function of law.
2. Natural persons buy vehicles, and they are affiliated with transportation companies. Is it a labor relationship or a labor relationship for drivers to be employed by natural persons? In other subordinate cases, the employees employed are labor relations or labour relation.
This form of employment is similar to the previous one, that is, in this case, the actual owner of the vehicle looks for a service provider, and the salary is paid to the service provider by the actual owner, who manages the service provider. According to "Reply of the Supreme People's Court Administrative Trial Court on Whether the drivers employed by the actual owners of vehicles operated by other units are injured or not can be regarded as work-related injuries" ([2006] Hang He ZiNo. 17): If the vehicles purchased by individuals are affiliated to other units and operated in the name of affiliated units, the drivers employed by them have a factual labor relationship with the affiliated units, and if there are casualties in vehicle operation, the relevant provisions of the Labor Law and the Regulations on Work-related Injury Insurance shall apply. Accordingly, the employment relationship under the condition of vehicle attachment should be recognized as labor relationship. However, there are other ancillary situations in real economic activities, which I personally think should be handled in accordance with this principle. And from another point of view, the construction project is subcontracted at different levels, and finally organized by natural persons, which is actually a kind of affiliated situation.
3. Laid-off, retired, resigned and employees who actually left their original units without signing corresponding agreements have formed long-term and stable employment relations with other units. Is it a labor relationship or a labor relationship between employees and new units?
This situation is mainly analyzed according to the second idea mentioned above, that is, the specific situation of social insurance collection and payment needs to be considered. If, according to the Reply of the Supreme People's Court Administrative Trial Court on whether there is a labor relationship between retirees and their current work units and whether the industrial injury insurance regulations are applicable during their work ([2007] Hanghezi No.6), and according to the relevant provisions of Articles 2 and 61 of the Industrial Injury Insurance Regulations, retirees are employed by their current work units, and the current work units have paid work-related injury insurance premiums for them, and they are injured by accidents during their employment, the Industrial Injury Insurance Regulations shall apply. Accordingly, it seems that this relationship should be defined as labor relations. However, we have noticed that the prerequisite for this reply is that the current work unit has paid the work-related injury insurance premium for it. The current social insurance system in China is that each worker can only have one social insurance account. If we indiscriminately identify retired employees as labor relations when they are employed by other units, it will undoubtedly conflict with the labor insurance system. That is to say, if the original unit still pays social insurance for workers, but the new unit only pays wages and does not pay social insurance for them, then if the two are identified as labor relations, it will undoubtedly conflict with the current social insurance system. Therefore, when determining whether employees who are laid off, retired, and actually leave their original units without signing corresponding agreements are employed by other units, we must pay attention to labor insurance: if the original units pay various kinds of labor insurance for them, the current system should not recognize that labor providers form labor relations with the new units; If the original unit did not pay all kinds of labor insurance for the workers, but the new unit paid all kinds of labor insurance for the workers, the labor service provider and the new unit should be recognized as labor relations.
4, the employer's temporary employment belongs to labor relations or labor relations.
This situation is mainly analyzed according to the second, third and fourth ideas mentioned above. Although according to the official reply of the General Office of the Ministry of Labor "Request for Instructions on Temporary Workers" (No.238 of Lao Ban Fa [1996]): the question of whether to retain the term "temporary workers". After the implementation of the labor law, all employers and employees fully implement the labor contract system, and all types of employees enjoy equal rights in the employer. Therefore, the name of temporary workers relative to regular workers in the past no longer exists. Where an employing unit recruits temporary post personnel, it shall sign a labor contract with the employee, and establish various social insurances for them according to law, so that they can enjoy relevant welfare benefits, but the term of the labor contract may be different. As can be seen from the above, since the promulgation of the Labor Law, the national labor department has been committed to applying labor contracts to all kinds of employment relations and striving to expand the territory of labor relations. However, this provision now seems to be too advanced, and now it mainly plays a guiding role. Due to the problems existing in the current labor insurance system in a specific period, such as a unit hiring an employee who is engaged in cleaning work for five days, according to the current labor insurance system, it can obviously not be treated as a labor relationship, but only as a labor relationship. In other words, according to the characteristics of "temporary, short-term and one-off" determined in the Summary of Zhejiang Higher People's Court, it should be defined as labor relations. Of course, with the further improvement of the social insurance collection system, this situation may be classified as labor relations.
5. Although there is no business license or the business license has been cancelled, but the business activities are carried out in the name of the unit, the labor relationship with the employees is still labor relations.
This situation is mainly analyzed according to the first, third and fifth ideas mentioned above. First of all, we should distinguish whether the case belongs to the nature of personal injury or other nature, and then deal with this problem. If the case involves the nature of personal injury, according to Article 2 of the Measures for One-time Compensation for Casualties in Illegal Employment Units promulgated by the Ministry of Labor and Social Security, the casualties in illegal employment units mentioned in these Measures refer to employees who have been injured by accidents or suffered from occupational diseases in units without business licenses or without legal registration, as well as child workers whose business licenses or registration records have been revoked according to law, or who have been disabled or died due to the use of child labor by employers. According to this regulation, this situation belongs to labor relations and should be handled in accordance with the basic principles and ideas of labor relations. However, if the case is a dispute other than personal injury (mainly a dispute over wages or remuneration), it cannot be handled according to this idea. If an organization without a business license or legal registration hires employees to provide labor for it, it should be treated as a labor relationship, because the subject who requires payment is a natural person, not an employer as stipulated by the current law. For the unit whose business license has been revoked, the legal subject qualification still exists and should be treated as labor relations. There is also a special situation in this situation: the company being established hires personnel to make corresponding preparations for its establishment. If the company is successfully established, both parties shall treat it as a labor relationship and deal with it accordingly; If the establishment of the company fails, the relationship between the two parties should be positioned as a labor relationship.
6, individual industrial and commercial households and employees belong to labor relations or labour relation.
This situation is mainly analyzed according to the second idea mentioned above. Although the employment of individual industrial and commercial households is regulated by the Labor Law, the Provisional Regulations on the Collection and Payment of Social Insurance Fees stipulates that the provinces shall decide whether to include it in the collection scope according to the situation. Therefore, if a province includes individual industrial and commercial households in the collection scope of social insurance premiums, it should naturally be treated as labor relations; Individual industrial and commercial households are not included in the collection scope of social insurance premiums in a province. According to the judicial interpretation of personal injury compensation, when the labor service provider is injured, it must be handled according to labor relations. Otherwise, when employees of individual industrial and commercial households ask individual industrial and commercial households to pay labor insurance for them, if the people's court supports their claims, there will be an embarrassing situation in which individual industrial and commercial households want to pay social insurance for their employees but the social insurance fee collection agency refuses to collect it.
7. Lawyers have labor relations or other relations with law firms, insurance companies and insurance salesmen.
In fact, this issue is mainly concerned with whether the above relationship belongs to labor relations, and does not involve whether it belongs to labor relations. However, because the above relationship is closely related to labor relations, it is discussed here together. The relationship between lawyers and law firms needs comprehensive analysis. At present, there are three types of law firms in China: state-owned firms, partnership firms and cooperative firms. Because state-owned enterprises belong to institutions in balance allocation, this article will not discuss them. The partnership should belong to the category of private non-enterprise units stipulated in the Interim Measures for the Registration of Private Non-enterprise Units of the Ministry of Civil Affairs (although the Ministry of Justice stipulates that law firms are not allowed to register, the nature of private non-enterprise units of law firms cannot be changed). Therefore, the law firm should belong to the employer stipulated in the Labor Contract Law, but we can't say that it belongs to the labor relationship with its lawyers. Because at present, the management methods of law firms for lawyers are salary system, basic salary plus commission system and management fee system (lawyers pay a certain fee to the law firm every year, and the law firm registers for them and issues relevant letters, commonly known as selling seats). Generally, the first two management methods constitute labor relations, but the third method obviously does not belong to labor relations or labor relations. Therefore, the relationship between lawyers and law firms can not be simply identified as labor relations, but should be analyzed in detail to determine whether there are facts such as management, domination and wage payment between the two sides. There may be doubts here: the selling relationship is actually a form of affiliation. Why are the above one and two considered as labor relations, but here they are considered as other relations? From our further analysis, we can see that the lawyer's position in this case is the same as that of the contractor and the actual owner mentioned above. If the lawyer who buys a seat hires others to provide work services for him, there should be a labor relationship between the provider and the law firm, but there is definitely no labor relationship between the lawyer who buys a seat (equivalent to the contractor and the actual owner of the vehicle) and the law firm.
Generally speaking, the relationship between insurance salesmen and insurance companies belongs to agency relationship, and the discussion is based on the Notice on Standardizing the Management System of Agency-type Insurance Salesmen issued by the CIRC (No.[2007] 123). However, this notice requires that insurance salesmen who belong to agency insurance can't attend work, the company's employee management system is not applicable, there can be no fines, penalties, cancellation of orders, and there can be no salary in the contract. As can be seen from the above, if the notice is met, the insurance salesman and the insurance company have an agency relationship, but if the insurance company implements attendance, applies the company employee management system and gives the insurance salesman a basic salary, it can be inferred that the two are labor relations.
Verb (abbreviation of verb) conclusion
This paper mainly summarizes, analyzes and summarizes some existing regulations, and assumes that the relevant regulations are just chaos, which is still the premise of this paper's analysis. In fact, whether the relevant provisions are correct in theory is also a question worthy of discussion. For example, the reply of the Supreme People's Court Administrative Trial Court on whether the drivers employed by the actual owners of vehicles operated by other units are injured or not at work can be regarded as work-related injuries ([2006] Hang He ZiNo. 17), which seems to draw lessons from the concept of a bona fide third party in the contract law. However, the bona fide third party is a person other than the insider of civil and commercial acts. Whether migrant workers and drivers can be treated as people other than the insider of civil and commercial acts is still worthy of our in-depth consideration, but due to space limitations, it is not discussed here. In a word, the complexity of labor relations and labor relations is far more than the above, and the definition ideas put forward by individuals need to be further tested. In this regard, we also expect the competent authorities to issue relevant regulations as soon as possible, end the current labor relations and the chaos in labor relations as soon as possible, and establish the guiding role of the law in social life on this issue.
Mineting Village, People's Court, Pingshan District, Benxi City, Yuxi City, Wu Li