劳动争议案件

根据灰色GM（1,1）模型对我国劳动争议案件的数量进行了预测，并且通过了检验。

The study predicted the quantity of labor dispute cases in our country by grey GM ( 1,1 ) model and the test is eligible for test .

简单劳动争议案件可以由一名仲裁员独任仲裁。

Simple labor-dispute cases may be arbitrated solely by one arbitrator .

劳动争议案件司法疑难问题研究

Study of Judicial Problems for the Cases of Labor Disputes

劳动争议案件司法精神病鉴定研究

Study on the forensic psychiatric examination of the cases of labor disputes

劳动争议案件数量的灰色预测及启示

The Grey Prediction and Revelation for Labor Dispute Case And It 's Revelation

劳动争议案件程序之缺陷及制度重构&兼评《劳动争议调解仲裁法》

The Defects in The Procedure of Labor Dispute Cases and Restructuring The System ;

我国因劳动者权益被侵害而引发的劳动争议案件急剧增长。

Labor dispute cases in China have rocketed as a result of labor rights infringement .

随着中国劳动争议案件的增多，对于仲裁的不满，也逐渐增多。

Along with China labor dispute case 's increase , regarding arbitration disaffection , also increases gradually .

面对井喷的劳动争议案件，学界、实务界都在分析产生的原因。

Such blowout of the labor dispute cases make the scholars , practitioners trying to analyze the reason .

举证责任是指当事人在劳动争议案件处理中，对自己提出的主张有责任提供证据加以证明。

Onus probandi is the responsibility to bring forward evidence or proof to support ones'claim during labor dispute cases .

目的探讨劳动争议案件的司法精神病鉴定的现状及发展趋势。

Objective To explore the current situation and tendency of the forensic psychiatric examination of the cases of labor disputes .

劳动争议案件的特殊性之一就是劳动争议仲裁前置。

One of the extraordinary natures of labor disputes is having labor dispute arbitration as a pre-condition in the procedure .

为此，应对劳动争议案件进行分类分流，根据各自特点，设置不同的处理模式。

For this reason , we should classify the labor disputes according to their own characteristics and set up different processing modes .

劳动争议案件中，一般适用谁主张，谁举证的原则，特殊情况下适用举证责任倒置。

Labor dispute cases , the general application " who advocates who proof ," the special circumstances applicable burden of proof inversion .

很多部门都在探索具有可操作性强的纠纷解决之路，实现劳动争议案件的有效化解。

Many departments are exploring a workable way to solve disputes , to achieve an effective case to resolve the labor dispute .

当前劳动争议案件主要问题及相关思考&以对河北省邢台市、邯郸市调查为基础

The Main Problems and Relevant Thoughts about the Present Labor Dispute & Based on the survey in Xingtai and Handan City of Hebei Province

因此，在劳动争议案件中，既不能免除意思自治的因素，又不得不对意思自治加以限制。（2）最密切联系原则。

Thus , the party autonomy is a necessary element but need to be limited in labor dispute cases ; and ( 2 ) Doctrine of proximate connection .

大部分劳动争议案件中的劳动者都是处于弱势地位，然而并非所有案件都是如此，自由裁量能适应这一复杂情况。

Most labor disputes are cases of workers in a weak position , but not all cases are so , so only the most discretion to adapt to this complex situation .

但是，经过仲裁的劳动争议案件未实际发生效力，法院的案件数量也未因为前置程序的设置而明显减少。

But , labor dispute case has not actually had an effect after the arbitration , and case quantity of court has not obviously reduced for the establishment of preposed procedure .

2008年以来，各地法院受理劳动争议案件的数量急剧上升，法院负荷大大增加，案多人少现象日益严重。

Since 2008 , around the court accepts the number of labor dispute cases increased sharply , the court greatly increase the load , less than the growing phenomenon of the case .

现阶段在解决劳动争议案件中，实行的一裁二审制人为地延长了诉讼周期，增加了诉讼成本，这种程序设计对劳动者实现其权利救济是不利的。

The analysis yields several causes , such as , more than enough labor forces , insufficient legal awareness of workers , overtime trials and increased legal costs during the likely proceedings .

虽不属于劳动争议案件，但属于人民法院主管的其他案件，应当依法受理。

In case the lawsuit is not a labor dispute case , but belongs to other cases under the jurisdiction of the people 's court , it shall be accepted according to law .

将协商、调解两手段真正落实到争议处理过程中，务必使大部分劳动争议案件在协商或调解中得到及时解决，同时要将劳动争议仲裁和诉讼两手段密切衔接。

The consultation and mediation must join in truly dispute resolution process , in order to settle the most of the labor dispute cases , at the same time , close links between the labor dispute arbitration and litigation .

本文首先分析了民营企业劳动争议案件的数量变化、产生的原因及争议解决方式等方面的特征，指出了民营企业成为当前劳资关系矛盾的重点；

At first , the paper analyses the characteristics such as quantity change , causes and solution of labor dispute cases in private enterprises , points out that the private enterprises have become the important area of labor conflict .

为了使论文在实践中更具有操作性，在本章的最后一节又专门以劳动争议案件为例进一步探讨了相关审理模式，以求实现理论与实践的对接。

In order to enable the paper to have in reality operationally , in this chapter the last section especially take the labor dispute case as the example , further discussing the related trying pattern , in order to realize the connection of theory and practice .

随着这些法律法规的出台与劳动者维权意识的增强，劳动争议案件大量增多，给劳动争议处理机制带来了严重挑战，也影响了社会的和谐和稳定。

And with these laws and regulations having been promulgated and labors ' consciousness of maintaining rights improved , the number of labor dispute increases rapidly , which has challenged the processing mechanism of the labor dispute badly and taken a great effect in social harmony and stability .

因此，正确妥善处理劳动争议案件，化解矛盾、消除障碍，恢复和维持正常、和谐的劳动关系，对于维护社会稳定，促进经济发展，构建和谐社会，都具有非常重要的现实意义。

Therefore , a correct properly handle the labor dispute case , resolving conflicts , and removing obstacles , restore and maintain normal , harmonious labor relations , to maintain social stability and promote economic development , constructing the harmonious society , it is of great practical significance .

随着温州私营经济的发展，私营企业中的劳资矛盾逐渐显露出来，劳动争议案件逐年上升，不但阻碍了温州私营经济的发展，还对社会的和谐稳定造成了负面影响。

With the development of private economy in Wenzhou , private enterprises in labor-management conflicts become gradually apparent , labor dispute cases increased year by year , not only hinder the development of private economy in Wenzhou , but also cause negative impact on social harmony and stability .

目前劳动争议案件已经成为我国社会的一个重大不稳定因素，不仅阻碍了社会经济的健康有序发展和社会进步，而且阻碍着法治社会公平正义这一目标的实现。

The current labor dispute cases in our country has become a major social factors of instability , not only hindered the healthy and orderly development of social economy and social progress , to achieve this goal of the rule of law but also hinders the social fairness and justice .

但随着市场经济的发展、劳动争议案件大幅增加、劳动关系日趋复杂，原有的劳动争议处理机制的弊端日益凸显，明显不能满足当前劳动争议处理工作的需要。

However , along with the developing of market economy , the number of labor disputes is increasing largely and the labor relation is becoming more and more complicated . Thus the disadvantages of the old labor dispute resolution have been increasingly prominent , obviously not meeting the current needs .