Zhabei District labor dispute arbitration committee

                            The reception:Liu Ying Lu291No.       Advisory telephone: 56906151

 

            Hongkou District labor dispute arbitration committee

              Welcome Address: Xiangde Road468No.      Advisory telephone: 65753467

 

 

 

Jiang Houfu Shanghai City senior labor relations consultants, has long been engaged in labor policy consultation and labor dispute mediation, arbitration, litigation agent, the average annual free for the workers, the employer to provide telephone consultation service million times, the cumulative agency of labor dispute mediation, arbitration and the court of first instance, the second instance nearly 1000 casesCase, the win rate95%Above.Also the annual labour personnel management consultant dozens of units.

 

 The Shanghai labor dispute arbitration litigation agencyFree legal advice:15800435988 QQ:494707616 QQ:842833794 QQ:756941388  MSN:J15800435988@hotmail.com(to call at any time, the message will not be back, limited in Shanghai)

                   

For more information, please click:Http://blog.sina.com.cn/hr15800435988

 

A, for workers and employers of labor dispute mediation, the arbitration and litigation(The agency fee the lowest in the city!):A comprehensive understanding and analysis of the case, determine the arbitration or litigation strategy, guide the evidence collection, the labor dispute arbitration, the indictment, defense, counterclaim book, an appeal and other legal documents, to appear in court (Chen Shu, defence, counterclaim, evidence, cross examination debate, mediation,...) , to appeal, to apply for compulsory execution. The scope of labor dispute cases:

 

1Confirm the labor relations disputes;

 

2The labor contract, performance, change, dissolution, termination disputes;

 

3Labor protection, working conditions, disputes;

 

4Wages, overtime wages, piece rate wages, disputes, subsidies, allowances, commissions, bonuses and other remuneration;

 

5Small towns, towns insurance, insurance, foreign workers comprehensive insurance disputes;

 

6, sick leave, medical treatment period, sick pay, medical allowance, Medicaid fee dispute;

 

7Female workers during pregnancy, childbirth, lactation, pay disputes;

 

8, tone hillock, salary adjustment, changes in the work place disputes;

 

9Recruit, training, investment, provide special benefits and term of service dispute;

 

10, commercial secret, prohibition of business strife dispute;

 

11The annual leave with pay disputes;

 

12, occupation disease, inductrial injury, labor ability identification and treatment of work-related injuries disputes;

 

13, labor dispatch, the non full time employment disputes;

 

14,, dismissal, resignation, dismissal dismissal, resignation disputes;

 

15, economic compensation, compensation, replacement of notice, breach of contract disputes;

 

Wait.

 

Two, as with the labor and personnel management consultant unit (consultant fee negotiable):In order to regulate the employment behavior, control labor costs and legal risk, on the employer such as recruitment, recruitment, labor contract, employee training, daily management, business secret protection, performance appraisal, salary payment, social insurance and welfare, staff turnover, prohibition of business strife and related personnel affairs, provide advisory services in the following ways:

 

1The telephone, email, or face-to-face consultation way;

 

2To review, modify, or drafting administrative documents, such as notification, letter, notice, decision, etc.;

 

3To review, modify, or draft the contract agreement, such as the labor contract, the employment agreement, the non full time employment contracts, confidentiality agreement, training agreement, agreement of prohibition of business strife, the labor dispatch agreement, labor agreement, part-time agreement, etc.;

 

4To review, modify, or drafting rules and regulations, such as the employee handbook, the recruitment system, training system, working hour system, system of check on work attendance, holiday system, performance appraisal system, compensation system, welfare system, security system, system of rewards and penalties, dismissal system, transfer system, health and safety system, etc.;

 

5In order to design the personnel form, way;

 

6To design, ad hoc manner, such asEmployee management scheme, employee turnover management process scheme, overtime costs and risk control scheme, secret protection scheme, business enterprise reform and employee treatment scheme, the rules and regulations of the enterprise construction and plan of reorganization, etc..