mediation decision 中文意思是什麼
mediation decision
解釋
調解書-
The lawyer holds the position of company counsel, should according to the lawyer office and invite just talk things over sign " retain counsel contract " in working limits of the regulation and duty, have the following job lawfully, safeguard the legitimate rights and interests that invites a person : ( one ) solve legal inquiry ; ( 2 ) suggest to invite square managemant decision to offer legal basis and legislation ; ( 3 ) draft, examine and revise invite copy clerk of square contract etc law ; ( 4 ) enter negotiation job ; ( 5 ) the representative enters mediation, arbitration and litigant activity ; ( 6 ) entrust general affairs of law of conduction blame lawsuit ; ( 7 ) provide information of law law plan, publicize and popularize legal common sense
律師擔任企業法律顧問的，應根據律師事務所與聘請方協商簽訂的《聘請法律顧問合同》中規定的工作范圍和職責，依法進行以下工作，維護聘請人的合法權益： （一）解答法律詢問； （二）為聘請方的經營決策提供法律依據和法律建議； （三）草擬、審查和修改聘請方的合同及其他法律文書； （四）參加談判工作； （五）代理參加調解、仲裁和訴訟活動； （六）委託辦理非訴訟法律事務； （七）提供法律法規信息，宣傳和普及法律常識。 -
Decision of the supreme people ' s court and the ministry of justice on further strengthening the people ' s mediation and maintaining social stability
最高人民法院司法部關于進一步加強人民調解工作切實維護社會穩定的意見 -
The human resources management department is acting the daily role who manages the precaution system of enterprise industrial relations through labor contract management mainly to coordinate, propagate and organize etc. other departments of enterprise including trade union, labor dispute mediation committees are having the function of decision, support etc. finally, this paper puts forward the relevant policies and suggestions to perfect the present precaution system, it thinks the changes of the ideas, the perfections of labor contract management, collective agreement system and labor dispute mediate system etc, so as to prepare ideas and systems for the precaution system of enterprise industrial relations
其中企業人力資源管理部門主要通過勞動合同管理在企業勞動關系預警建設過程中扮演著日常管理主體的角色，對企業勞動關系預警進行協調、宣傳、組織等日常工作，企業其他各級部門、企業工會、勞動爭議調解委員會等相關預警主體在其中發揮著決策、支持等功能。最後本文對當前完善企業勞動關系預警提出了相關的政策建議，認為企業勞動關系雙方觀念的改變、勞動合同管理制度的完善以及企業集體協商和集體合同制度、勞動爭議調解制度的健全等工作為企業勞動關系預警建設提供了觀念上和制度上準備。
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