[Keywords:]

　　The concept, legal provisions, characteristics, development status, advantages and legal problems of foreign companies　

　　[Abstract]

　　Labor dispatch is favored by foreign companies because of its advantages over traditional employment methods. However, due to legal defects and irregular employment behavior of some foreign companies, there are some legal problems in the process of using labor dispatch workers in foreign companies, which makes the labor dispatch methods of foreign companies questioned. This paper tries to analyze the legal issues related to labor dispatch in foreign enterprises, and then puts forward relevant suggestions on the legal issues arising from labor dispatch in foreign enterprises, which is a dedication to Mei Qin and a reference for legal theorists, judicial practitioners and legislative departments.

　　I. Overview of Labor Dispatch

　　(A) the concept of labor dispatch and related laws and regulations in China

　　Labor dispatch means that labor dispatch units establish labor relations with laborers, and then dispatch laborers to actual employing units to engage in labor under the command or supervision of actual employing units, which is a special form of wage labor. Labor dispatch originated in the United States, and then appeared in Japan, Western Europe and other regions and countries. However, the terms of labor dispatch are different in different countries’ legislation: Japan, South Korea and Taiwan Province use the term "labor dispatch", while Germany calls it "employee transfer" or "employee transfer", while other European countries, the United States and international labor organizations call it "temporary labor" or "leased labor", and the resulting employment relationship is called "temporary employment relationship".

　　Labor dispatch means that the employer does not directly sign labor relations with the workers, but signs a dispatch agreement with the workers, and then sends qualified workers to work in the employer.

　　There are three main bodies in labor dispatch, namely, labor dispatch unit, employment unit and labor dispatch worker. Among them, the labor dispatch unit and the employing unit have a labor dispatch contract relationship; The labor contract relationship between the labor dispatch unit and the labor dispatch workers; There is no direct labor relationship between the labor dispatch workers and the employing units, but based on their labor relationship with the labor dispatch units and the labor dispatch contract between the latter and the employing units, they provide labor services for the employing units and are managed by the employing units.

　　In China’s current legal system, the legal provisions related to labor dispatch and employment are as follows:

　　1. Articles 57 to 67 of People’s Republic of China (PRC) Labor Contract Law;

　　2. Articles 28 to 32 of the Regulations for the Implementation of People’s Republic of China (PRC) Labor Law;

　　Article 34 of the Tort Liability Law of People’s Republic of China (PRC).

　　(B) the characteristics of labor dispatch

　　Generally speaking, labor dispatch has the following characteristics: three parties, two contracts, and the separation of "employment" and "use" of labor.

　　1. Labor dispatch has three parties.

　　This employment mode of labor dispatch is obviously different from the traditional employment mode. The traditional employment mode only involves two subjects, namely the employer and the laborer, while labor dispatch is different. It has three subjects, including the labor dispatch unit, the actual employer and the dispatched laborer. Labor dispatch units conclude labor contracts with dispatched workers, and labor relations are formed between them; The employing unit has the right to supervise and command the dispatched workers and the right to claim labor payment; By concluding a labor dispatch agreement, the labor dispatch unit and the employing unit define the rights and obligations of the dispatched workers in terms of employment and use. It can be seen that the "tripartite subject" is the most superficial feature of labor dispatch.

　　2. There are two contracts.

　　In labor dispatch, there should be at least two contracts: one is the labor contract concluded between the dispatching unit and the dispatched workers. The Labor Contract Law stipulates that the labor dispatch unit shall conclude a fixed-term labor contract with the dispatched workers for more than two years. The identities of "employer" and "employee" are determined through the labor contract, and the dispatching unit undertakes the obligations of paying wages to the dispatched workers, paying social insurance for them, and ensuring the minimum wage income during the non-working period. There is a labor relationship between them. The second is the labor dispatch agreement between the dispatching unit and the employing unit. The Labor Contract Law stipulates that the labor dispatch unit shall conclude a labor dispatch agreement with the employing unit, and the agreement shall stipulate the number of dispatched posts and personnel, the dispatch period, the amount and payment method of labor remuneration and social insurance premiums, and the responsibility for violating the agreement.

　　3. Separation of "employment" and "use" of labor.

　　The biggest difference between labor dispatch and standard labor law is the separation of "employment" and "use" of labor. In labor dispatch, the dispatching unit is the employer of the dispatched worker and the counterpart of the labor contract, but it is not the object that the dispatched worker actually pays the labor. On the contrary, although the employer has no labor relationship with the dispatched workers, it is the actual labor payment claimant of the dispatched workers according to the labor dispatch agreement and can supervise and manage the labor process of the dispatched workers. This has formed a "employment separation" situation of "hiring without using, using without hiring". The separation of employment is the essential feature of labor dispatch.

　　(C) the development of labor dispatch

　　1. Development of labor dispatch in other countries and regions

　　The labor dispatch industry originated in the United States in the 1920s, when a company named Samuel Workman founded the business model of human leasing (Rentedhelp). At that time, the company hired a group of married women to handle the inventory work at night, then trained them to use calculators, and then leased them to enterprises so that enterprises could meet temporary or short-term manpower needs. Since 1940s, the labor dispatch industry has been popularized in the United States and European countries. Since the 1960s, the labor dispatch industry has also been born in Japan, and the Labor Dispatch Law was formally promulgated in 1985. Labor dispatch also appeared in Taiwan Province in 1980s, and developed in the late 1990s.

　　2. The development of labor dispatch in mainland China.

　　In the early days of reform and opening up, due to the policy restriction that foreign legal person’s institutions in China are not allowed to recruit workers directly in China, the labor dispatch industry in China was born to solve this problem. Established in November, 1979, Beijing Foreign Enterprise Human Resources Co., Ltd. initiated the labor dispatch industry in China, providing Chinese employees dispatch services for foreign embassies and consulates in China and permanent representative offices of foreign enterprises in Beijing. With the continuous development of China’s market economy, the employment mode of labor dispatch is rapidly popularized in China. As of May 2013, the total number of laborers in China has reached more than 60 million, accounting for 20% of the total number of domestic employees. From the perspective of labor dispatching employers, taking Shanghai as an example, at present, there are more than 40,000 labor dispatching employers in Shanghai, among which foreign companies use labor dispatching the most.

　　(D) the advantages of labor dispatch

　　The reason why labor dispatch is favored by employers including foreign companies in China is mainly because it has the following advantages compared with the traditional employment method of directly establishing labor relations with workers:

　　1. Flexible employment methods

　　Under the mode of labor dispatch, there is no direct labor relationship between the employer and the labor dispatch, and the two parties are not bound by the legal relationship on concluding, changing and dissolving the labor contract. The employer can ask the labor dispatch unit to increase or decrease the number of personnel at any time according to the needs of production and operation, which is conducive to enhancing the flexibility of employing people.

　　2. Reduce labor costs. Including reducing recruitment costs and personnel management costs. First of all, in the recruitment process, the labor dispatch unit will hand over the recruitment to the professional labor dispatch unit, thus saving the cost and time required for personal recruitment. Secondly, in terms of personnel management, labor dispatch employers can outsource labor contract management, employee file management, social insurance, employee transfer and other matters to professional labor dispatch units, thus reducing the cost of human resource management.

　　3. Reduce the risk of employment. As the main body of the labor contract is the labor dispatch unit and the labor dispatch worker, the labor dispatch unit does not directly sign the labor contract with the labor dispatch worker, and the two sides are not subject to the adjustment of direct labor relations by law. When a dispute arises, the labor dispatch unit does not directly face the worker, which can reduce the trouble of directly solving the labor dispute to a certain extent.

　　Second, the legal problems in the labor dispatch of foreign enterprises

　　As mentioned above, China’s dispatch mode of employment appeared at first because it was convenient for foreign companies to employ. Although the policy problem that caused foreign companies to employ by means of labor dispatch has disappeared, the policy problem of employing by means of labor dispatch has disappeared. However, due to the advantages of labor dispatch mode itself, many foreign companies still choose labor dispatch mode and become the enterprises that adopt this mode of employment the most. However, some problems have also been exposed in the process of sending labor services to foreign companies.

　　(A) abuse of labor dispatch

　　Article 66 of China’s Labor Contract Law stipulates: "Labor contract employment is the basic form of employment for enterprises in China. Labor dispatch is a supplementary form and can only be implemented in temporary, auxiliary or alternative jobs. " However, in practice, foreign companies, driven by the benefits brought by the advantages of labor dispatch itself, have also turned to labor dispatch for posts that should not have been used in order to avoid the responsibility of employers.

　　Among them, the typical abusive labor dispatch mode is "reverse dispatch", which also becomes "false dispatch", that is, the laborer has a direct labor relationship with the employer. In order to avoid the responsibility of employing people, the employer forces the laborer to change his identity, and first takes various means to terminate the labor contract with the laborer, and then let these employees re-conclude the labor contract with the labor dispatch unit designated by the unit, and the dispatching unit will send these employees back to work. In fact, the relationship established by reverse dispatch is a false labor dispatch employment relationship.

　　For example, the famous KFC labor dispatch case. In this case, Beijing KFC transferred Xu Yange’s type of work to labor dispatch, and the salary remained unchanged, and the two sides signed relevant contracts. In 2004, Beijing KFC transformed its cooperative company into Beijing Times Bridge Company. In May, 2004, KFC posted a notice on the wall of the warehouse office, which stated that the warehouse staff would sign a labor contract with Times Bridge Company, and if they did not sign a labor contract with Times Bridge Company, KFC would dismiss them. On May 20th, 2004, at the request of KFC, Xu Yange signed a labor contract with Times Bridge Company. Although Xu Yange signed a labor contract with Times Bridge Company, Xu Yange still works in KFC. On October 12, 2005, KFC returned Xu Yange to Times Bridge Company on the grounds of violating labor discipline and operating rules. On October 12, 2005, Times Bridge Company and Xu Yange dissolved the labor relationship. Xu Yange believes that he has worked in KFC for 11 consecutive years and should be an employee of KFC. Even if the labor contract is terminated, KFC should pay economic compensation according to 11 years of service. KFC believes that Xu Yange is an employee dispatched by Times Bridge Company, and has no labor relationship with KFC, and does not agree to pay any compensation.

　　In this case, KFC officially used reverse dispatch to evade the responsibility of employing people under labor relations, including the responsibility of paying economic compensation. Because the "Labor Contract Law" stipulates three abstract characteristics of "temporary", "auxiliary" and "alternative" for the post of labor dispatch, it is obviously not clear enough; And the term "general" is used, which makes Article 66 of this Law not mandatory. This legal loophole makes it possible to abuse labor dispatch. Although KFC finally decided to bid farewell to labor dispatch in this case, adjusted its policy and changed its employment mode to direct employment, in reality, other foreign companies still abused labor dispatch in a similar way.

　　(two) infringement of the legitimate rights and interests of labor dispatch workers

　　In the process of labor dispatch in foreign enterprises, there are not only problems of abusing labor dispatch, using labor dispatch when it should not be implemented, but also using labor dispatch methods. At the same time, there are also problems such as different pay for equal work, social security, protection of women workers’ rights and interests, and even abuse of labor dispatch.

　　In October 2011, "GUCCI abused workers" broke out, and five former employees who had worked in Shenzhen Gucci flagship store posted an "open letter from collectively resigned Gucci employees to Gucci’s top management" on the Internet, which revealed to the public that Gucci had more than 100 regulations on employees’ behavior when working in stores. Among them, many regulations directly challenge the physiological needs of employees. For example, "you must apply to your superiors for drinking water, and you must get permission to go to the bathroom. The time to go to the bathroom is strictly limited to five minutes." Even some resigned employees report that they have to stand for more than ten hours every day when they go to work during pregnancy. What is even more puzzling is that the company director does not even allow pregnant colleagues to eat and supplement nutrition during breaks. It is said that there are also pregnant colleagues who have miscarried because of this. This labor abuse storm involves the labor employment system of Gucci Shenzhen brand store, and it is found that all Shenzhen employees sign contracts by means of labor dispatch. Although the five store employees in the incident were managed by Gucci, these Gucci employees signed the work contract with a company named Nanyou Waifu Human Resources Co., Ltd. in Nanshan District, Shenzhen. After signing the contract, the employees were first "dispatched" to Gucci’s Shanghai headquarters and then "dispatched" to Shenzhen to work, which made this labor dispute case face the problem of "supervision in different places". And labor dispatch has also become Gucci’s shield to avoid responsibility.

　　Third, suggestions to solve the problem

　　In view of the legal problems arising from the above-mentioned labor dispatch in foreign enterprises, the reasons actually include two factors: one is the possibility that the loopholes in the law itself lead to the above-mentioned problems; Second, some foreign companies have insufficient awareness of law-abiding and have not established a correct concept of employment. Therefore, for the solution of the above problems, we can find a way out from the legal aspects and foreign companies.

　　(A) Suggestions to improve the law

　　As mentioned above, Article 66 of the Labor Safety Law only stipulates the abstract three characteristics of "temporary", "auxiliary" and "alternative" in non-mandatory language, lacking specific identification standards and mandatory provisions. The draft "Regulations on the Implementation of the Labor Contract Law" tried to specify the posts where labor dispatch can be implemented, but it was deleted in the officially promulgated version.

　　As an atypical mode of employment, labor dispatch is subject to certain restrictions in other countries and regions, including specific industries and their deadlines. In order to make up for legal loopholes and prevent the possibility of abusing labor dispatch, it is necessary to improve the restrictions on employment positions of labor dispatch in legislation. Some scholars advocate empirical expression. For example, in Japan and Taiwan Province, China, more than 100 industries and jobs are listed, and only those jobs within the scope can use dispatched workers. Otherwise, it is illegal to use dispatched workers.

　　(B) Suggestions on labor dispatch in foreign enterprises

　　From the perspective of foreign companies, although labor dispatch has the above advantages, there are certain disadvantages if these advantages are abused and the labor dispatch method is also applied to general posts.

　　First of all, the employment mode of labor dispatch will reduce employees’ sense of belonging to the enterprise, thus reducing their loyalty to the enterprise, which may increase the difficulty of employee team management, and even face the risk of trade secrets being leaked and business risks, which will not only fail to save costs, but may cause greater losses to the enterprise.

　　Secondly, the use of labor dispatch is not conducive to improving the overall technical quality of the workforce. In vocational training, it is difficult to expect labor dispatch units to provide vocational training for a large number of workers with different skills, educational levels and job requirements scattered in various workplaces. From the perspective of foreign companies, they are unwilling to increase investment in employees who do not belong to them to improve their labor skills, so labor dispatch is likely to become a short-sighted behavior of foreign companies, which is not conducive to their rapid development. Even if foreign companies are willing to invest in training costs for labor dispatch workers, because there is no direct labor relationship between the two parties, foreign companies do not enjoy some of the rights that employers should have. For example, in the case of training liquidated damages between Siemens and labor dispatch worker Peng Jia in 2007, Siemens was ruled by the Arbitration Commission to lose the case, because it only served as an employer rather than an employer in the labor dispatch relationship, and it was not qualified to set up liquidated damages. Siemens originally wanted to escape the obligations of the employer through the labor dispatch relationship, trying to take advantage of the lack of strict provisions in the original law, but the result was bitter.

　　Finally, because Article 92 of the Labor Contract Law stipulates that "if the dispatched workers are damaged, the labor dispatching unit and the employing unit shall bear joint and several liability", it brings joint and several liability risks to foreign enterprises in using labor dispatching workers. For example, if the labor dispatching unit fails to apply for industrial and commercial insurance for the labor dispatching workers in time and is unable to pay high industrial injury insurance fees after an industrial injury, the employing enterprise shall bear joint and several liability and pay the expenses for the labor dispatching unit. What is more serious is that if the labor dispatch unit closes down or is cancelled, the employing enterprise is required to assume all legal obligations to the labor dispatch workers.

　　In view of the unfavorable factors mentioned above, from the perspective of foreign-invested enterprise operators, we should not blindly pursue the benefits brought by labor dispatch, but it is likely that the attempt to evade the responsibility of employing people by abusing labor dispatch will not pay off. Therefore, for posts that are not suitable for labor dispatch, direct labor relations should still be adopted for employment. For "temporary", "auxiliary" and "alternative" posts that really meet the legal requirements, foreign enterprises should choose legally established and standardized labor dispatch units when adopting Laiwu’s labor dispatch mode, and clearly stipulate the specific rights and obligations of both parties when signing labor dispatch contracts; At the same time, when using labor dispatch workers, we should also pay attention to the humanized management of employees, improve the awareness of obeying the law, and effectively protect the legitimate rights and interests of labor dispatch workers. On the one hand, it is conducive to reducing the legal risks in the process of employment, on the other hand, it is also a manifestation of corporate social responsibility, which is conducive to maintaining the corporate image of foreign companies and promoting their long-term development.　

[References]

[1] Zhang Songxia: "Research on Legal Joint Liability for Labor Dispatch", published on Jiangsu Court Network on May 9, 2014.

[2] Jiang Lin: "Analysis on the Employer’s Responsibility in Labor Dispatch", which was published on Jiangsu Court Network on November 14, 2013.

[3] Cai Xiaoyi: "A Preliminary Study on the Legal Issues of Labor Dispatching in Foreign Enterprises", contained in "Research on Hot Issues of China Law", China University of Political Science and Law Press, 1st edition, May 2013, pp. 168-176.

[4] Item: "On the Advantages and Disadvantages of Enterprises Implementing Labor Dispatch", in China Business, No.2, 2010.

[5] Tan Guli: "Luxury brand Gucci Shenzhen labor abuse storm", contained in "Legal Person", No.11, 2011.

[6] Huang Qi: "On the expansion of labor dispatch and related issues", contained in "Trade Union Theory Research", No.2, 2011.

[7] Zheng Shangyuan: "Improper Labor Dispatch and Its Control", in The Jurist, No.2, 2008.

[8] Tian Xianghua: "After Siemens lost the case", Law and Life, No.2, 2008.

[9] Long Jishou: "Risks and Prevention of Labor Dispatching", in Sichuan Labor Security, No.5, 2011.

[10] Research Center for the Proposition of the Compass Judicial Examination: Collection of Required Laws and Regulations for the National Judicial Examination in 2015 (Teaching Edition, Volume 6), China University of Political Science and Law Press, October 2014, pp. 279-281.

(Author: suyu district People’s Court, Suqian City, Jiangsu Province)

　　Yesterday, the Ministry of Education and other nine departments jointly issued "Measures to Reduce the Burden of Primary and Secondary School Students", with a total of 30 articles. This "burden reduction order" clearly stated for the first time that students should not bring their mobile phones into the classroom, and there are clear "scales" for the total amount of written homework, students’ sleep time and the number of exams. For example, primary school students do not leave written homework in grades one and two, homework in grades three to six does not exceed one hour, and primary school students sleep for at least 10 hours every day.

　　Put an end to "non-zero starting point" teaching

　　Strictly control the number of exams

　　The "30-article burden reduction" clearly requires that primary and secondary schools should strictly implement the national curriculum plan and curriculum standards, start all the prescribed courses, and must not arbitrarily increase the teaching difficulty and speed up the teaching progress, and put an end to the "non-zero starting point" teaching. In the compulsory education stage, it is strictly forbidden for schools to set up key classes, fast and slow classes and experimental classes in any name, standardize the implementation of random and balanced classes for students, and allocate teachers in a reasonable and balanced way.

　　Schools should resolutely control the number of examinations. The school can organize a unified examination every semester in the first and second grades of primary school, and no more than two unified examinations every semester in other grades. It is not allowed to organize a unified examination that is selective or linked to further studies in primary schools. The examination content is determined strictly according to the curriculum standards and basic teaching requirements, and there are no eccentric questions. Grade evaluation of test scores is implemented, and it is strictly forbidden to publish students’ test scores and rankings in any form or manner.

　　All localities should further promote the full coverage of compulsory education schools to enroll in the nearest school without examination, and it is strictly forbidden to organize examinations and select students in various names, and it is strictly forbidden to use the training results of training institutions as the basis for enrollment.

　　No written homework in grades one and two.

　　Parents are not allowed to evaluate and correct homework on their behalf.

　　In the past, the workload requirements were also specified, such as "no more than half an hour", but some schools implemented this requirement as "single subject", that is, the workload of each subject did not exceed half an hour, so that the total workload of all subjects far exceeded the regulations.

　　The "30 articles of burden reduction" clearly controls the "total amount of written work". There is no written homework in grade one or two in primary school, no more than 60 minutes in grade three to grade six, no more than 90 minutes in junior high school, and the homework time in senior high school should be arranged reasonably. The difficulty level of homework should not exceed the requirements of the curriculum standard, teachers should not assign repetitive and punitive homework, and parents should not assign homework or ask parents to evaluate and correct homework on their behalf.

　　According to the new regulations, off-campus training institutions are strictly forbidden to train beyond the class, and it is strictly forbidden to link the training results with the enrollment of primary and secondary schools, and it is strictly forbidden to organize and hold subject-level examinations, competitions and rankings for primary and secondary school students.

　　Schools around the country can establish a flexible school leaving system, provide students with a variety of after-school services, arrange students to participate in various interest groups or music, sports and art activities, and it is strictly forbidden to turn after-school services into collective teaching or collective remedial classes.

　　Put an end to the problem of off-topic in the college entrance examination

　　Teaching and enrollment will be linked to "burden reduction". The new regulations require that all localities fully implement the enrollment mode of high school based on the scores of junior high school level examinations and comprehensive quality evaluation, rationally allocate high-quality high school enrollment places to ordinary junior high schools and improve the implementation rules. The enrollment of private primary and secondary schools is incorporated into the unified management of school approval, and enrollment is synchronized with public primary and secondary schools.

　　The grading examination of academic level and the proposition of college entrance examination in ordinary high schools should be based on the curriculum standards of ordinary high schools and the requirements of talent selection in colleges and universities. All localities should innovate the form of test questions, increase comprehensive, open, applied and exploratory test questions, strengthen situational design, and put an end to eccentric questions.

　　High school students sleep more than 8 hours a day.

　　The "burden reduction order" also has clear requirements for students’ sleep time. Families should ensure that primary school students sleep no less than 10 hours a day, junior high school students not less than 9 hours, and senior high school students not less than 8 hours.

　　Liu Xiuying, director of the Family Education Research Institute of China Youth Research Center, said that sleep is the most comprehensive and effective rest, and adequate sleep can improve children’s brain power.

　　For the first time, it is clear that mobile phones are forbidden in class

　　The "burden reduction order" proposes that students should be standardized in using electronic products, and it is forbidden for students to bring mobile phones into the classroom. This is the first time that relevant policies have made it clear that "mobile phones are not allowed in the classroom".

　　Nine ministries and commissions also advise families to fulfill their educational guardianship responsibilities, guide children to use electronic products reasonably, go to healthy websites, not indulge in online games, and do not use mobile phones to screen. Don’t let children watch TV for a long time, ensure that primary school students sleep every day, work and rest on time, don’t stay up late, eat less snacks, don’t be picky about food, and don’t compare with others.

　　Our reporter Ren Min.

The following article comes from Lishui market supervision, and the author is Lishui market supervision.

Lishui market supervision.

"Lishui Market Supervision" provides you with dynamic information such as food and drug safety supervision, special equipment safety supervision, consumer rights protection, commodity inspection and inspection, and economic behavior inspection at the first time; The latest policies and regulations on market supervision; Dynamic information on policies such as administrative examination and approval and annual reports of enterprises.

Person in charge of an enterprise in Lishui

"Last year, an invention patent application submitted by our company was authorized in only 67 days, and the new product was legally protected before listing, ensuring market competitiveness!"

When many innovative subjects apply for patents,

Are facing the same problem.

That is, the review period is long

This problem

Especially in the application process of invention patent.

According to China National Intellectual Property Administration.

In 2023, the average examination period of invention patents is 16 months.

For some enterprises eager to obtain patent protection

How can we shorten the patent authorization time?

Today, Xiao Bu will take a look with everyone.

What is fast patent pre-examination?

Patent Rapid Pre-trial: Patent Rapid Pre-trial is a purely public service provided by the national intellectual property protection center, aiming at promoting the high-quality development of local key advantageous industries and providing a channel for rapid authorization and protection of potential high-value patents. China National Intellectual Property Administration speeds up the examination of patent applications that have passed the preliminary examination of the Protection Center, which can greatly shorten the authorization time. The average authorization period of invention patents is 3 months, that of utility model is 1 month, and that of design is 5 working days.

ask

Through what channels can enterprises handle patent quick pre-examination?

answer

Enterprises, universities and research institutes registered or registered in the administrative area of Zhejiang Province and with independent legal personality can go through the visit to "Zhejiang Intellectual Property Online".

On April 10th, Zhejiang Intellectual Property Protection Center approved the establishment of Lishui Sub-center, specifically carrying out the following tasks: providing public services such as intellectual property navigation and early warning analysis; Assist in patent pre-trial service; Carry out the rapid protection of intellectual property rights; Provide intellectual property publicity and training services.

ask

Is there a requirement for the industry in the rapid pre-examination of patents?

answer

Zhejiang Intellectual Property Protection Center provides patent pre-examination services for information technology, green and low carbon (including new energy), biology and materials. Among them, the biological and material industries are new adjustment fields, and they are currently in the stage of being submitted to the main body for filing.

Application process

In line with the fields of information technology, green and low carbon (including new energy), biology and materials, the patent rapid pre-examination can be carried out according to the following procedures:

Link: Business Process Guide for Pre-trial Filing and Application

https://docs.qq.com/doc/DY2lLbnFsd1ROUVJx

Original title: "Invention patent can be authorized in 67 days! How to handle it? Look here ↓↓↓↓ "

Read the original text

1905 movie network news　The classic Oscar film was officially released on June 11th, and a poster was released at the same time. After 33 years of film history, the immortal legend finally met the mainland audience on the big screen. The film tells the story of Toto’s childhood acquaintance with the projectionist Alfredo, who devoted his life to movies and started his own film life. Since its release, Paradise Cinema has infected generations of audiences with its tribute to movies and love, and it is a "life-enlightening" film for countless fans.

The classic kissing scene makes the legend of film history return in the form of light and shadow after years of love.

With the anticipation of countless fans, the movie "Paradise Cinema" was released on June 11th, and a poster was released. Posters will touch the classic ending of the film from generation to generation — — The three-minute kissing scenes are presented one by one, and the love that has passed through 33 years will be described again on the screen. In the film, Alfredo, an old projectionist, quietly edited Toto’s childhood regrets into a pure kissing video. When Toto, who has become a great director, received this "belated gift", the background music "love theme" sounded, and those memories engraved in the light and shadow shone in the dim cinema, becoming an eternal and classic imprint.

The film Paradise Cinema is the opening work of the master director’s trilogy of time and space. The director pinned his sincere feelings for film and movies on Paradise Cinema and wrote a meaningful "love letter" dedicated to the film. After a lapse of 33 years, it has been restored in image quality and reappeared on the big screen, which has attracted many audiences who love movies with great excitement. The film does not have too much gorgeous rendering, but truly tells the life of the male host Toto, and tells Toto’s childhood, first love, dreams and nostalgia for his hometown. It is this little emotion that is most touching. Some viewers were excited after watching the movie on the big screen: "The last three minutes of the movie condensed the greatest love in the world. This is a gift for Toto’s love and a unique memory for all those who love movies. “

The classic movie "Life Must See" is timeless and bears everyone’s youth, memories and hometown.

The film tells the story that Toto, a quaint little boy, and Alfredo, the projectionist, have become friends for years, and with Alfredo’s encouragement, they go out of town to pursue their dreams in life. As an Oscar classic that transcends time, Paradise Cinema scored 9.2 with Douban TOP49 and TOP51 with IMDb list, and gained a solid reputation at home and abroad. In the recent list of major media inventory and ticketing platforms, Paradise Cinema has been included in the "Dragon Boat Festival must see movies" recommendation, which shows that domestic media filmmakers favor movies.

After the film was released, the golden lines among them also became one of the hot topics among netizens — — "You are young, and the world is yours." It resonates with many students who have just finished the college entrance examination, and they all express their desire to go out and see the wider world like Toto. And the famous saying Alfredo advised Toto: "Stay here like this every day, and you will regard it as the center of the world." It also triggered a heated discussion among netizens about whether they would leave their hometown for their dreams. It can be seen that no matter what stage of life the audience is in, they will have their own feelings after watching this movie Paradise Cinema, which depicts life. It is worth mentioning that the film’s popularity coincided with the traditional Dragon Boat Festival holiday, and many viewers missed their hometown even more after watching Paradise Cinema, saying that they "want to fly home to visit their parents and relatives immediately". Some veteran fans even said that it is "a blessing in life to see this movie on the big screen in their lifetime, and everyone who loves movies feels comforted and cured in it."

The movie will never end, and love will never fade! "Paradise Cinema" officially landed in the national 2D/ China Giant Screen /CINITY Cinema with the restored version released internationally, and is currently being shown in the national hot screen. This Dragon Boat Festival, it is better to take friends and family into the cinema and go to a time appointment!