在劳动争议案件中,用人单位违反国家规定拖欠或者未足额支付劳动报酬,拖欠工伤医疗费、经济补偿或者赔偿金等案件较为普遍。《劳动争议调解仲裁法》对这类案件在制度设计上有针对性地做出了改进,对劳动者予以了倾斜性保护,对用人单位履行法定义务做了更为严格的规定,企业人力资源管理活动应积极适应这一法律,防范用工风险,及时调整人力资源策略。 In labor dispute cases, the employing units are in arrears or have not paid their remuneration in full in violation of state regulations, and the cases of arrears of medical expenses for work-related injuries, economic compensation or compensation are more common. The “Labor Dispute Mediation and Arbitration Law” has made targeted improvements in the system design of such cases, leaning protection to workers, stricter regulations on the employer's performance of statutory obligations, and human resources of enterprises Management activities should be actively adapted to this law, to prevent employment risks, timely adjustment of human resources strategy.