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overlapping scope, or unclear precedence within an employment agreement, between a main agreement and its attachments, or across document versions. Each case includes contract content, version information, and a retrieval question, along with annotations for conflict assessment and evidence fragments that should be retrieved together. It supports evaluation of whether legal RAG systems retrieve the full conflict context rather than returning only a single similar clause.\u003C\u002Fp>","2026-10-16 11:49:32","2026-10-19 17:18:35","0.00",0,5000,"employment agreement dataset,contract conflict retrieval,RAG retrieval benchmark,legal document data,employment contract review,conflicting clause detection,evidence fragment retrieval,legal RAG evaluation","A RAG retrieval benchmark for conflicting employment agreement clauses, testing whether systems retrieve the complete supporting context.","JSON","0.3GB","employment agreement review, conflicting clause analysis, labor contract evidence retrieval","legal evidence retrieval, clause retrieval, conflicting-clause context identification","V1.0","rivo\u002Fsample-packages\u002F1354c484-0dec-4376-85d2-7a3a112362f6\u002F20261016.zip",[583,588,594,599,604,610],{"id":572,"name":584,"field":585,"intro":586,"type":587},"File Name","file_name","File name","string",{"id":589,"name":590,"field":591,"intro":592,"type":593},9492,"Original Case Input","case_source","The original input object containing contract document content, version information, and the retrieval question.","object",{"id":595,"name":596,"field":597,"intro":598,"type":593},9493,"Retrieval Coverage Target","retrieval_target","The target requirements used to evaluate whether a retrieval system returns the complete conflict context.",{"id":600,"name":601,"field":602,"intro":603,"type":593},9494,"Retrieval Evaluation Annotations","evaluation_labels","Standard annotations describing candidate evidence relevance, necessity, and role in the conflict.",{"id":605,"name":606,"field":607,"intro":608,"type":609},9495,"Evidence Fragments to Retrieve Together","evidence_fragments","Related contract clauses or contextual fragments that should be jointly covered by the retrieval results.","array",{"id":611,"name":612,"field":613,"intro":614,"type":593},9496,"Conflict Assessment","conflict_assessment","The conflict type, scope, and precedence assessment derived from the source contract documents and retrieval question.",[616,620,624,628],{"id":617,"question":618,"answer":619},6605,"What does the dataset contain?","Cases cover conflicting language, overlapping scope, or unclear precedence within an employment agreement, between a main agreement and its attachments, and across document versions. The records include case inputs, conflict assessments, evidence fragments to retrieve together, and evaluation annotations.",{"id":621,"question":622,"answer":623},6606,"How does the dataset evaluate retrieval quality?","It focuses on whether retrieval results jointly cover the clauses and context needed to understand a conflict. Retrieval coverage targets and annotations for candidate evidence relevance, necessity, and conflict role are provided. Evaluation metrics and workflows can be configured for the retrieval system being tested.",{"id":625,"question":626,"answer":627},6607,"How can I obtain the dataset?","Check the dataset product page for current access options, delivery formats, and available versions. If these details are not listed, contact the data provider for confirmation.",{"id":629,"question":630,"answer":631},6608,"What are the intended uses, and how can I confirm licensing?","The dataset is suitable for legal RAG retrieval evaluation, employment agreement review assistance, contract version comparison, and legal evidence retrieval research. Commercial use, redistribution, and other licensing permissions are governed by the terms on the product page or those provided by the data provider.",[633,646,656],{"id":634,"relate_table":635,"relate_id":636,"file_size":572,"file_name":637,"path":8,"duration":572,"cate":483,"file_format":638,"audio_rate":8,"audio_channel":522,"audio_bit_depth":522,"quality":8,"annotation":639,"cate_name":640,"case_source":641,"retrieval_target":642,"evaluation_labels":643,"evidence_fragments":644,"conflict_assessment":645},15264,"union_cubo",633751258,"样例_3.json","json","{\"case_source\": \"{\\\"document_bundle\\\": [{\\\"document_name\\\": \\\"Labor Contract Main Agreement\\\", \\\"document_version\\\": \\\"Version effective June 1, 2023\\\", \\\"document_role\\\": \\\"Historical version\\\", \\\"document_text\\\": \\\"Labor Contract Main Agreement\\\\nArticle 9 Commuting Transportation Subsidy\\\\n1. Employees whose workplace is more than the company's prescribed standard distance from their residence may enjoy a monthly transportation subsidy of RMB 600.\\\\n2. The transportation subsidy is paid monthly from the date the employee actually attends work and has been included in the allowance items of the payroll.\\\\nArticle 18 Contract Term\\\\nThe contract is valid from June 1, 2023 to May 31, 2026.\\\", \\\"document_format\\\": \\\"pdf\\\"}, {\\\"document_name\\\": \\\"Labor Contract Supplementary Agreement (II)\\\", \\\"document_version\\\": \\\"Version signed June 20, 2024\\\", \\\"document_role\\\": \\\"Supplementary agreement\\\", \\\"document_text\\\": \\\"Labor Contract Supplementary Agreement (II)\\\\nArticle 2 Adjustment of Commuting Transportation Subsidy\\\\nFrom the date of signing this supplementary agreement, the monthly RMB 600 commuting transportation subsidy provided in Article 9 of the original labor contract shall be cancelled. Employees shall instead apply the company's unified remote work transportation policy.\\\\nArticle 5 Effectiveness and Replacement\\\\nThis supplementary agreement takes effect after being signed or sealed by both parties and has equal effect with the original labor contract; where it is inconsistent with the original labor contract, this supplementary agreement shall prevail.\\\", \\\"document_format\\\": \\\"docx\\\"}, {\\\"document_name\\\": \\\"Remote Work Transportation Policy Transition Arrangement\\\", \\\"document_version\\\": \\\"Version issued June 20, 2024\\\", \\\"document_role\\\": \\\"Appendix\\\", \\\"document_text\\\": \\\"Remote Work Transportation Policy Transition Arrangement\\\\nArticle 4 Transition Period\\\\nTo avoid the impact of policy switching, employees who have signed the labor contract supplementary agreement shall still enjoy the commuting transportation subsidy under the original labor contract before July 1, 2024. From July 1, 2024, the remote work transportation policy shall apply uniformly.\\\\nArticle 6 Document Relationship\\\\nThis arrangement is implemented as an appendix to the remote work transportation policy; if the effective date provisions of this arrangement and an individual supplementary agreement are inconsistent, the human resources department shall separately confirm.\\\", \\\"document_format\\\": \\\"pdf\\\"}], \\\"retrieval_question\\\": \\\"The employee continued to attend work at the original office location from June 25 to June 30, 2024. Has the commuting transportation subsidy already been cancelled because the supplementary agreement was signed on June 20? Which versions and transition clauses should be retrieved simultaneously?\\\", \\\"case_context\\\": \\\"The employee signed the supplementary agreement on June 20, 2024, and continued to attend work at the original office location from June 25 to June 30. The supplementary agreement provides that signing immediately cancels the old subsidy, but the transition arrangement issued on the same day provides that supplementary agreement employees still follow the original contract before July 1.\\\"}\", \"retrieval_target\": \"{\\\"gold_evidence_count\\\": 3, \\\"required_evidence_pattern\\\": \\\"Must simultaneously cover the original subsidy content in Article 9 of the 2023 main agreement, the cancellation and replacement rules in the June 20, 2024 supplementary agreement, and the provision in the same-day transition arrangement that the original rules continue to apply before July 1, 2024. Version dates and transition deadlines must be retained.\\\", \\\"must_cover_conflict_sides\\\": true, \\\"query_variants\\\": [\\\"Is the commuting subsidy cancelled from June 25 to 30, 2024\\\", \\\"Which prevails: the supplementary agreement effective upon signing or the July 1 transition period\\\", \\\"How do the historical labor contract transportation subsidy and the remote work policy connect\\\"]}\", \"evaluation_labels\": \"{\\\"retrieval_unit_labels\\\": [{\\\"document_name\\\": \\\"Labor Contract Main Agreement\\\", \\\"document_version\\\": \\\"Version effective June 1, 2023\\\", \\\"section_label\\\": \\\"Article 9 Commuting Transportation Subsidy\\\", \\\"retrieval_relevance\\\": \\\"Required\\\", \\\"evidence_necessity\\\": \\\"Core\\\", \\\"conflict_role\\\": \\\"Version basis\\\", \\\"annotation_rationale\\\": \\\"This clause is the original rule jointly referenced by the supplementary agreement and the transition arrangement; without it, it is impossible to determine what exactly the original contract benefit referred to by the transition arrangement is.\\\"}, {\\\"document_name\\\": \\\"Labor Contract Supplementary Agreement (II)\\\", \\\"document_version\\\": \\\"Version signed June 20, 2024\\\", \\\"section_label\\\": \\\"Articles 2 and 5 Adjustment of Commuting Transportation Subsidy and Effectiveness and Replacement\\\", \\\"retrieval_relevance\\\": \\\"Required\\\", \\\"evidence_necessity\\\": \\\"Core\\\", \\\"conflict_role\\\": \\\"One conflicting side\\\", \\\"annotation_rationale\\\": \\\"This supplementary agreement clearly provides that signing immediately cancels the RMB 600 subsidy and asserts its own priority, constituting one side of the transition-period conflict.\\\"}, {\\\"document_name\\\": \\\"Remote Work Transportation Policy Transition Arrangement\\\", \\\"document_version\\\": \\\"Version issued June 20, 2024\\\", \\\"section_label\\\": \\\"Articles 4 and 6 Transition Period and Document Relationship\\\", \\\"retrieval_relevance\\\": \\\"Required\\\", \\\"evidence_necessity\\\": \\\"Core\\\", \\\"conflict_role\\\": \\\"Other conflicting side\\\", \\\"annotation_rationale\\\": \\\"This appendix provides that the original subsidy continues to be enjoyed before July 1 and requires separate confirmation where dates are inconsistent with the supplementary agreement, and is the other side of the conflict and the temporal application basis.\\\"}], \\\"coverage_score\\\": 0.99, \\\"missing_context_risk\\\": \\\"High\\\", \\\"annotation_quality_note\\\": \\\"This case must retain the versions and effective dates of all three documents and cannot return only the latest document. The historical version is not irrelevant background but the overridden clause expressly referenced by the transition arrangement; June 20 to June 30 is the key time window for determining the conflict.\\\"}\", \"evidence_fragments\": \"[{\\\"evidence_order\\\": 1, \\\"document_name\\\": \\\"Labor Contract Main Agreement\\\", \\\"document_version\\\": \\\"Version effective June 1, 2023\\\", \\\"section_label\\\": \\\"Article 9 Commuting Transportation Subsidy\\\", \\\"text_excerpt\\\": \\\"1. Employees whose workplace is more than the company's prescribed standard distance from their residence may enjoy a monthly transportation subsidy of RMB 600. 2. The transportation subsidy is paid monthly from the date the employee actually attends work and has been included in the allowance items of the payroll.\\\", \\\"evidence_kind\\\": \\\"Overridden clause\\\", \\\"source_locator\\\": \\\"Page 2, Article 9, paragraphs 1 to 2\\\", \\\"evidence_explanation\\\": \\\"This historical version provides the original rights basis that may continue to apply during the transition period, and is also the specific clause said by the supplementary agreement to be cancelled.\\\"}, {\\\"evidence_order\\\": 2, \\\"document_name\\\": \\\"Labor Contract Supplementary Agreement (II)\\\", \\\"document_version\\\": \\\"Version signed June 20, 2024\\\", \\\"section_label\\\": \\\"Articles 2 and 5 Adjustment of Commuting Transportation Subsidy and Effectiveness and Replacement\\\", \\\"text_excerpt\\\": \\\"From the date of signing this supplementary agreement, the monthly RMB 600 commuting transportation subsidy provided in Article 9 of the original labor contract shall be cancelled. Employees shall instead apply the company's unified remote work transportation policy. Where inconsistent with the original labor contract, this supplementary agreement shall prevail.\\\", \\\"evidence_kind\\\": \\\"Conflicting clause\\\", \\\"source_locator\\\": \\\"Page 1, Articles 2 and 5\\\", \\\"evidence_explanation\\\": \\\"This fragment asserts that signing the supplementary agreement immediately cancels the old subsidy and establishes the supplementary agreement's priority. It is the first current rule in the transition-period conflict.\\\"}, {\\\"evidence_order\\\": 3, \\\"document_name\\\": \\\"Remote Work Transportation Policy Transition Arrangement\\\", \\\"document_version\\\": \\\"Version issued June 20, 2024\\\", \\\"section_label\\\": \\\"Articles 4 and 6 Transition Period and Document Relationship\\\", \\\"text_excerpt\\\": \\\"Employees who have signed the labor contract supplementary agreement shall still enjoy the commuting transportation subsidy under the original labor contract before July 1, 2024. From July 1, 2024, the remote work transportation policy shall apply uniformly. If the effective date provisions of this arrangement and an individual supplementary agreement are inconsistent, the human resources department shall separately confirm.\\\", \\\"evidence_kind\\\": \\\"Priority clause\\\", \\\"source_locator\\\": \\\"Page 2, Articles 4 and 6\\\", \\\"evidence_explanation\\\": \\\"This fragment keeps the subsidy until July 1 but leaves inconsistent effective dates to be confirmed by the human resources department, directly creating a temporal and priority conflict with the clause providing that the supplementary agreement takes effect upon signing.\\\"}]\", \"conflict_assessment\": \"{\\\"conflict_present\\\": true, \\\"conflict_types\\\": [\\\"expression conflict\\\", \\\"unclear priority\\\", \\\"time version conflict\\\"], \\\"conflict_scope\\\": \\\"multiple relationships\\\", \\\"priority_status\\\": \\\"priority order unclear\\\", \\\"conflict_summary\\\": \\\"The 2023 historical version provides that eligible employees enjoy a monthly commuting transportation subsidy of RMB 600; the supplementary agreement dated June 20, 2024 provides that the subsidy is cancelled from the date of signing and states that where it is inconsistent with the original contract, the supplementary agreement shall prevail; the transition arrangement issued on the same day, however, provides that employees who have signed the supplementary agreement still enjoy the subsidy under the original contract before July 1, 2024. The three documents directly conflict regarding the applicable rules for the transition period from June 20 to June 30, 2024, and the transition arrangement requires separate confirmation by the human resources department without giving a clear priority order.\\\"}\"}","文本","{\"document_bundle\": [{\"document_name\": \"Labor Contract Main Agreement\", \"document_version\": \"Version effective June 1, 2023\", \"document_role\": \"Historical version\", \"document_text\": \"Labor Contract Main Agreement\\nArticle 9 Commuting Transportation Subsidy\\n1. Employees whose workplace is more than the company's prescribed standard distance from their residence may enjoy a monthly transportation subsidy of RMB 600.\\n2. The transportation subsidy is paid monthly from the date the employee actually attends work and has been included in the allowance items of the payroll.\\nArticle 18 Contract Term\\nThe contract is valid from June 1, 2023 to May 31, 2026.\", \"document_format\": \"pdf\"}, {\"document_name\": \"Labor Contract Supplementary Agreement (II)\", \"document_version\": \"Version signed June 20, 2024\", \"document_role\": \"Supplementary agreement\", \"document_text\": \"Labor Contract Supplementary Agreement (II)\\nArticle 2 Adjustment of Commuting Transportation Subsidy\\nFrom the date of signing this supplementary agreement, the monthly RMB 600 commuting transportation subsidy provided in Article 9 of the original labor contract shall be cancelled. Employees shall instead apply the company's unified remote work transportation policy.\\nArticle 5 Effectiveness and Replacement\\nThis supplementary agreement takes effect after being signed or sealed by both parties and has equal effect with the original labor contract; where it is inconsistent with the original labor contract, this supplementary agreement shall prevail.\", \"document_format\": \"docx\"}, {\"document_name\": \"Remote Work Transportation Policy Transition Arrangement\", \"document_version\": \"Version issued June 20, 2024\", \"document_role\": \"Appendix\", \"document_text\": \"Remote Work Transportation Policy Transition Arrangement\\nArticle 4 Transition Period\\nTo avoid the impact of policy switching, employees who have signed the labor contract supplementary agreement shall still enjoy the commuting transportation subsidy under the original labor contract before July 1, 2024. From July 1, 2024, the remote work transportation policy shall apply uniformly.\\nArticle 6 Document Relationship\\nThis arrangement is implemented as an appendix to the remote work transportation policy; if the effective date provisions of this arrangement and an individual supplementary agreement are inconsistent, the human resources department shall separately confirm.\", \"document_format\": \"pdf\"}], \"retrieval_question\": \"The employee continued to attend work at the original office location from June 25 to June 30, 2024. Has the commuting transportation subsidy already been cancelled because the supplementary agreement was signed on June 20? Which versions and transition clauses should be retrieved simultaneously?\", \"case_context\": \"The employee signed the supplementary agreement on June 20, 2024, and continued to attend work at the original office location from June 25 to June 30. The supplementary agreement provides that signing immediately cancels the old subsidy, but the transition arrangement issued on the same day provides that supplementary agreement employees still follow the original contract before July 1.\"}","{\"gold_evidence_count\": 3, \"required_evidence_pattern\": \"Must simultaneously cover the original subsidy content in Article 9 of the 2023 main agreement, the cancellation and replacement rules in the June 20, 2024 supplementary agreement, and the provision in the same-day transition arrangement that the original rules continue to apply before July 1, 2024. Version dates and transition deadlines must be retained.\", \"must_cover_conflict_sides\": true, \"query_variants\": [\"Is the commuting subsidy cancelled from June 25 to 30, 2024\", \"Which prevails: the supplementary agreement effective upon signing or the July 1 transition period\", \"How do the historical labor contract transportation subsidy and the remote work policy connect\"]}","{\"retrieval_unit_labels\": [{\"document_name\": \"Labor Contract Main Agreement\", \"document_version\": \"Version effective June 1, 2023\", \"section_label\": \"Article 9 Commuting Transportation Subsidy\", \"retrieval_relevance\": \"Required\", \"evidence_necessity\": \"Core\", \"conflict_role\": \"Version basis\", \"annotation_rationale\": \"This clause is the original rule jointly referenced by the supplementary agreement and the transition arrangement; without it, it is impossible to determine what exactly the original contract benefit referred to by the transition arrangement is.\"}, {\"document_name\": \"Labor Contract Supplementary Agreement (II)\", \"document_version\": \"Version signed June 20, 2024\", \"section_label\": \"Articles 2 and 5 Adjustment of Commuting Transportation Subsidy and Effectiveness and Replacement\", \"retrieval_relevance\": \"Required\", \"evidence_necessity\": \"Core\", \"conflict_role\": \"One conflicting side\", \"annotation_rationale\": \"This supplementary agreement clearly provides that signing immediately cancels the RMB 600 subsidy and asserts its own priority, constituting one side of the transition-period conflict.\"}, {\"document_name\": \"Remote Work Transportation Policy Transition Arrangement\", \"document_version\": \"Version issued June 20, 2024\", \"section_label\": \"Articles 4 and 6 Transition Period and Document Relationship\", \"retrieval_relevance\": \"Required\", \"evidence_necessity\": \"Core\", \"conflict_role\": \"Other conflicting side\", \"annotation_rationale\": \"This appendix provides that the original subsidy continues to be enjoyed before July 1 and requires separate confirmation where dates are inconsistent with the supplementary agreement, and is the other side of the conflict and the temporal application basis.\"}], \"coverage_score\": 0.99, \"missing_context_risk\": \"High\", \"annotation_quality_note\": \"This case must retain the versions and effective dates of all three documents and cannot return only the latest document. The historical version is not irrelevant background but the overridden clause expressly referenced by the transition arrangement; June 20 to June 30 is the key time window for determining the conflict.\"}","[{\"evidence_order\": 1, \"document_name\": \"Labor Contract Main Agreement\", \"document_version\": \"Version effective June 1, 2023\", \"section_label\": \"Article 9 Commuting Transportation Subsidy\", \"text_excerpt\": \"1. Employees whose workplace is more than the company's prescribed standard distance from their residence may enjoy a monthly transportation subsidy of RMB 600. 2. The transportation subsidy is paid monthly from the date the employee actually attends work and has been included in the allowance items of the payroll.\", \"evidence_kind\": \"Overridden clause\", \"source_locator\": \"Page 2, Article 9, paragraphs 1 to 2\", \"evidence_explanation\": \"This historical version provides the original rights basis that may continue to apply during the transition period, and is also the specific clause said by the supplementary agreement to be cancelled.\"}, {\"evidence_order\": 2, \"document_name\": \"Labor Contract Supplementary Agreement (II)\", \"document_version\": \"Version signed June 20, 2024\", \"section_label\": \"Articles 2 and 5 Adjustment of Commuting Transportation Subsidy and Effectiveness and Replacement\", \"text_excerpt\": \"From the date of signing this supplementary agreement, the monthly RMB 600 commuting transportation subsidy provided in Article 9 of the original labor contract shall be cancelled. Employees shall instead apply the company's unified remote work transportation policy. Where inconsistent with the original labor contract, this supplementary agreement shall prevail.\", \"evidence_kind\": \"Conflicting clause\", \"source_locator\": \"Page 1, Articles 2 and 5\", \"evidence_explanation\": \"This fragment asserts that signing the supplementary agreement immediately cancels the old subsidy and establishes the supplementary agreement's priority. It is the first current rule in the transition-period conflict.\"}, {\"evidence_order\": 3, \"document_name\": \"Remote Work Transportation Policy Transition Arrangement\", \"document_version\": \"Version issued June 20, 2024\", \"section_label\": \"Articles 4 and 6 Transition Period and Document Relationship\", \"text_excerpt\": \"Employees who have signed the labor contract supplementary agreement shall still enjoy the commuting transportation subsidy under the original labor contract before July 1, 2024. From July 1, 2024, the remote work transportation policy shall apply uniformly. If the effective date provisions of this arrangement and an individual supplementary agreement are inconsistent, the human resources department shall separately confirm.\", \"evidence_kind\": \"Priority clause\", \"source_locator\": \"Page 2, Articles 4 and 6\", \"evidence_explanation\": \"This fragment keeps the subsidy until July 1 but leaves inconsistent effective dates to be confirmed by the human resources department, directly creating a temporal and priority conflict with the clause providing that the supplementary agreement takes effect upon signing.\"}]","{\"conflict_present\": true, \"conflict_types\": [\"expression conflict\", \"unclear priority\", \"time version conflict\"], \"conflict_scope\": \"multiple relationships\", \"priority_status\": \"priority order unclear\", \"conflict_summary\": \"The 2023 historical version provides that eligible employees enjoy a monthly commuting transportation subsidy of RMB 600; the supplementary agreement dated June 20, 2024 provides that the subsidy is cancelled from the date of signing and states that where it is inconsistent with the original contract, the supplementary agreement shall prevail; the transition arrangement issued on the same day, however, provides that employees who have signed the supplementary agreement still enjoy the subsidy under the original contract before July 1, 2024. The three documents directly conflict regarding the applicable rules for the transition period from June 20 to June 30, 2024, and the transition arrangement requires separate confirmation by the human resources department without giving a clear priority order.\"}",{"id":647,"relate_table":635,"relate_id":648,"file_size":572,"file_name":649,"path":8,"duration":572,"cate":483,"file_format":638,"audio_rate":8,"audio_channel":522,"audio_bit_depth":522,"quality":8,"annotation":650,"cate_name":640,"case_source":651,"retrieval_target":652,"evaluation_labels":653,"evidence_fragments":654,"conflict_assessment":655},15263,740022260,"样例_2.json","{\"case_source\": \"{\\\"document_bundle\\\": [{\\\"document_name\\\": \\\"Labor Contract Body\\\", \\\"document_version\\\": \\\"Version signed March 15, 2024\\\", \\\"document_role\\\": \\\"Main agreement\\\", \\\"document_text\\\": \\\"Labor Contract Body\\\\nArticle 1 Work Content and Contract Term\\\\nParty B serves as an operations specialist, and the contract term is from April 1, 2024 to March 31, 2027.\\\\nArticle 2 Definition of Rest and Leave\\\\nFor the purposes of this contract, annual leave means paid annual leave enjoyed by Party B in accordance with law and company rules, excluding sick leave, personal leave, and shutdown leave uniformly arranged by the company.\\\\nArticle 8 Annual Leave Benefits\\\\n1. Party B may take 10 days of annual leave each year.\\\\n2. If, due to work needs or company arrangements, Party B cannot take all annual leave in the current year, the company shall pay corresponding unused annual leave wages for the unused days.\\\\nArticle 12 Leave Application and Lapse\\\\n1. Party B shall submit an annual leave application through the system at least 3 working days in advance.\\\\n2. If Party B fails to submit an application, or the application is not approved and Party B does not take annual leave, it shall be deemed that Party B voluntarily waives the unused annual leave for the current year, and the company shall not pay unused annual leave wages.\\\\nArticle 16 Clause Interpretation\\\\nAll clauses of this contract have equal effect; if different arrangements exist for the same matter, they shall be interpreted in light of the purpose of the clause and the actual conditions of application.\\\", \\\"document_format\\\": \\\"docx\\\"}], \\\"retrieval_question\\\": \\\"The employee still has 3 days of unused annual leave for the current year but did not submit an application through the system. Can the employee still claim unused annual leave wages? Which related clauses in the same contract need to be covered during retrieval?\\\", \\\"case_context\\\": \\\"The employee did not use all annual leave due to continuous project delivery and also did not submit a system application. The dispute focuses on whether the general payment rule in Article 8 conflicts with the application conditions and waiver consequences in Article 12.\\\"}\", \"retrieval_target\": \"{\\\"gold_evidence_count\\\": 3, \\\"required_evidence_pattern\\\": \\\"Must simultaneously return the annual leave definition in Article 2, the payment rule in Article 8, paragraph 2 regarding non-use due to work or company arrangements, and the rule in Article 12, paragraph 2 that no payment is made when no application is submitted or approval is not obtained.\\\", \\\"must_cover_conflict_sides\\\": true, \\\"query_variants\\\": [\\\"Can unused wages still be obtained without applying for annual leave\\\", \\\"Do unused annual leave wages conflict with the application conditions\\\", \\\"How should the annual leave provisions in Articles 8 and 12 of the labor contract be applied\\\"]}\", \"evaluation_labels\": \"{\\\"retrieval_unit_labels\\\": [{\\\"document_name\\\": \\\"Labor Contract Body\\\", \\\"document_version\\\": \\\"Version signed March 15, 2024\\\", \\\"section_label\\\": \\\"Article 2 Definition of Rest and Leave\\\", \\\"retrieval_relevance\\\": \\\"Required\\\", \\\"evidence_necessity\\\": \\\"Core\\\", \\\"conflict_role\\\": \\\"Scope background\\\", \\\"annotation_rationale\\\": \\\"This definition delineates the scope of annual leave, confirms that the retrieval object is paid annual leave, and excludes other leave types; although it is not one side of the conflict, it is essential for full understanding.\\\"}, {\\\"document_name\\\": \\\"Labor Contract Body\\\", \\\"document_version\\\": \\\"Version signed March 15, 2024\\\", \\\"section_label\\\": \\\"Article 8 Annual Leave Benefits\\\", \\\"retrieval_relevance\\\": \\\"Required\\\", \\\"evidence_necessity\\\": \\\"Core\\\", \\\"conflict_role\\\": \\\"One conflicting side\\\", \\\"annotation_rationale\\\": \\\"This clause establishes a payment obligation based on the fact that leave was not taken due to work needs or company arrangements, and is the positive rule for determining whether the employee's claim is valid.\\\"}, {\\\"document_name\\\": \\\"Labor Contract Body\\\", \\\"document_version\\\": \\\"Version signed March 15, 2024\\\", \\\"section_label\\\": \\\"Article 12 Leave Application and Lapse\\\", \\\"retrieval_relevance\\\": \\\"Required\\\", \\\"evidence_necessity\\\": \\\"Core\\\", \\\"conflict_role\\\": \\\"Other conflicting side\\\", \\\"annotation_rationale\\\": \\\"This clause denies the payment obligation on the condition that no application was submitted or approval was not obtained, directly changing the scope of application of Article 8, and is an indispensable reverse rule.\\\"}], \\\"coverage_score\\\": 0.97, \\\"missing_context_risk\\\": \\\"High\\\", \\\"annotation_quality_note\\\": \\\"The three evidence fragments in this case all come from the same document. During evaluation, they cannot be deduplicated only by file name; the definition, payment rule, and lapse rule must be distinguished by article number. Article 16 is a general interpretation clause but is not core evidence for this case.\\\"}\", \"evidence_fragments\": \"[{\\\"evidence_order\\\": 1, \\\"document_name\\\": \\\"Labor Contract Body\\\", \\\"document_version\\\": \\\"Version signed March 15, 2024\\\", \\\"section_label\\\": \\\"Article 2 Definition of Rest and Leave\\\", \\\"text_excerpt\\\": \\\"For the purposes of this contract, annual leave means paid annual leave enjoyed by Party B in accordance with law and company rules, excluding sick leave, personal leave, and shutdown leave uniformly arranged by the company.\\\", \\\"evidence_kind\\\": \\\"Definition clause\\\", \\\"source_locator\\\": \\\"Page 1, Article 2\\\", \\\"evidence_explanation\\\": \\\"This fragment limits the disputed subject to paid annual leave, rather than sick leave, personal leave, or shutdown leave, preventing the retrieval system from mixing clauses on other leave systems into the conflict context.\\\"}, {\\\"evidence_order\\\": 2, \\\"document_name\\\": \\\"Labor Contract Body\\\", \\\"document_version\\\": \\\"Version signed March 15, 2024\\\", \\\"section_label\\\": \\\"Article 8 Annual Leave Benefits\\\", \\\"text_excerpt\\\": \\\"2. If, due to work needs or company arrangements, Party B cannot take all annual leave in the current year, the company shall pay corresponding unused annual leave wages for the unused days.\\\", \\\"evidence_kind\\\": \\\"Conflicting clause\\\", \\\"source_locator\\\": \\\"Page 2, Article 8, paragraph 2\\\", \\\"evidence_explanation\\\": \\\"This fragment establishes the payment rule when leave is not taken due to work or company arrangements and is one side of the conflict with the application condition in Article 12.\\\"}, {\\\"evidence_order\\\": 3, \\\"document_name\\\": \\\"Labor Contract Body\\\", \\\"document_version\\\": \\\"Version signed March 15, 2024\\\", \\\"section_label\\\": \\\"Article 12 Leave Application and Lapse\\\", \\\"text_excerpt\\\": \\\"2. If Party B fails to submit an application, or the application is not approved and Party B does not take annual leave, it shall be deemed that Party B voluntarily waives the unused annual leave for the current year, and the company shall not pay unused annual leave wages.\\\", \\\"evidence_kind\\\": \\\"Conflicting clause\\\", \\\"source_locator\\\": \\\"Page 3, Article 12, paragraph 2\\\", \\\"evidence_explanation\\\": \\\"This fragment adds submission and approval conditions and provides that no payment is made if no application is submitted; it must be returned together with Article 8 to determine whether it constitutes a limitation on the payment rule.\\\"}]\", \"conflict_assessment\": \"{\\\"conflict_present\\\": true, \\\"conflict_types\\\": [\\\"expression conflict\\\", \\\"scope overlap\\\", \\\"applicable conditions conflict\\\"], \\\"conflict_scope\\\": \\\"within the same document\\\", \\\"priority_status\\\": \\\"mutual override exists\\\", \\\"conflict_summary\\\": \\\"Article 8 provides that when annual leave is not fully taken due to work needs or company arrangements, the company shall pay wages for the unused days; Article 12 provides that if no application is submitted or the application is not approved and leave is not taken, it is deemed a voluntary waiver and no payment shall be made. Both clauses involve unused annual leave wages, but one emphasizes the fact and reason for not taking leave, while the other adds an application condition, and it is not clear whether Article 12 limits the application of Article 8. The definition clause in Article 2 also defines the scope of annual leave and is background for correctly retrieving and interpreting the conflict.\\\"}\"}","{\"document_bundle\": [{\"document_name\": \"Labor Contract Body\", \"document_version\": \"Version signed March 15, 2024\", \"document_role\": \"Main agreement\", \"document_text\": \"Labor Contract Body\\nArticle 1 Work Content and Contract Term\\nParty B serves as an operations specialist, and the contract term is from April 1, 2024 to March 31, 2027.\\nArticle 2 Definition of Rest and Leave\\nFor the purposes of this contract, annual leave means paid annual leave enjoyed by Party B in accordance with law and company rules, excluding sick leave, personal leave, and shutdown leave uniformly arranged by the company.\\nArticle 8 Annual Leave Benefits\\n1. Party B may take 10 days of annual leave each year.\\n2. If, due to work needs or company arrangements, Party B cannot take all annual leave in the current year, the company shall pay corresponding unused annual leave wages for the unused days.\\nArticle 12 Leave Application and Lapse\\n1. Party B shall submit an annual leave application through the system at least 3 working days in advance.\\n2. If Party B fails to submit an application, or the application is not approved and Party B does not take annual leave, it shall be deemed that Party B voluntarily waives the unused annual leave for the current year, and the company shall not pay unused annual leave wages.\\nArticle 16 Clause Interpretation\\nAll clauses of this contract have equal effect; if different arrangements exist for the same matter, they shall be interpreted in light of the purpose of the clause and the actual conditions of application.\", \"document_format\": \"docx\"}], \"retrieval_question\": \"The employee still has 3 days of unused annual leave for the current year but did not submit an application through the system. Can the employee still claim unused annual leave wages? Which related clauses in the same contract need to be covered during retrieval?\", \"case_context\": \"The employee did not use all annual leave due to continuous project delivery and also did not submit a system application. The dispute focuses on whether the general payment rule in Article 8 conflicts with the application conditions and waiver consequences in Article 12.\"}","{\"gold_evidence_count\": 3, \"required_evidence_pattern\": \"Must simultaneously return the annual leave definition in Article 2, the payment rule in Article 8, paragraph 2 regarding non-use due to work or company arrangements, and the rule in Article 12, paragraph 2 that no payment is made when no application is submitted or approval is not obtained.\", \"must_cover_conflict_sides\": true, \"query_variants\": [\"Can unused wages still be obtained without applying for annual leave\", \"Do unused annual leave wages conflict with the application conditions\", \"How should the annual leave provisions in Articles 8 and 12 of the labor contract be applied\"]}","{\"retrieval_unit_labels\": [{\"document_name\": \"Labor Contract Body\", \"document_version\": \"Version signed March 15, 2024\", \"section_label\": \"Article 2 Definition of Rest and Leave\", \"retrieval_relevance\": \"Required\", \"evidence_necessity\": \"Core\", \"conflict_role\": \"Scope background\", \"annotation_rationale\": \"This definition delineates the scope of annual leave, confirms that the retrieval object is paid annual leave, and excludes other leave types; although it is not one side of the conflict, it is essential for full understanding.\"}, {\"document_name\": \"Labor Contract Body\", \"document_version\": \"Version signed March 15, 2024\", \"section_label\": \"Article 8 Annual Leave Benefits\", \"retrieval_relevance\": \"Required\", \"evidence_necessity\": \"Core\", \"conflict_role\": \"One conflicting side\", \"annotation_rationale\": \"This clause establishes a payment obligation based on the fact that leave was not taken due to work needs or company arrangements, and is the positive rule for determining whether the employee's claim is valid.\"}, {\"document_name\": \"Labor Contract Body\", \"document_version\": \"Version signed March 15, 2024\", \"section_label\": \"Article 12 Leave Application and Lapse\", \"retrieval_relevance\": \"Required\", \"evidence_necessity\": \"Core\", \"conflict_role\": \"Other conflicting side\", \"annotation_rationale\": \"This clause denies the payment obligation on the condition that no application was submitted or approval was not obtained, directly changing the scope of application of Article 8, and is an indispensable reverse rule.\"}], \"coverage_score\": 0.97, \"missing_context_risk\": \"High\", \"annotation_quality_note\": \"The three evidence fragments in this case all come from the same document. During evaluation, they cannot be deduplicated only by file name; the definition, payment rule, and lapse rule must be distinguished by article number. Article 16 is a general interpretation clause but is not core evidence for this case.\"}","[{\"evidence_order\": 1, \"document_name\": \"Labor Contract Body\", \"document_version\": \"Version signed March 15, 2024\", \"section_label\": \"Article 2 Definition of Rest and Leave\", \"text_excerpt\": \"For the purposes of this contract, annual leave means paid annual leave enjoyed by Party B in accordance with law and company rules, excluding sick leave, personal leave, and shutdown leave uniformly arranged by the company.\", \"evidence_kind\": \"Definition clause\", \"source_locator\": \"Page 1, Article 2\", \"evidence_explanation\": \"This fragment limits the disputed subject to paid annual leave, rather than sick leave, personal leave, or shutdown leave, preventing the retrieval system from mixing clauses on other leave systems into the conflict context.\"}, {\"evidence_order\": 2, \"document_name\": \"Labor Contract Body\", \"document_version\": \"Version signed March 15, 2024\", \"section_label\": \"Article 8 Annual Leave Benefits\", \"text_excerpt\": \"2. If, due to work needs or company arrangements, Party B cannot take all annual leave in the current year, the company shall pay corresponding unused annual leave wages for the unused days.\", \"evidence_kind\": \"Conflicting clause\", \"source_locator\": \"Page 2, Article 8, paragraph 2\", \"evidence_explanation\": \"This fragment establishes the payment rule when leave is not taken due to work or company arrangements and is one side of the conflict with the application condition in Article 12.\"}, {\"evidence_order\": 3, \"document_name\": \"Labor Contract Body\", \"document_version\": \"Version signed March 15, 2024\", \"section_label\": \"Article 12 Leave Application and Lapse\", \"text_excerpt\": \"2. If Party B fails to submit an application, or the application is not approved and Party B does not take annual leave, it shall be deemed that Party B voluntarily waives the unused annual leave for the current year, and the company shall not pay unused annual leave wages.\", \"evidence_kind\": \"Conflicting clause\", \"source_locator\": \"Page 3, Article 12, paragraph 2\", \"evidence_explanation\": \"This fragment adds submission and approval conditions and provides that no payment is made if no application is submitted; it must be returned together with Article 8 to determine whether it constitutes a limitation on the payment rule.\"}]","{\"conflict_present\": true, \"conflict_types\": [\"expression conflict\", \"scope overlap\", \"applicable conditions conflict\"], \"conflict_scope\": \"within the same document\", \"priority_status\": \"mutual override exists\", \"conflict_summary\": \"Article 8 provides that when annual leave is not fully taken due to work needs or company arrangements, the company shall pay wages for the unused days; Article 12 provides that if no application is submitted or the application is not approved and leave is not taken, it is deemed a voluntary waiver and no payment shall be made. Both clauses involve unused annual leave wages, but one emphasizes the fact and reason for not taking leave, while the other adds an application condition, and it is not clear whether Article 12 limits the application of Article 8. The definition clause in Article 2 also defines the scope of annual leave and is background for correctly retrieving and interpreting the conflict.\"}",{"id":657,"relate_table":635,"relate_id":658,"file_size":572,"file_name":659,"path":8,"duration":572,"cate":483,"file_format":638,"audio_rate":8,"audio_channel":522,"audio_bit_depth":522,"quality":8,"annotation":660,"cate_name":640,"case_source":661,"retrieval_target":662,"evaluation_labels":663,"evidence_fragments":664,"conflict_assessment":665},15262,1192241067,"样例_1.json","{\"case_source\": \"{\\\"document_bundle\\\": [{\\\"document_name\\\": \\\"Labor Contract Main Agreement\\\", \\\"document_version\\\": \\\"Version effective January 1, 2024\\\", \\\"document_role\\\": \\\"Main agreement\\\", \\\"document_text\\\": \\\"Labor Contract Main Agreement\\\\nArticle 6 Overtime Management\\\\n1. Where an employee is arranged to work extended working hours, on rest days, or on statutory holidays due to work needs, prior written approval from the department head is required.\\\\n2. For approved overtime, overtime wages shall be paid in accordance with national laws and regulations; if compensatory time off is arranged, it shall be handled according to the actual number of compensatory days off.\\\\n3. Overtime wages are not included in the monthly fixed wages.\\\\nArticle 12 Effectiveness of Contract Documents\\\\nThis agreement and its appendices are all integral parts of this contract and have equal legal effect. Where an appendix makes specific provisions on a particular matter, those provisions shall prevail; this agreement does not clearly specify the order of priority when the main agreement and an appendix conflict.\\\\nArticle 13 Other Matters\\\\nMatters not covered shall be separately negotiated by both parties.\\\", \\\"document_format\\\": \\\"docx\\\"}, {\\\"document_name\\\": \\\"Appendix II: Compensation and Overtime Management Measures\\\", \\\"document_version\\\": \\\"Version effective January 1, 2024\\\", \\\"document_role\\\": \\\"Appendix\\\", \\\"document_text\\\": \\\"Appendix II: Compensation and Overtime Management Measures\\\\nArticle 3 Overtime Subsidy\\\\n1. For employees to whom this appendix applies, the company shall pay an overtime subsidy of RMB 800 per month together with wages.\\\\n2. The overtime subsidy in the preceding paragraph shall be deemed lump-sum compensation for all overtime of the employee in the current month. Where the employee has received the subsidy, the employee shall no longer separately claim overtime wages for extended working hours, rest days, or statutory holidays.\\\\n3. This appendix applies to sales support, customer service, and project delivery positions.\\\\nArticle 8 Applicable Relationship\\\\nThese measures serve as an appendix to the labor contract and are signed simultaneously with the main agreement. For compensation matters not expressly provided for in the main agreement, these measures shall prevail.\\\", \\\"document_format\\\": \\\"pdf\\\"}], \\\"retrieval_question\\\": \\\"After a sales support employee works overtime on a rest day, has the monthly RMB 800 overtime subsidy already replaced statutory overtime wages? Which clauses must be returned together in the retrieval results to determine the applicable relationship between the two arrangements?\\\", \\\"case_context\\\": \\\"The employee is in a sales support position. Both the main contract agreement and the appendix have been signed, but the two documents do not clearly state whether the lump-sum subsidy in the appendix can exclude the main agreement's provision on statutory overtime wages.\\\"}\", \"retrieval_target\": \"{\\\"gold_evidence_count\\\": 3, \\\"required_evidence_pattern\\\": \\\"Must simultaneously cover the statutory overtime wage rule in Article 6 of the main agreement, the RMB 800 lump-sum subsidy rule in Article 3 of Appendix II, and the provision in Article 12 of the main agreement regarding the effectiveness relationship between the main agreement and the appendix. Returning only one side will make it impossible to determine whether there is an override and priority application issue.\\\", \\\"must_cover_conflict_sides\\\": true, \\\"query_variants\\\": [\\\"Can the RMB 800 overtime subsidy replace rest-day overtime wages\\\", \\\"How should the conflict between the main agreement's overtime wages and the appendix's lump-sum subsidy be applied\\\", \\\"Does the overtime subsidy for sales support positions include statutory overtime wages\\\"]}\", \"evaluation_labels\": \"{\\\"retrieval_unit_labels\\\": [{\\\"document_name\\\": \\\"Labor Contract Main Agreement\\\", \\\"document_version\\\": \\\"Version effective January 1, 2024\\\", \\\"section_label\\\": \\\"Article 6 Overtime Management\\\", \\\"retrieval_relevance\\\": \\\"Required\\\", \\\"evidence_necessity\\\": \\\"Core\\\", \\\"conflict_role\\\": \\\"One conflicting side\\\", \\\"annotation_rationale\\\": \\\"This clause explicitly requires overtime wages to be paid in accordance with law and is core evidence directly contrary to the appendix's lump-sum compensation provision.\\\"}, {\\\"document_name\\\": \\\"Appendix II: Compensation and Overtime Management Measures\\\", \\\"document_version\\\": \\\"Version effective January 1, 2024\\\", \\\"section_label\\\": \\\"Article 3 Overtime Subsidy\\\", \\\"retrieval_relevance\\\": \\\"Required\\\", \\\"evidence_necessity\\\": \\\"Core\\\", \\\"conflict_role\\\": \\\"Other conflicting side\\\", \\\"annotation_rationale\\\": \\\"This clause defines a fixed subsidy as lump-sum compensation for all overtime and excludes separate claims, and is the other core side of the conflict.\\\"}, {\\\"document_name\\\": \\\"Labor Contract Main Agreement\\\", \\\"document_version\\\": \\\"Version effective January 1, 2024\\\", \\\"section_label\\\": \\\"Article 12 Effectiveness of Contract Documents\\\", \\\"retrieval_relevance\\\": \\\"Required\\\", \\\"evidence_necessity\\\": \\\"Core\\\", \\\"conflict_role\\\": \\\"Priority basis\\\", \\\"annotation_rationale\\\": \\\"This clause states that the appendix may prevail for specific matters, but at the same time exposes the lack of a clear ranking when the main agreement and the appendix conflict, determining the interpretive scope of the conflict.\\\"}], \\\"coverage_score\\\": 0.98, \\\"missing_context_risk\\\": \\\"High\\\", \\\"annotation_quality_note\\\": \\\"The three evidence fragments respectively cover both sides of the conflict and the priority background. During evaluation, the position applicability scope in Article 3 of the appendix should be distinguished to avoid incorrectly generalizing the lump-sum rule to all employees.\\\"}\", \"evidence_fragments\": \"[{\\\"evidence_order\\\": 1, \\\"document_name\\\": \\\"Labor Contract Main Agreement\\\", \\\"document_version\\\": \\\"Version effective January 1, 2024\\\", \\\"section_label\\\": \\\"Article 6 Overtime Management\\\", \\\"text_excerpt\\\": \\\"2. For approved overtime, overtime wages shall be paid in accordance with national laws and regulations; if compensatory time off is arranged, it shall be handled according to the actual number of compensatory days off. 3. Overtime wages are not included in the monthly fixed wages.\\\", \\\"evidence_kind\\\": \\\"Conflicting clause\\\", \\\"source_locator\\\": \\\"Page 3, Article 6, paragraphs 2 to 3\\\", \\\"evidence_explanation\\\": \\\"This fragment establishes the overtime wage rule on the side of the main agreement and is the first conflicting side for determining whether the RMB 800 subsidy can replace statutory overtime wages.\\\"}, {\\\"evidence_order\\\": 2, \\\"document_name\\\": \\\"Appendix II: Compensation and Overtime Management Measures\\\", \\\"document_version\\\": \\\"Version effective January 1, 2024\\\", \\\"section_label\\\": \\\"Article 3 Overtime Subsidy\\\", \\\"text_excerpt\\\": \\\"1. For employees to whom this appendix applies, the company shall pay an overtime subsidy of RMB 800 per month together with wages. 2. The overtime subsidy in the preceding paragraph shall be deemed lump-sum compensation for all overtime of the employee in the current month. Where the employee has received the subsidy, the employee shall no longer separately claim overtime wages for extended working hours, rest days, or statutory holidays.\\\", \\\"evidence_kind\\\": \\\"Conflicting clause\\\", \\\"source_locator\\\": \\\"Page 2, Article 3, paragraphs 1 to 2\\\", \\\"evidence_explanation\\\": \\\"This fragment provides the lump-sum compensation and the effect of excluding separate claims on the side of the appendix. Only when retrieved together with Article 6 of the main agreement can the expression conflict be identified.\\\"}, {\\\"evidence_order\\\": 3, \\\"document_name\\\": \\\"Labor Contract Main Agreement\\\", \\\"document_version\\\": \\\"Version effective January 1, 2024\\\", \\\"section_label\\\": \\\"Article 12 Effectiveness of Contract Documents\\\", \\\"text_excerpt\\\": \\\"This agreement and its appendices are all integral parts of this contract and have equal legal effect. Where an appendix makes specific provisions on a particular matter, those provisions shall prevail; this agreement does not clearly specify the order of priority when the main agreement and an appendix conflict.\\\", \\\"evidence_kind\\\": \\\"Priority clause\\\", \\\"source_locator\\\": \\\"Page 5, Article 12\\\", \\\"evidence_explanation\\\": \\\"This fragment explains why the appendix may have priority for specific matters, while making clear that it does not resolve the complete order of priority when the main agreement and the appendix conflict. It is necessary context for determining that the priority is unclear.\\\"}]\", \"conflict_assessment\": \"{\\\"conflict_present\\\": true, \\\"conflict_types\\\": [\\\"expression conflict\\\", \\\"scope overlap\\\", \\\"unclear priority\\\"], \\\"conflict_scope\\\": \\\"between the main agreement and the appendix\\\", \\\"priority_status\\\": \\\"priority order unclear\\\", \\\"conflict_summary\\\": \\\"Article 6 of the main agreement provides that approved overtime for extended working hours, rest days, and statutory holidays shall be paid overtime wages in accordance with law, and overtime wages are not included in fixed wages; Article 3 of Appendix II, however, describes a monthly subsidy of RMB 800 as a lump-sum compensation for all overtime and excludes separate claims. The two clauses cover the same employee's overtime compensation matter. Although the appendix provides that it prevails for specific compensation matters, it does not clearly state whether it can override the statutory overtime wage provision in the main agreement.\\\"}\"}","{\"document_bundle\": [{\"document_name\": \"Labor Contract Main Agreement\", \"document_version\": \"Version effective January 1, 2024\", \"document_role\": \"Main agreement\", \"document_text\": \"Labor Contract Main Agreement\\nArticle 6 Overtime Management\\n1. Where an employee is arranged to work extended working hours, on rest days, or on statutory holidays due to work needs, prior written approval from the department head is required.\\n2. For approved overtime, overtime wages shall be paid in accordance with national laws and regulations; if compensatory time off is arranged, it shall be handled according to the actual number of compensatory days off.\\n3. Overtime wages are not included in the monthly fixed wages.\\nArticle 12 Effectiveness of Contract Documents\\nThis agreement and its appendices are all integral parts of this contract and have equal legal effect. Where an appendix makes specific provisions on a particular matter, those provisions shall prevail; this agreement does not clearly specify the order of priority when the main agreement and an appendix conflict.\\nArticle 13 Other Matters\\nMatters not covered shall be separately negotiated by both parties.\", \"document_format\": \"docx\"}, {\"document_name\": \"Appendix II: Compensation and Overtime Management Measures\", \"document_version\": \"Version effective January 1, 2024\", \"document_role\": \"Appendix\", \"document_text\": \"Appendix II: Compensation and Overtime Management Measures\\nArticle 3 Overtime Subsidy\\n1. For employees to whom this appendix applies, the company shall pay an overtime subsidy of RMB 800 per month together with wages.\\n2. The overtime subsidy in the preceding paragraph shall be deemed lump-sum compensation for all overtime of the employee in the current month. Where the employee has received the subsidy, the employee shall no longer separately claim overtime wages for extended working hours, rest days, or statutory holidays.\\n3. This appendix applies to sales support, customer service, and project delivery positions.\\nArticle 8 Applicable Relationship\\nThese measures serve as an appendix to the labor contract and are signed simultaneously with the main agreement. For compensation matters not expressly provided for in the main agreement, these measures shall prevail.\", \"document_format\": \"pdf\"}], \"retrieval_question\": \"After a sales support employee works overtime on a rest day, has the monthly RMB 800 overtime subsidy already replaced statutory overtime wages? Which clauses must be returned together in the retrieval results to determine the applicable relationship between the two arrangements?\", \"case_context\": \"The employee is in a sales support position. Both the main contract agreement and the appendix have been signed, but the two documents do not clearly state whether the lump-sum subsidy in the appendix can exclude the main agreement's provision on statutory overtime wages.\"}","{\"gold_evidence_count\": 3, \"required_evidence_pattern\": \"Must simultaneously cover the statutory overtime wage rule in Article 6 of the main agreement, the RMB 800 lump-sum subsidy rule in Article 3 of Appendix II, and the provision in Article 12 of the main agreement regarding the effectiveness relationship between the main agreement and the appendix. Returning only one side will make it impossible to determine whether there is an override and priority application issue.\", \"must_cover_conflict_sides\": true, \"query_variants\": [\"Can the RMB 800 overtime subsidy replace rest-day overtime wages\", \"How should the conflict between the main agreement's overtime wages and the appendix's lump-sum subsidy be applied\", \"Does the overtime subsidy for sales support positions include statutory overtime wages\"]}","{\"retrieval_unit_labels\": [{\"document_name\": \"Labor Contract Main Agreement\", \"document_version\": \"Version effective January 1, 2024\", \"section_label\": \"Article 6 Overtime Management\", \"retrieval_relevance\": \"Required\", \"evidence_necessity\": \"Core\", \"conflict_role\": \"One conflicting side\", \"annotation_rationale\": \"This clause explicitly requires overtime wages to be paid in accordance with law and is core evidence directly contrary to the appendix's lump-sum compensation provision.\"}, {\"document_name\": \"Appendix II: Compensation and Overtime Management Measures\", \"document_version\": \"Version effective January 1, 2024\", \"section_label\": \"Article 3 Overtime Subsidy\", \"retrieval_relevance\": \"Required\", \"evidence_necessity\": \"Core\", \"conflict_role\": \"Other conflicting side\", \"annotation_rationale\": \"This clause defines a fixed subsidy as lump-sum compensation for all overtime and excludes separate claims, and is the other core side of the conflict.\"}, {\"document_name\": \"Labor Contract Main Agreement\", \"document_version\": \"Version effective January 1, 2024\", \"section_label\": \"Article 12 Effectiveness of Contract Documents\", \"retrieval_relevance\": \"Required\", \"evidence_necessity\": \"Core\", \"conflict_role\": \"Priority basis\", \"annotation_rationale\": \"This clause states that the appendix may prevail for specific matters, but at the same time exposes the lack of a clear ranking when the main agreement and the appendix conflict, determining the interpretive scope of the conflict.\"}], \"coverage_score\": 0.98, \"missing_context_risk\": \"High\", \"annotation_quality_note\": \"The three evidence fragments respectively cover both sides of the conflict and the priority background. During evaluation, the position applicability scope in Article 3 of the appendix should be distinguished to avoid incorrectly generalizing the lump-sum rule to all employees.\"}","[{\"evidence_order\": 1, \"document_name\": \"Labor Contract Main Agreement\", \"document_version\": \"Version effective January 1, 2024\", \"section_label\": \"Article 6 Overtime Management\", \"text_excerpt\": \"2. For approved overtime, overtime wages shall be paid in accordance with national laws and regulations; if compensatory time off is arranged, it shall be handled according to the actual number of compensatory days off. 3. Overtime wages are not included in the monthly fixed wages.\", \"evidence_kind\": \"Conflicting clause\", \"source_locator\": \"Page 3, Article 6, paragraphs 2 to 3\", \"evidence_explanation\": \"This fragment establishes the overtime wage rule on the side of the main agreement and is the first conflicting side for determining whether the RMB 800 subsidy can replace statutory overtime wages.\"}, {\"evidence_order\": 2, \"document_name\": \"Appendix II: Compensation and Overtime Management Measures\", \"document_version\": \"Version effective January 1, 2024\", \"section_label\": \"Article 3 Overtime Subsidy\", \"text_excerpt\": \"1. For employees to whom this appendix applies, the company shall pay an overtime subsidy of RMB 800 per month together with wages. 2. The overtime subsidy in the preceding paragraph shall be deemed lump-sum compensation for all overtime of the employee in the current month. Where the employee has received the subsidy, the employee shall no longer separately claim overtime wages for extended working hours, rest days, or statutory holidays.\", \"evidence_kind\": \"Conflicting clause\", \"source_locator\": \"Page 2, Article 3, paragraphs 1 to 2\", \"evidence_explanation\": \"This fragment provides the lump-sum compensation and the effect of excluding separate claims on the side of the appendix. Only when retrieved together with Article 6 of the main agreement can the expression conflict be identified.\"}, {\"evidence_order\": 3, \"document_name\": \"Labor Contract Main Agreement\", \"document_version\": \"Version effective January 1, 2024\", \"section_label\": \"Article 12 Effectiveness of Contract Documents\", \"text_excerpt\": \"This agreement and its appendices are all integral parts of this contract and have equal legal effect. Where an appendix makes specific provisions on a particular matter, those provisions shall prevail; this agreement does not clearly specify the order of priority when the main agreement and an appendix conflict.\", \"evidence_kind\": \"Priority clause\", \"source_locator\": \"Page 5, Article 12\", \"evidence_explanation\": \"This fragment explains why the appendix may have priority for specific matters, while making clear that it does not resolve the complete order of priority when the main agreement and the appendix conflict. It is necessary context for determining that the priority is unclear.\"}]","{\"conflict_present\": true, \"conflict_types\": [\"expression conflict\", \"scope overlap\", \"unclear priority\"], \"conflict_scope\": \"between the main agreement and the appendix\", \"priority_status\": \"priority order unclear\", \"conflict_summary\": \"Article 6 of the main agreement provides that approved overtime for extended working hours, rest days, and statutory holidays shall be paid overtime wages in accordance with law, and overtime wages are not included in fixed wages; Article 3 of Appendix II, however, describes a monthly subsidy of RMB 800 as a lump-sum compensation for all overtime and excludes separate claims. The two clauses cover the same employee's overtime compensation matter. Although the appendix provides that it prevails for specific compensation matters, it does not clearly state whether it can override the statutory overtime wage provision in the main agreement.\"}","{\"case_source\":\"{\\\"document_bundle\\\": [{\\\"document_name\\\": \\\"Labor Contract Main Agreement\\\", \\\"document_version\\\": \\\"Version effective June 1, 2023\\\", \\\"document_role\\\": \\\"Historical version\\\", \\\"document_text\\\": \\\"Labor Contract Main Agreement\\\\nArticle 9 Commuting Transportation Subsidy\\\\n1. Employees whose workplace is more than the company's prescribed standard distance from their residence may enjoy a monthly transportation subsidy of RMB 600.\\\\n2. The transportation subsidy is paid monthly from the date the employee actually attends work and has been included in the allowance items of the payroll.\\\\nArticle 18 Contract Term\\\\nThe contract is valid from June 1, 2023 to May 31, 2026.\\\", \\\"document_format\\\": \\\"pdf\\\"}, {\\\"document_name\\\": \\\"Labor Contract Supplementary Agreement (II)\\\", \\\"document_version\\\": \\\"Version signed June 20, 2024\\\", \\\"document_role\\\": \\\"Supplementary agreement\\\", \\\"document_text\\\": \\\"Labor Contract Supplementary Agreement (II)\\\\nArticle 2 Adjustment of Commuting Transportation Subsidy\\\\nFrom the date of signing this supplementary agreement, the monthly RMB 600 commuting transportation subsidy provided in Article 9 of the original labor contract shall be cancelled. Employees shall instead apply the company's unified remote work transportation policy.\\\\nArticle 5 Effectiveness and Replacement\\\\nThis supplementary agreement takes effect after being signed or sealed by both parties and has equal effect with the original labor contract; where it is inconsistent with the original labor contract, this supplementary agreement shall prevail.\\\", \\\"document_format\\\": \\\"docx\\\"}, {\\\"document_name\\\": \\\"Remote Work Transportation Policy Transition Arrangement\\\", \\\"document_version\\\": \\\"Version issued June 20, 2024\\\", \\\"document_role\\\": \\\"Appendix\\\", \\\"document_text\\\": \\\"Remote Work Transportation Policy Transition Arrangement\\\\nArticle 4 Transition Period\\\\nTo avoid the impact of policy switching, employees who have signed the labor contract supplementary agreement shall still enjoy the commuting transportation subsidy under the original labor contract before July 1, 2024. From July 1, 2024, the remote work transportation policy shall apply uniformly.\\\\nArticle 6 Document Relationship\\\\nThis arrangement is implemented as an appendix to the remote work transportation policy; if the effective date provisions of this arrangement and an individual supplementary agreement are inconsistent, the human resources department shall separately confirm.\\\", \\\"document_format\\\": \\\"pdf\\\"}], \\\"retrieval_question\\\": \\\"The employee continued to attend work at the original office location from June 25 to June 30, 2024. Has the commuting transportation subsidy already been cancelled because the supplementary agreement was signed on June 20? Which versions and transition clauses should be retrieved simultaneously?\\\", \\\"case_context\\\": \\\"The employee signed the supplementary agreement on June 20, 2024, and continued to attend work at the original office location from June 25 to June 30. The supplementary agreement provides that signing immediately cancels the old subsidy, but the transition arrangement issued on the same day provides that supplementary agreement employees still follow the original contract before July 1.\\\"}\",\"retrieval_target\":\"{\\\"gold_evidence_count\\\": 3, \\\"required_evidence_pattern\\\": \\\"Must simultaneously cover the original subsidy content in Article 9 of the 2023 main agreement, the cancellation and replacement rules in the June 20, 2024 supplementary agreement, and the provision in the same-day transition arrangement that the original rules continue to apply before July 1, 2024. Version dates and transition deadlines must be retained.\\\", \\\"must_cover_conflict_sides\\\": true, \\\"query_variants\\\": [\\\"Is the commuting subsidy cancelled from June 25 to 30, 2024\\\", \\\"Which prevails: the supplementary agreement effective upon signing or the July 1 transition period\\\", \\\"How do the historical labor contract transportation subsidy and the remote work policy connect\\\"]}\",\"evaluation_labels\":\"{\\\"retrieval_unit_labels\\\": [{\\\"document_name\\\": \\\"Labor Contract Main Agreement\\\", \\\"document_version\\\": \\\"Version effective June 1, 2023\\\", \\\"section_label\\\": \\\"Article 9 Commuting Transportation Subsidy\\\", \\\"retrieval_relevance\\\": \\\"Required\\\", \\\"evidence_necessity\\\": \\\"Core\\\", \\\"conflict_role\\\": \\\"Version basis\\\", \\\"annotation_rationale\\\": \\\"This clause is the original rule jointly referenced by the supplementary agreement and the transition arrangement; without it, it is impossible to determine what exactly the original contract benefit referred to by the transition arrangement is.\\\"}, {\\\"document_name\\\": \\\"Labor Contract Supplementary Agreement (II)\\\", \\\"document_version\\\": \\\"Version signed June 20, 2024\\\", \\\"section_label\\\": \\\"Articles 2 and 5 Adjustment of Commuting Transportation Subsidy and Effectiveness and Replacement\\\", \\\"retrieval_relevance\\\": \\\"Required\\\", \\\"evidence_necessity\\\": \\\"Core\\\", \\\"conflict_role\\\": \\\"One conflicting side\\\", \\\"annotation_rationale\\\": \\\"This supplementary agreement clearly provides that signing immediately cancels the RMB 600 subsidy and asserts its own priority, constituting one side of the transition-period conflict.\\\"}, {\\\"document_name\\\": \\\"Remote Work Transportation Policy Transition Arrangement\\\", \\\"document_version\\\": \\\"Version issued June 20, 2024\\\", \\\"section_label\\\": \\\"Articles 4 and 6 Transition Period and Document Relationship\\\", \\\"retrieval_relevance\\\": \\\"Required\\\", \\\"evidence_necessity\\\": \\\"Core\\\", \\\"conflict_role\\\": \\\"Other conflicting side\\\", \\\"annotation_rationale\\\": \\\"This appendix provides that the original subsidy continues to be enjoyed before July 1 and requires separate confirmation where dates are inconsistent with the supplementary agreement, and is the other side of the conflict and the temporal application basis.\\\"}], \\\"coverage_score\\\": 0.99, \\\"missing_context_risk\\\": \\\"High\\\", \\\"annotation_quality_note\\\": \\\"This case must retain the versions and effective dates of all three documents and cannot return only the latest document. The historical version is not irrelevant background but the overridden clause expressly referenced by the transition arrangement; June 20 to June 30 is the key time window for determining the conflict.\\\"}\",\"evidence_fragments\":\"[{\\\"evidence_order\\\": 1, \\\"document_name\\\": \\\"Labor Contract Main Agreement\\\", \\\"document_version\\\": \\\"Version effective June 1, 2023\\\", \\\"section_label\\\": \\\"Article 9 Commuting Transportation Subsidy\\\", \\\"text_excerpt\\\": \\\"1. Employees whose workplace is more than the company's prescribed standard distance from their residence may enjoy a monthly transportation subsidy of RMB 600. 2. The transportation subsidy is paid monthly from the date the employee actually attends work and has been included in the allowance items of the payroll.\\\", \\\"evidence_kind\\\": \\\"Overridden clause\\\", \\\"source_locator\\\": \\\"Page 2, Article 9, paragraphs 1 to 2\\\", \\\"evidence_explanation\\\": \\\"This historical version provides the original rights basis that may continue to apply during the transition period, and is also the specific clause said by the supplementary agreement to be cancelled.\\\"}, {\\\"evidence_order\\\": 2, \\\"document_name\\\": \\\"Labor Contract Supplementary Agreement (II)\\\", \\\"document_version\\\": \\\"Version signed June 20, 2024\\\", \\\"section_label\\\": \\\"Articles 2 and 5 Adjustment of Commuting Transportation Subsidy and Effectiveness and Replacement\\\", \\\"text_excerpt\\\": \\\"From the date of signing this supplementary agreement, the monthly RMB 600 commuting transportation subsidy provided in Article 9 of the original labor contract shall be cancelled. Employees shall instead apply the company's unified remote work transportation policy. Where inconsistent with the original labor contract, this supplementary agreement shall prevail.\\\", \\\"evidence_kind\\\": \\\"Conflicting clause\\\", \\\"source_locator\\\": \\\"Page 1, Articles 2 and 5\\\", \\\"evidence_explanation\\\": \\\"This fragment asserts that signing the supplementary agreement immediately cancels the old subsidy and establishes the supplementary agreement's priority. It is the first current rule in the transition-period conflict.\\\"}, {\\\"evidence_order\\\": 3, \\\"document_name\\\": \\\"Remote Work Transportation Policy Transition Arrangement\\\", \\\"document_version\\\": \\\"Version issued June 20, 2024\\\", \\\"section_label\\\": \\\"Articles 4 and 6 Transition Period and Document Relationship\\\", \\\"text_excerpt\\\": \\\"Employees who have signed the labor contract supplementary agreement shall still enjoy the commuting transportation subsidy under the original labor contract before July 1, 2024. From July 1, 2024, the remote work transportation policy shall apply uniformly. If the effective date provisions of this arrangement and an individual supplementary agreement are inconsistent, the human resources department shall separately confirm.\\\", \\\"evidence_kind\\\": \\\"Priority clause\\\", \\\"source_locator\\\": \\\"Page 2, Articles 4 and 6\\\", \\\"evidence_explanation\\\": \\\"This fragment keeps the subsidy until July 1 but leaves inconsistent effective dates to be confirmed by the human resources department, directly creating a temporal and priority conflict with the clause providing that the supplementary agreement takes effect upon signing.\\\"}]\",\"conflict_assessment\":\"{\\\"conflict_present\\\": true, \\\"conflict_types\\\": [\\\"expression conflict\\\", \\\"unclear priority\\\", \\\"time version conflict\\\"], \\\"conflict_scope\\\": \\\"multiple relationships\\\", \\\"priority_status\\\": \\\"priority order unclear\\\", \\\"conflict_summary\\\": \\\"The 2023 historical version provides that eligible employees enjoy a monthly commuting transportation subsidy of RMB 600; the supplementary agreement dated June 20, 2024 provides that the subsidy is cancelled from the date of signing and states that where it is inconsistent with the original contract, the supplementary agreement shall prevail; the transition arrangement issued on the same day, however, provides that employees who have signed the supplementary agreement still enjoy the subsidy under the original contract before July 1, 2024. The three documents directly conflict regarding the applicable rules for the transition period from June 20 to June 30, 2024, and the transition arrangement requires separate confirmation by the human resources department without giving a clear priority order.\\\"}\"}","MOBIUSI INC","https:\u002F\u002Fstatic.mobiusi.com\u002Fmobiwusi\u002F20250829\u002F7bf4ac62b4533e2b809998a6f1c5491e.png?Expires=1792463130&OSSAccessKeyId=LTAI5tH8MQqhgeiAtrzCHrxM&Signature=v6Tr8jBrdm4s5wU1SnnyGsYg%2Bhw%3D&x-oss-process=image%2Fresize%2Cm_fill%2Cw_35%2Ch_35",[670,676],{"type":671,"title":672,"count_data":673},"bar","Length distribution",[674],{"name":675,"value":483},"1k lower",{"type":677,"title":678,"count_data":679},"pie","Language distribution",[680],{"name":681,"value":483},"English"]