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法律风险预控警示快讯之二:劳动纠纷风险提示
 
发布时间: 2013-10-28 [特大 ]


一、法律风险案例 

1.案例介绍

    吴某原在甲单位工作了9年。经人介绍,吴某拟到×设计院工作,×设计院经约面谈后同意招用;吴某即在未领取经济补偿的情况下与甲单位解除了劳动关系;其后,×设计院与吴某签订了5年期的劳动合同;同时,×设计院以《商调函》形式,将吴某的人事档案自甲单位一并转至×设计院。

    Mr Wu has worked in one company for nine years and was introduced to hop to XX Design Institute.  After the interview, XX Design Institute agreed to hire him so Wu quitted his labor relations with former company without receiving any economy compensation. Thereafter, Wu signed a 5-year labor contract with XX Design Institute; at the same time, XX Design Institute transferred Wu’s personnel file from that company to XX Design Institute by the way of business transfer letter.

    吴某在×设计院工作的2年中,由于考核不达标,经×设计院调整工作岗位后,仍不能胜任工作。根据《劳动合同法》,×设计院提前30天并书面通知吴某解除劳动合同,且×设计院同意支付吴某2个月工资的经济补偿。

    In the two years of Wu’s working in XX Design Institute work, because of his unqualified assessment, and after XX Design Institute adjusted his job, Wu was still not competent for the job. According to "Labor Contract Law", XX Design Institute notified Wu 30 days ahead and quit his labor contract, meanwhile, XX Design Institute agreed to pay Wu two month salary as economy compensation.

    吴某虽同意解除劳动合同,但吴某以其调入×设计院属于“调动”,故其在甲单位的工作年限应合并计算,并应由×设计院支付11个月工资的经济补偿。因双方就吴某的经济补偿年限未能协商一致,吴某通过劳动仲裁后,一纸诉状将×设计院诉至法院。

    Although Wu agreed to quit his labor contract, but Wu insisted that his transferring into XX Design Institute belongs to "transfer", so his years of working in former company should be calculated in merger, and XX Design Institute should pay him economy compensation of 11 monthly salaries. For both sides could not conclude agreement about the compensation years, after the labor arbitration, Wu appealed the court to complain against XX Design Institute.

    法院经审理认为,因×设计院给甲单位出具的《商调函》曾提及“因工作需要,拟商调吴某至×设计院,如你单位同意调出,请将该同志的全部档案及现实表现一并寄来”,而×设计院对此未能提交相反证据,法院则依据现有证据确认吴某系非因本人原因从甲单位被安排到×设计院工作,故×设计院应将吴某在甲单位的工作年限连续计算入×设计院支付经济补偿的工作年限,并据以判由×设计院向吴某支付11个月工资的经济补偿。

    According to the court trial, in the Business Transfer Letter, XX Design Institute once mentioned because of the job requirement, we plan to transfer Wu to XX Design Institute, if you agree, please send to us all his personal files ", what’s more, XX Design Institute failed to submit contrary evidence. Therefore, under the current evidence, the court deemed Wu’s transferring to XX Design Institute is to be arranged, but not at his own will, so XX Design Institute should calculate his working years continuously and pay him economy compensation as much as 11 months of salary.

2.案例分析

Case Analysis

    当前的劳动用工市场呈现比较突出的情况是:“人员流动性大”,尤其是设计行业的设计人员。

The specific characteristic of current labor market is “great personal mobility”, especially for the designers in building design industry.

    用人单位在招用这部分人员(下称应聘人员)的过程中,一般会将应聘人员的人事档案一并转入。而用人单位在转入应聘人员的人事档案时,确存在涉及有关“被安排”的法律风险,即《劳动合同法实施条例》第9条之规定:“劳动者非因本人原因从原单位被安排到新用人单位的,劳动者在原用人单位的工作年限合并计算为新用人单位的工作年限”。

    When companies hirring new employees, they will also transfer in their personal files, and in this process, there really exist some legal risks about the “to be arranged”, which has been regulated in the ninth supervision of “Implementing regulations of labor contract law”:  If the labor is arranged to a new employing unit but not at one’s own will, the working years in former unit should be calculated by new unit in aggregation as one’s working years.  

二、预控风险的建议

The advice to pre-control the risk

    为预控劳动用工风险,经集团证劵法务部、集团人力资源部、外聘北京市明诚律师事务所和北京亿中律师事务所等四个部门相关人员共同商讨,一致认为预控招聘风险的建议如下:

    In order to pre-control the labor and employment risks, after the discussion of Group Security and Legal Department, Group HR Department and external law firms (Beijing Professional Business Law Office and Beijing Yizhong Law Firm), the suggestion of pre-control the recruitment risk is as followed,

    在招聘人员时,应注意以下四个环节:

    The following four areas should be pay attention to in the recruitment,

    1、用人单位在招聘人员时,除由应聘人员提交《个人简历》,并填写《应聘申请表》外,还须提交由其本人签名的《求职信》。

    Employing unit should ask the candidates to submit personal resume, candidate application form, and additional, the cover letter is also needed.

    2、用人单位确定录用后,除应届毕业生外,应聘人员均需提供与原单位解除劳动关系的证明。

    Once the employing unit decides to hire the candidate, if he or she is not graduates in that year, he or she should submit the proof of quitting employment relationship with the original unit.

    3、如需办理人事档案转移手续的,用人单位应在应聘人员提交一份由其本人签名的《转移档案申请》后,再填写《商调函》办理其人事档案转移的相关手续。

    For personnel file transfer procedures, the employing unit should fill in the business transfer letter after the candidate submitting the transfer file application and signed by himself.

    4、用人单位在与应聘人员签署劳动合同时,须在合同“当事人约定的其他内容”条款处,注明:“乙方(即应聘人员)确认与原单位已办结有关劳动合同解除/终止的各项手续。”

    When the employing unit signing the labor contract with the candidate, the employing unit should indicate “the candidate has confirmed that the procedures of terminating labor contract with the original unit has completed” on the item of “other content agreed by the parties” of the contract.
 
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