劳动纠纷案例汇编 | 法宝双语案例

北大法律信息网推出“法宝双语案例”栏目。本栏目选取近期热门司法案例进行双语发布，每两周一期，欢迎关注！感谢新老朋友对北大法律信息网的大力支持，我们会持续为大家提供更好的法律信息服务。本周推送第八十三期，主要关注涉劳动纠纷案例！

本期双语案例推送许志钢与北京东进记录科技有限公司劳动争议纠纷上诉案等涉劳动纠纷案例。

目录

Contents

1.许志钢与北京东进记录科技有限公司劳动争议纠纷上诉案

Xu Zhigang v. Beijing Dongjin Jilu Technology Co., Ltd. (appeal case regarding labor dispute)

2.梁介树因医疗期延续劳动合同诉南京乐府餐饮管理有限公司劳动争议案

Liang Jieshu v. Nanjing Yuefu Catering Management Co., Ltd. (case regarding dispute over the extension of labor contract during the medical treatment period)

3.泰花公司因拒与将满十年工龄职工签订无固定期限劳动合同诉张国友劳动合同纠纷案

Wuxi Thaihua Starch Co., Ltd. v. Zhang Guoyou (case regarding dispute over the refusal of a company to sign the non-fixed-term labor contract with the employee who has already worked for the employer for 10 full years consecutively)

一、许志钢与北京东进记录科技有限公司劳动争议纠纷上诉案

Xu Zhigang v. Beijing Dongjin Jilu Technology Co., Ltd. (appeal case regarding labor dispute)

【裁判摘要】

劳动者与用人单位之间的劳动法律关系应当遵循诚实信用原则，共同维护良好的劳资关系，促进单位和员工利益的共同提升。劳动者有权针对公司的制度等问题公开发表意见，但是，劳动者的言论不应当超过言论自由的合理边界。如果劳动者针对用人单位发布的不当言论含有侮辱、谩骂等词语，明显超过了合理的范畴，则用人单位可以据此解除劳动合同。

[Judgment Abstract]

The relationship between the employee and the employer should be established under the principle of good faith in order to jointly maintain a good labor relationship and promote mutual interests. Employees have the right to publicly express their opinions on the policies of their companies or other issues, yet those comments should not cross the line of freedom of expression. If an employee goes too far in his inappropriate comments containing insulting and abusive words for the employer, the employer may then dissolve the labor contract between them accordingly.

【法宝引证码】CLI.C.10013224

[CLI Code] CLI.C.10013224 (EN)  

二、梁介树因医疗期延续劳动合同诉南京乐府餐饮管理有限公司劳动争议案

Liang Jieshu v. Nanjing Yuefu Catering Management Co., Ltd. (case regarding dispute over the extension of labor contract during the medical treatment period)

【裁判摘要】

医疗期是指企业职工因患病或非因工负伤停止工作治病休息不得解除劳动合同的时限。患有癌症精神病等难以治疗的特殊疾病的劳动者，应当享受24个月的医疗期。《劳动法》第二十六条第一款、《劳动合同法》第四十条第一款等都规定，劳动者患病或者非因工负伤，医疗期满后，用人单位可以解除劳动合同。就是说，医疗期内劳动合同期满，劳动合同应当延续至医疗期满时终止。但是，劳动者提出解除，或者双方协商解除，或者用人单位依据《劳动合同法》第三十九条规定解除劳动合同的除外。用人单位在医疗期内违法解除或者终止劳动合同，劳动者起诉要求继续履行劳动合同的，人民法院应当判决撤销用人单位的解除或者终止通知书。

[Judgment Abstract]

The medical treatment period refers to the time limit within which an employer is not allowed to rescind the labor contract with an employee who leaves work for medical treatment due to his contracting of diseases or suffering of injuries irrelevant to work. Employees with specially intractable diseases such as cancer and mental diseases, should be entitled to a 24-month medical treatment period. According to the first paragraph of Article 26 of the Labor Law and the first paragraph of Article 40 of the Labor Contract Law, the employer may rescind the labor contract with an employee who is ill or injured beyond the working time until the completion of his medical treatment. In other words, if a labor contract expires during an employee's medical treatment period, it should be extended till the completion of the medical treatment, except for the following circumstances: 1) the employee proposes to terminate the labor contract; or 2) both parties agree to terminate the labor contract; or 3) the employer rescinds the labor contract in accordance with Article 39 of the Labor Contract Law. Where the employer illegally terminates or rescinds the labor contract during an employee's medical treatment period, and the employee brings a lawsuit for continued performance of the labor contract, the people's court should support the employee and revoke the employer's notice of recession or termination.

【法宝引证码】CLI.C.4057280 

[CLI Code] CLI.C.4057280 (EN)   

三、泰花公司因拒与将满十年工龄职工签订无固定期限劳动合同诉张国友劳动合同纠纷案

Wuxi Thaihua Starch Co., Ltd. v. Zhang Guoyou (case regarding dispute over the refusal of a company to sign the unfixed-term labor contract with the employee who has already worked for the employer for 10 consecutive years)

【裁判要旨】

《中华人民共和国劳动合同法》第十四条规定，劳动者在用人单位连续工作满十年的，劳动者提出或者同意续订、订立劳动合同的，除劳动者提出订立固定期限劳动合同外，应当订立无固定期限劳动合同。可见，与为企业长期贡献的职工赋予保护，是企业的法定义务，企业不得使用不正当手段、不正当理由予以拒绝。因此，劳动者在用人单位连续工作十年，提出与单位订立无固定期限劳动合同的，具有法律依据，用人单位即应当与员工订立无固定期限劳动合同，无须单位的合意。

[Judgment Abstract]

In accordance with Article 14 of the Labor Contract Law of the People's Republic of China, where the employee who has already worked for the employer for 10 consecutive years proposes or agrees to renew or conclude a labor contract, a labor contract without a fixed term shall be concluded unless the employee proposes to conclude a fixed-term labor contract. Obviously, it is the employers' legal obligation to protect their employees who has served a long term for them and they should not refuse to perform such obligation by improper means or without good cause. Therefore, where an employee who has worked for an employer for 10 consecutive years proposes to conclude a non-fixed-term labor contract with the employer, such request should be supported in no want of the employer's consent since it’s legally grounded.

【法宝引证码】CLI.C.4057161

[CLI Code] CLI.C.4057161 (EN)  

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