法邦网-律师动态

<p><b><span style="font-size:12.0pt;font-family:宋体;mso-bidi-font-family:宋体;color:#171717; mso-themecolor:background2;mso-themeshade:26;letter-spacing:.75pt;border:none windowtext 1.0pt; mso-border-alt:none windowtext 0cm;padding:0cm;mso-font-kerning:0pt">&nbsp;劳动合同的两种解除方式</span></b><br/></p><p class="MsoNormal" style="line-height:18.0pt;mso-pagination:widow-orphan"><b><span lang="EN-US" style="font-size:12.0pt;font-family:宋体;mso-bidi-font-family:宋体; color:#171717;mso-themecolor:background2;mso-themeshade:26;letter-spacing:.75pt; border:none windowtext 1.0pt;mso-border-alt:none windowtext 0cm;padding:0cm; mso-font-kerning:0pt"><o:p>&nbsp;</o:p></span></b></p><p class="MsoNormal" style="line-height:18.0pt;mso-pagination:widow-orphan"><b><span lang="EN-US" style="font-size:12.0pt;font-family:宋体;mso-bidi-font-family:宋体; color:#171717;mso-themecolor:background2;mso-themeshade:26;letter-spacing:.75pt; border:none windowtext 1.0pt;mso-border-alt:none windowtext 0cm;padding:0cm; mso-font-kerning:0pt">(</span></b><b><span style="font-size:12.0pt;font-family: 宋体;mso-bidi-font-family:宋体;color:#171717;mso-themecolor:background2;mso-themeshade: 26;letter-spacing:.75pt;border:none windowtext 1.0pt;mso-border-alt:none windowtext 0cm; padding:0cm;mso-font-kerning:0pt">一<span lang="EN-US">)</span>、用人单位单方解除劳动合同，又称为辞退或解雇，必须符合法定条件和按照法定程序进行。解除行为可分为过错性辞退、非过错性辞退和经济性裁员三类。<span lang="EN-US"><o:p></o:p></span></span></b></p><p class="MsoNormal" style="line-height:18.0pt;mso-pagination:widow-orphan"><b><span lang="EN-US" style="font-size:12.0pt;font-family:宋体;mso-bidi-font-family:宋体; color:#171717;mso-themecolor:background2;mso-themeshade:26;letter-spacing:.75pt; border:none windowtext 1.0pt;mso-border-alt:none windowtext 0cm;padding:0cm; mso-font-kerning:0pt"><o:p>&nbsp;</o:p></span></b></p><p class="MsoNormal" style="line-height:18.0pt;mso-pagination:widow-orphan"><b><span lang="EN-US" style="font-size:12.0pt;font-family:宋体;mso-bidi-font-family:宋体; color:#171717;mso-themecolor:background2;mso-themeshade:26;letter-spacing:.75pt; border:none windowtext 1.0pt;mso-border-alt:none windowtext 0cm;padding:0cm; mso-font-kerning:0pt">1</span></b><b><span style="font-size:12.0pt;font-family: 宋体;mso-bidi-font-family:宋体;color:#171717;mso-themecolor:background2;mso-themeshade: 26;letter-spacing:.75pt;border:none windowtext 1.0pt;mso-border-alt:none windowtext 0cm; padding:0cm;mso-font-kerning:0pt">、过错性辞退即劳动者一方当事人存在主观过错行为<span lang="EN-US">.</span>用人单位有权解除劳动合同，而无须征得他人的意见，也不必履行特别的程序，更不存在经济补偿问题。它主要表现为：在试用期间被证明不符合录用条件的<span lang="EN-US">;</span>严重违反劳动纪律或者用人单位规章制度的<span lang="EN-US">;</span>严重失职，营私舞弊，对用人单位造成重大损害的<span lang="EN-US">;</span>被依法追究刑事责任的。我认为，立法目的很明确，但在实践中很容易被某些用人单位不当利用，比如现在有些用人单位往往试用期上做手脚，把试用期工资定得很低，等试用期快结束时<span lang="EN-US">,</span>单位负责人就以员工不符合录用条件为由单方面解除合同。另外，用人单位所约定的录用条件也不能违反国家法律法规的规定以及公序良俗，象以“酒量半斤以上”作为录用条件显然是无效的。<span lang="EN-US"><o:p></o:p></span></span></b></p><p class="MsoNormal" style="line-height:18.0pt;mso-pagination:widow-orphan"><b><span lang="EN-US" style="font-size:12.0pt;font-family:宋体;mso-bidi-font-family:宋体; color:#171717;mso-themecolor:background2;mso-themeshade:26;letter-spacing:.75pt; border:none windowtext 1.0pt;mso-border-alt:none windowtext 0cm;padding:0cm; mso-font-kerning:0pt"><o:p>&nbsp;</o:p></span></b></p><p class="MsoNormal" style="line-height:18.0pt;mso-pagination:widow-orphan"><b><span lang="EN-US" style="font-size:12.0pt;font-family:宋体;mso-bidi-font-family:宋体; color:#171717;mso-themecolor:background2;mso-themeshade:26;letter-spacing:.75pt; border:none windowtext 1.0pt;mso-border-alt:none windowtext 0cm;padding:0cm; mso-font-kerning:0pt">2</span></b><b><span style="font-size:12.0pt;font-family: 宋体;mso-bidi-font-family:宋体;color:#171717;mso-themecolor:background2;mso-themeshade: 26;letter-spacing:.75pt;border:none windowtext 1.0pt;mso-border-alt:none windowtext 0cm; padding:0cm;mso-font-kerning:0pt">、非过错性辞退。用人单位有权解除劳动合同，但须提前<span lang="EN-US">30</span>日以书面形式通知劳动者本人。主要形式为：患病或者非因工负伤，医疗期满后，不能从事原工作也不能从事用人单位另行安排的工作的<span lang="EN-US">;</span>劳动者不能胜任工作，经过培训或者调整工作岗位，仍不能胜任工作的<span lang="EN-US">;</span>劳动合同订立时所依据的客观条件发生重大变化，致使原劳动合同无法履行，经当事人协商不能就变更劳动合同达成协议的。在前两种情况下<span lang="EN-US">,</span>因劳动者不胜任工作<span lang="EN-US">,</span>无法实现劳动过程<span lang="EN-US">,</span>劳动合同解除当属情理之中，而最后一种情况则是情势变更原则在劳动合同中的体现。我个人认为，用人单位在解除合同时应尽早通知劳动者以便于劳动者重新找工作，同时应给劳动者以各项经济补偿。<span lang="EN-US"><o:p></o:p></span></span></b></p><p class="MsoNormal" style="line-height:18.0pt;mso-pagination:widow-orphan"><b><span lang="EN-US" style="font-size:12.0pt;font-family:宋体;mso-bidi-font-family:宋体; color:#171717;mso-themecolor:background2;mso-themeshade:26;letter-spacing:.75pt; border:none windowtext 1.0pt;mso-border-alt:none windowtext 0cm;padding:0cm; mso-font-kerning:0pt"><o:p>&nbsp;</o:p></span></b></p><p class="MsoNormal" style="line-height: 18pt;"><b><span lang="EN-US" style="font-size:12.0pt;font-family:宋体;mso-bidi-font-family:宋体; color:#171717;mso-themecolor:background2;mso-themeshade:26;letter-spacing:.75pt; border:none windowtext 1.0pt;mso-border-alt:none windowtext 0cm;padding:0cm; mso-font-kerning:0pt">3</span></b><b><span style="font-size:12.0pt;font-family: 宋体;mso-bidi-font-family:宋体;color:#171717;mso-themecolor:background2;mso-themeshade: 26;letter-spacing:.75pt;border:none windowtext 1.0pt;mso-border-alt:none windowtext 0cm; padding:0cm;mso-font-kerning:0pt">、经济性裁员。用人单位生产经营状况发生严重困难<span lang="EN-US">,</span>需裁减人员。由于在经济性裁员时往往涉及很多劳动者，为了防止企业滥用“经济裁员”的名义裁减人员，所以必须严明法定条件和严格的法定程序<span lang="EN-US">[1]</span>。我认为企业在经济裁员时首先要提前向全体职工说明情况，并提供有关生产经营状况的资料，然后提出裁减人员的方案。方案的内容应包括：被裁减人员的名单，裁减时间及实施步骤，对符合法律规定和集体合同规定的被裁减人员的经济补偿办法。接着将裁减人员方案征求全体职工的意见，并对方案进行修改和完善，接下来向当地劳动行政部门报告裁减人员方案以及全体职工的意见，并听取劳动行政部门的意见，最后由用人单位正式公布裁减人员方案，与被裁减人员办理解除劳动合同手续，按照有关规定向被裁减人员支付经济补偿金，出具裁减人员证明书。毕竟个人处于弱势地位，从人道上讲用人单位有条件的话，应该为被裁减人员提供培训或者就业帮助。<span lang="EN-US"><o:p></o:p></span></span></b></p>