勞動(dong)合同(tong)怎么簽？千名受訪者八成“一知半(ban)解”

    調查說明

    作為普通勞(lao)動者，您(nin)(nin)對相關的法律法規知(zhi)道多少？您(nin)(nin)知(zhi)道勞(lao)動合同怎么簽(qian)？加班(ban)工(gong)資(zi)怎么算？離職時該怎么做？如果(guo)是女士，您(nin)(nin)知(zhi)不知(zhi)道自己擁有(you)什么“特權”？還有(you)，當您(nin)(nin)的勞(lao)動權益(yi)遭侵(qin)犯時，您(nin)(nin)該怎么辦？

    近日，解放日報(bao)社會調(diao)(diao)(diao)查(cha)中(zhong)心聯合KuRunData中(zhong)國(guo)在線(xian)調(diao)(diao)(diao)研，進(jin)行了一項(xiang)有關勞動(dong)者權益保護知曉度(du)的調(diao)(diao)(diao)查(cha)。調(diao)(diao)(diao)查(cha)采取在線(xian)方(fang)式(shi)，選取樣本(ben)共1000份，兼顧各(ge)年齡層勞動(dong)者，年齡分(fen)布為：22—35歲(sui)400份；36—45歲(sui)300份；46—55歲(sui)300份。

    受訪者中，工作單(dan)位性質以(yi)民營（私營）企業(ye)居多，占(zhan)(zhan)(zhan)44.6%；其次(ci)是事業(ye)單(dan)位，占(zhan)(zhan)(zhan)21.6%；第三位是國(guo)資(zi)企業(ye)，占(zhan)(zhan)(zhan)18.2%；國(guo)家機(ji)關(guan)占(zhan)(zhan)(zhan)7.1%；外(wai)商投(tou)資(zi)企業(ye)（含獨資(zi)企業(ye)）占(zhan)(zhan)(zhan)6.4%；股(gu)份制企業(ye)占(zhan)(zhan)(zhan)2.1%。對單(dan)位執行勞(lao)動法律(lv)法規的(de)總體情況，54.1%的(de)受訪者認為“一(yi)般”，認為“好”的(de)占(zhan)(zhan)(zhan)37.2%，其余8.7%則表示“不好”。

    超七成受訪者注重勞動合同

    在回答(da)“您覺得(de)入職時(shi)，最關鍵(jian)要看”這一多選(xuan)題時(shi)，在列(lie)出的(de)(de)(de)8個選(xuan)項中，“用人單位(wei)是(shi)否簽(qian)訂勞動合同”“用人單位(wei)是(shi)否繳納‘五險一金’”并列(lie)排名第一，均有72.5%的(de)(de)(de)選(xuan)擇(ze)；排在第三位(wei)的(de)(de)(de)是(shi)“薪酬標準與福利(li)待遇”，有64.1%的(de)(de)(de)選(xuan)擇(ze)；除(chu)此之外(wai)，單位(wei)制定的(de)(de)(de)規章制度是(shi)否合理、能否提供安全生產（辦公）環(huan)境、崗位(wei)職責描(miao)述是(shi)否清(qing)晰等(deng)均不(bu)相(xiang)(xiang)上下(xia)；也有近兩成的(de)(de)(de)人關注“老(lao)板人品(pin)”；不(bu)過，也有約一成的(de)(de)(de)人相(xiang)(xiang)對消極，認為“能找到工(gong)作(zuo)已經蠻(man)好了，考慮(lv)不(bu)了那么(me)多，先做起來再說”。

   ; 對于簽訂(ding)勞動(dong)合(he)同時要注(zhu)意什么，55.9%的(de)受訪(fang)者(zhe)表示(shi)(shi)“知道(dao)一點”；22.3%的(de)受訪(fang)者(zhe)表示(shi)(shi)“不(bu)太(tai)清楚”；另有(you)21.8%的(de)受訪(fang)者(zhe)則無奈表示(shi)(shi)，“都是單位起草(cao)的(de)，即便看出里面有(you)不(bu)合(he)理(li)甚(shen)至(zhi)‘霸王’條款，又能怎(zen)樣？工作不(bu)好找，為了工作還得簽。”

    勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)(he)(he)同中，一般都會約(yue)(yue)定(ding)(ding)(ding)試(shi)(shi)用(yong)(yong)期(qi)(qi)(qi)(qi)。所謂試(shi)(shi)用(yong)(yong)期(qi)(qi)(qi)(qi)，是用(yong)(yong)人單(dan)(dan)位(wei)和(he)勞(lao)(lao)(lao)動(dong)(dong)者建立勞(lao)(lao)(lao)動(dong)(dong)關系后(hou)，雙(shuang)方為相互(hu)了解而協商約(yue)(yue)定(ding)(ding)(ding)的(de)(de)考(kao)察(cha)期(qi)(qi)(qi)(qi)限。但考(kao)察(cha)期(qi)(qi)(qi)(qi)限的(de)(de)長短(duan)，以(yi)(yi)及試(shi)(shi)用(yong)(yong)期(qi)(qi)(qi)(qi)的(de)(de)工(gong)(gong)資，用(yong)(yong)工(gong)(gong)單(dan)(dan)位(wei)須按照相關法律法規來約(yue)(yue)定(ding)(ding)(ding)。法律規定(ding)(ding)(ding)：勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)(he)(he)同期(qi)(qi)(qi)(qi)限3個(ge)(ge)月以(yi)(yi)上不(bu)(bu)滿(man)1年(nian)(nian)的(de)(de)，試(shi)(shi)用(yong)(yong)期(qi)(qi)(qi)(qi)不(bu)(bu)得(de)超過1個(ge)(ge)月；勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)(he)(he)同期(qi)(qi)(qi)(qi)限1年(nian)(nian)以(yi)(yi)上不(bu)(bu)滿(man)3年(nian)(nian)的(de)(de)，試(shi)(shi)用(yong)(yong)期(qi)(qi)(qi)(qi)不(bu)(bu)得(de)超過2個(ge)(ge)月；3年(nian)(nian)以(yi)(yi)上固定(ding)(ding)(ding)期(qi)(qi)(qi)(qi)限和(he)無固定(ding)(ding)(ding)期(qi)(qi)(qi)(qi)限的(de)(de)勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)(he)(he)同，試(shi)(shi)用(yong)(yong)期(qi)(qi)(qi)(qi)不(bu)(bu)得(de)超過6個(ge)(ge)月。試(shi)(shi)用(yong)(yong)期(qi)(qi)(qi)(qi)限應包含在(zai)勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)(he)(he)同期(qi)(qi)(qi)(qi)限之內；勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)(he)(he)同當事人僅約(yue)(yue)定(ding)(ding)(ding)試(shi)(shi)用(yong)(yong)期(qi)(qi)(qi)(qi)的(de)(de)，試(shi)(shi)用(yong)(yong)期(qi)(qi)(qi)(qi)不(bu)(bu)成立，該(gai)期(qi)(qi)(qi)(qi)限即(ji)為勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)(he)(he)同期(qi)(qi)(qi)(qi)限。另(ling)外，下列(lie)情(qing)形(xing)不(bu)(bu)得(de)約(yue)(yue)定(ding)(ding)(ding)試(shi)(shi)用(yong)(yong)期(qi)(qi)(qi)(qi)：勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)(he)(he)同期(qi)(qi)(qi)(qi)限不(bu)(bu)滿(man)三個(ge)(ge)月；以(yi)(yi)完成一定(ding)(ding)(ding)工(gong)(gong)作任務為期(qi)(qi)(qi)(qi)限的(de)(de)勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)(he)(he)同；非全日制用(yong)(yong)工(gong)(gong)的(de)(de)勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)(he)(he)同。至(zhi)于試(shi)(shi)用(yong)(yong)期(qi)(qi)(qi)(qi)工(gong)(gong)資，根(gen)據《勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)(he)(he)同法實施條例》：勞(lao)(lao)(lao)動(dong)(dong)者試(shi)(shi)用(yong)(yong)期(qi)(qi)(qi)(qi)工(gong)(gong)資不(bu)(bu)得(de)低于本(ben)單(dan)(dan)位(wei)相同崗位(wei)最低檔工(gong)(gong)資的(de)(de)80％或者不(bu)(bu)得(de)低于勞(lao)(lao)(lao)動(dong)(dong)合(he)(he)(he)(he)(he)(he)同約(yue)(yue)定(ding)(ding)(ding)工(gong)(gong)資的(de)(de)80％，并(bing)不(bu)(bu)得(de)低于用(yong)(yong)人單(dan)(dan)位(wei)所在(zai)地(di)的(de)(de)最低工(gong)(gong)資標準。

    可遺憾的是(shi)，上面兩項(xiang)重要內容，均有近四成的受訪者表示“不知道”。這無(wu)(wu)疑讓自己在入職(zhi)之初，就已經處于(yu)劣勢；假如“遇人不淑(shu)”，或許(xu)會在試用期(qi)(qi)遭(zao)遇克扣工資(zi)、無(wu)(wu)故延(yan)長(chang)試用期(qi)(qi)，甚至被隨意“炒魷(you)魚”。

    加班費計算法三成“不清楚”

    加(jia)班(ban)(ban)、加(jia)班(ban)(ban)、加(jia)班(ban)(ban)……每個職場人差不多都有這樣的遭遇，有人甚(shen)至(zhi)在節(jie)假日也不得不加(jia)班(ban)(ban)。依據相關(guan)法律法規(gui)，員工加(jia)班(ban)(ban)，單位必須支(zhi)付加(jia)班(ban)(ban)費。但支(zhi)付加(jia)班(ban)(ban)費是有規(gui)矩的，而且平時(shi)加(jia)班(ban)(ban)和節(jie)假日加(jia)班(ban)(ban)的計算(suan)方式是不同的。

    依據《上海市企業工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)支付(fu)(fu)辦法》，企業根據實(shi)際需要安排勞(lao)(lao)(lao)動(dong)(dong)(dong)者(zhe)在(zai)法定(ding)標準工(gong)(gong)(gong)(gong)(gong)作時(shi)(shi)間(jian)(jian)以(yi)外工(gong)(gong)(gong)(gong)(gong)作的(de)(de)(de)(de)(de)(de)(de)，按以(yi)下(xia)標準支付(fu)(fu)加(jia)班(ban)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)：安排勞(lao)(lao)(lao)動(dong)(dong)(dong)者(zhe)在(zai)法定(ding)標準工(gong)(gong)(gong)(gong)(gong)作日時(shi)(shi)間(jian)(jian)以(yi)外延長工(gong)(gong)(gong)(gong)(gong)作時(shi)(shi)間(jian)(jian)的(de)(de)(de)(de)(de)(de)(de)，按照不(bu)(bu)(bu)(bu)(bu)低(di)(di)于(yu)勞(lao)(lao)(lao)動(dong)(dong)(dong)者(zhe)本(ben)人(ren)小(xiao)時(shi)(shi)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)的(de)(de)(de)(de)(de)(de)(de)150%支付(fu)(fu)；安排勞(lao)(lao)(lao)動(dong)(dong)(dong)者(zhe)在(zai)休(xiu)息(xi)日工(gong)(gong)(gong)(gong)(gong)作，而又不(bu)(bu)(bu)(bu)(bu)能安排補休(xiu)的(de)(de)(de)(de)(de)(de)(de)，按照不(bu)(bu)(bu)(bu)(bu)低(di)(di)于(yu)勞(lao)(lao)(lao)動(dong)(dong)(dong)者(zhe)本(ben)人(ren)日或(huo)小(xiao)時(shi)(shi)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)的(de)(de)(de)(de)(de)(de)(de)200%支付(fu)(fu)；安排勞(lao)(lao)(lao)動(dong)(dong)(dong)者(zhe)在(zai)法定(ding)休(xiu)假(jia)節(jie)日工(gong)(gong)(gong)(gong)(gong)作的(de)(de)(de)(de)(de)(de)(de)，按照不(bu)(bu)(bu)(bu)(bu)低(di)(di)于(yu)勞(lao)(lao)(lao)動(dong)(dong)(dong)者(zhe)本(ben)人(ren)日或(huo)小(xiao)時(shi)(shi)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)的(de)(de)(de)(de)(de)(de)(de)300%支付(fu)(fu)。加(jia)班(ban)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)計算(suan)的(de)(de)(de)(de)(de)(de)(de)基(ji)數為(wei)勞(lao)(lao)(lao)動(dong)(dong)(dong)者(zhe)所(suo)在(zai)崗(gang)位(wei)相對應的(de)(de)(de)(de)(de)(de)(de)正(zheng)常(chang)出(chu)勤(qin)月工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)，不(bu)(bu)(bu)(bu)(bu)包括年終獎、上下(xia)班(ban)交通補貼、工(gong)(gong)(gong)(gong)(gong)作餐補貼、住房補貼，中(zhong)夜班(ban)津貼、夏(xia)季高(gao)溫津貼、加(jia)班(ban)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)等(deng)特殊(shu)情況下(xia)支付(fu)(fu)的(de)(de)(de)(de)(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)。加(jia)班(ban)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)和假(jia)期工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)的(de)(de)(de)(de)(de)(de)(de)計算(suan)基(ji)數不(bu)(bu)(bu)(bu)(bu)得低(di)(di)于(yu)本(ben)市規定(ding)的(de)(de)(de)(de)(de)(de)(de)最(zui)低(di)(di)工(gong)(gong)(gong)(gong)(gong)資(zi)(zi)(zi)(zi)標準。對于(yu)這一規定(ding)，依然有(you)29.5%的(de)(de)(de)(de)(de)(de)(de)受(shou)訪人(ren)員表(biao)示“不(bu)(bu)(bu)(bu)(bu)清楚”。一位(wei)受(shou)訪者(zhe)表(biao)示，自(zi)己從(cong)來沒(mei)有(you)關心過(guo)加(jia)班(ban)費怎么發(fa)，平時(shi)(shi)超過(guo)時(shi)(shi)間(jian)(jian)點下(xia)班(ban)頻率很高(gao)，但(dan)每(mei)次(ci)超過(guo)的(de)(de)(de)(de)(de)(de)(de)時(shi)(shi)間(jian)(jian)也不(bu)(bu)(bu)(bu)(bu)多，不(bu)(bu)(bu)(bu)(bu)好意(yi)思“討(tao)要”加(jia)班(ban)費，不(bu)(bu)(bu)(bu)(bu)能為(wei)了點“小(xiao)錢”把飯碗砸(za)了。

    上(shang)面描述中有(you)個“最(zui)低工(gong)(gong)資(zi)標準(zhun)(zhun)(zhun)”的(de)概念。所謂“最(zui)低工(gong)(gong)資(zi)標準(zhun)(zhun)(zhun)”，是指勞(lao)(lao)動(dong)(dong)者在法定工(gong)(gong)作時(shi)間或依法簽訂(ding)的(de)勞(lao)(lao)動(dong)(dong)合同(tong)約定的(de)工(gong)(gong)作時(shi)間內提供了正常勞(lao)(lao)動(dong)(dong)的(de)前提下，用人單位依法應支(zhi)付的(de)最(zui)低勞(lao)(lao)動(dong)(dong)報酬(chou)。最(zui)低工(gong)(gong)資(zi)標準(zhun)(zhun)(zhun)不含(han)勞(lao)(lao)動(dong)(dong)者個人依法繳納(na)的(de)社(she)會保險費和住房公(gong)積(ji)金，延長工(gong)(gong)作時(shi)間的(de)加班(ban)費，中夜班(ban)津貼(tie)(tie)、夏(xia)季(ji)高溫(wen)津貼(tie)(tie)及(ji)有(you)毒有(you)害等(deng)特殊工(gong)(gong)作環境下的(de)崗(gang)位津貼(tie)(tie)，伙(huo)食補(bu)貼(tie)(tie)、上(shang)下班(ban)交通補(bu)貼(tie)(tie)、住房補(bu)貼(tie)(tie)也不作為(wei)月(yue)最(zui)低工(gong)(gong)資(zi)標準(zhun)(zhun)(zhun)的(de)組成(cheng)部(bu)分，由用人單位另行支(zhi)付。最(zui)低工(gong)(gong)資(zi)標準(zhun)(zhun)(zhun)各不相(xiang)同(tong)，本市的(de)最(zui)低工(gong)(gong)資(zi)標準(zhun)(zhun)(zhun)每年均有(you)上(shang)調，比如2018年就較2017年上(shang)調了120元(yuan)，目前為(wei)2420元(yuan)。但受訪者中，能準(zhun)(zhun)(zhun)確(que)回(hui)答出本市最(zui)低工(gong)(gong)資(zi)標準(zhun)(zhun)(zhun)的(de)僅占49.6%。

    既然(ran)有(you)了(le)“最(zui)(zui)低(di)(di)(di)(di)工(gong)(gong)(gong)資(zi)標(biao)準”這道“緊箍(gu)咒”，是(shi)不(bu)是(shi)意(yi)味著無論什(shen)么(me)情況下，今年本市(shi)的勞動者每月(yue)拿到(dao)的錢都不(bu)能(neng)低(di)(di)(di)(di)于2420元呢？比(bi)如(ru)某人病(bing)(bing)(bing)假(jia)，不(bu)管其請了(le)多(duo)少天，病(bing)(bing)(bing)假(jia)工(gong)(gong)(gong)資(zi)也不(bu)能(neng)低(di)(di)(di)(di)于最(zui)(zui)低(di)(di)(di)(di)工(gong)(gong)(gong)資(zi)嗎？受訪者在回答這一問題(ti)時，認(ren)為(wei)不(bu)能(neng)低(di)(di)(di)(di)于的，占(zhan)48.8%；認(ren)為(wei)可以的，占(zhan)16.3%；不(bu)清楚的占(zhan)34.9%。事(shi)實上，根據相(xiang)關(guan)規定，病(bing)(bing)(bing)假(jia)工(gong)(gong)(gong)資(zi)與連續工(gong)(gong)(gong)齡有(you)關(guan)，工(gong)(gong)(gong)齡越短，扣(kou)(kou)發(fa)得越多(duo)，比(bi)如(ru)連續工(gong)(gong)(gong)齡不(bu)滿2年的，按本人工(gong)(gong)(gong)資(zi)的60%計發(fa)。但無論怎(zen)么(me)扣(kou)(kou)，病(bing)(bing)(bing)假(jia)工(gong)(gong)(gong)資(zi)不(bu)得低(di)(di)(di)(di)于本市(shi)企業職(zhi)工(gong)(gong)(gong)最(zui)(zui)低(di)(di)(di)(di)工(gong)(gong)(gong)資(zi)標(biao)準的80%。

    女職工“特權”并不是無原則

    勞(lao)動(dong)(dong)(dong)合(he)同期(qi)(qi)(qi)滿(man)(man)，勞(lao)動(dong)(dong)(dong)合(he)同終止，這是《勞(lao)動(dong)(dong)(dong)合(he)同法》予(yu)以(yi)用工單位的(de)權利；但對于女職(zhi)工，“三期(qi)(qi)(qi)”期(qi)(qi)(qi)間(jian)即使勞(lao)動(dong)(dong)(dong)合(he)同期(qi)(qi)(qi)滿(man)(man)，用人單位也不得與(yu)其終止勞(lao)動(dong)(dong)(dong)關系，仍(reng)應按法律規定支付勞(lao)動(dong)(dong)(dong)者應得的(de)工資待遇，勞(lao)動(dong)(dong)(dong)合(he)同自動(dong)(dong)(dong)延(yan)續至哺(bu)乳(ru)期(qi)(qi)(qi)滿(man)(man)。“三期(qi)(qi)(qi)”指孕期(qi)(qi)(qi)、產期(qi)(qi)(qi)和哺(bu)乳(ru)期(qi)(qi)(qi)。調(diao)查中，78.9%的(de)受訪者知道(dao)“三期(qi)(qi)(qi)”的(de)概念。

    但需要提(ti)醒的(de)是，保護并不是沒(mei)有原則。調(diao)查(cha)根(gen)據(ju)真實案例(li)設(she)計了(le)一個問(wen)題請受(shou)訪(fang)者(zhe)(zhe)作(zuo)出(chu)選擇：小(xiao)李懷孕(yun)了(le)，她(ta)以(yi)(yi)工(gong)(gong)作(zuo)太(tai)累無故曠工(gong)(gong)，并沒(mei)有向單位提(ti)交(jiao)病假證明。而單位規(gui)章(zhang)制度規(gui)定員(yuan)工(gong)(gong)曠工(gong)(gong)超過5天即屬(shu)嚴重違紀，可(ke)以(yi)(yi)除名。公(gong)司多次向小(xiao)李指出(chu)后(hou)，她(ta)仍(reng)不去上班。公(gong)司遂決定與她(ta)解(jie)除勞動(dong)合同。請問(wen)公(gong)司可(ke)以(yi)(yi)解(jie)除與小(xiao)李的(de)勞動(dong)合同嗎(ma)？調(diao)查(cha)結果顯示(shi)：74.4%的(de)受(shou)訪(fang)者(zhe)(zhe)表(biao)示(shi)“可(ke)以(yi)(yi)”；另(ling)有25.6%受(shou)訪(fang)者(zhe)(zhe)表(biao)示(shi)“不可(ke)以(yi)(yi)”。

    勞(lao)(lao)動(dong)法(fa)(fa)律法(fa)(fa)規專家指出(chu)：“三(san)期”女職(zhi)工，若存在《勞(lao)(lao)動(dong)合同(tong)(tong)(tong)法(fa)(fa)》第三(san)十(shi)九(jiu)條(tiao)規定(ding)情(qing)形(xing)之一(yi)的(de)(de)(de)，用(yong)(yong)(yong)人(ren)(ren)(ren)單(dan)位(wei)也可(ke)以(yi)與其(qi)解除勞(lao)(lao)動(dong)合同(tong)(tong)(tong)。第三(san)十(shi)九(jiu)條(tiao)規定(ding)的(de)(de)(de)情(qing)形(xing)有：（一(yi)）在試用(yong)(yong)(yong)期間被證明(ming)不符合錄用(yong)(yong)(yong)條(tiao)件的(de)(de)(de)；（二）嚴重(zhong)(zhong)違(wei)(wei)反用(yong)(yong)(yong)人(ren)(ren)(ren)單(dan)位(wei)的(de)(de)(de)規章制度的(de)(de)(de)；（三(san)）嚴重(zhong)(zhong)失職(zhi)，營私舞弊，給用(yong)(yong)(yong)人(ren)(ren)(ren)單(dan)位(wei)造成(cheng)重(zhong)(zhong)大損害的(de)(de)(de)；（四(si)）勞(lao)(lao)動(dong)者同(tong)(tong)(tong)時與其(qi)他用(yong)(yong)(yong)人(ren)(ren)(ren)單(dan)位(wei)建立(li)勞(lao)(lao)動(dong)關系(xi)，對(dui)完成(cheng)本(ben)單(dan)位(wei)的(de)(de)(de)工作任務造成(cheng)嚴重(zhong)(zhong)影響(xiang)，或者經(jing)用(yong)(yong)(yong)人(ren)(ren)(ren)單(dan)位(wei)提出(chu)，拒不改(gai)(gai)正的(de)(de)(de)；（五(wu)）因本(ben)法(fa)(fa)第二十(shi)六(liu)條(tiao)第一(yi)款第一(yi)項規定(ding)的(de)(de)(de)情(qing)形(xing)致使勞(lao)(lao)動(dong)合同(tong)(tong)(tong)無(wu)效的(de)(de)(de)；（六(liu)）被依(yi)法(fa)(fa)追究刑事責任的(de)(de)(de)。小李雖然(ran)處于孕(yun)期，但經(jing)常無(wu)故(gu)曠工的(de)(de)(de)做(zuo)法(fa)(fa)，屬于嚴重(zhong)(zhong)違(wei)(wei)反用(yong)(yong)(yong)人(ren)(ren)(ren)單(dan)位(wei)的(de)(de)(de)規章制度，且(qie)公司多次向(xiang)她提出(chu)后仍不改(gai)(gai)正，所以(yi)公司與其(qi)解除勞(lao)(lao)動(dong)合同(tong)(tong)(tong)是合法(fa)(fa)的(de)(de)(de)。

    單位“末位淘汰”做法合法嗎？

    現在(zai)，離(li)職(zhi)變得稀(xi)松(song)平常。離(li)職(zhi)前(qian)，有(you)哪些事情(qing)要注意？怎么做才符合勞(lao)動法律法規的(de)(de)相(xiang)關規定？調(diao)查請受(shou)訪(fang)者(zhe)在(zai)給出的(de)(de)6個(ge)(ge)選(xuan)項中選(xuan)出認為最重要的(de)(de)三(san)件(jian)事，結果顯示(shi)：“提前(qian)一個(ge)(ge)月向單位提交(jiao)書面辭職(zhi)報告”排在(zai)第(di)一位，占(zhan)82.9%；“辦好手邊工作的(de)(de)移交(jiao)”排在(zai)第(di)二，占(zhan)62.6%；排在(zai)第(di)三(san)的(de)(de)是“如原勞(lao)動合同中有(you)保密(mi)協(xie)議、競業限制(zhi)等條款，解除合同時要妥善(shan)處理”，占(zhan)57%。“在(zai)單位未獲準前(qian)不要擅自離(li)開工作崗位”也有(you)53%的(de)(de)選(xuan)擇。但也有(you)3.9%的(de)(de)受(shou)訪(fang)者(zhe)比(bi)較(jiao)“任性(xing)”，選(xuan)擇了(le)“想走就走，個(ge)(ge)人發展重要，考慮不了(le)那么多”。

    根(gen)據《勞(lao)動(dong)(dong)合(he)同法(fa)(fa)》的(de)相關(guan)條款，若要辭職，的(de)確需要提(ti)(ti)前(qian)30天通(tong)(tong)知(zhi)用(yong)人單位；但假若處在試(shi)用(yong)期(qi)內，提(ti)(ti)前(qian)3天即(ji)可。這個約(yue)定(ding)也并非絕對，法(fa)(fa)律同樣明確，假如(ru)用(yong)人單位存在六(liu)種違規情形(xing)，包(bao)括未(wei)按勞(lao)動(dong)(dong)合(he)同約(yue)定(ding)提(ti)(ti)供勞(lao)動(dong)(dong)保護、未(wei)及時(shi)足(zu)額支付(fu)勞(lao)動(dong)(dong)報酬、未(wei)依法(fa)(fa)繳納社會保險等，勞(lao)動(dong)(dong)者無須(xu)提(ti)(ti)前(qian)通(tong)(tong)知(zhi)便可提(ti)(ti)出解除(chu)勞(lao)動(dong)(dong)合(he)同。不過(guo)，勞(lao)動(dong)(dong)法(fa)(fa)律法(fa)(fa)規專家提(ti)(ti)醒：勞(lao)動(dong)(dong)者因單位過(guo)錯提(ti)(ti)出解除(chu)勞(lao)動(dong)(dong)合(he)同時(shi)，注意(yi)在辭職通(tong)(tong)知(zhi)中列出單位的(de)過(guo)錯內容，否則易(yi)被認(ren)定(ding)是“未(wei)提(ti)(ti)前(qian)30天通(tong)(tong)知(zhi)”而(er)遭(zao)拒絕。

    有關“競業(ye)(ye)限(xian)制(zhi)”，根據《勞動合同(tong)法》，單(dan)位的確可以(yi)與勞動者在勞動合同(tong)中約定(ding)保(bao)(bao)守用人單(dan)位的商業(ye)(ye)秘密和知識產(chan)權的保(bao)(bao)密事(shi)項；但(dan)競業(ye)(ye)限(xian)制(zhi)的期限(xian)不得(de)超(chao)過(guo)兩年，競業(ye)(ye)限(xian)制(zhi)期限(xian)內按月給予勞動者經濟(ji)補(bu)償。

    相較于主(zhu)動離職(zhi)，還有(you)遭單(dan)(dan)位(wei)(wei)(wei)解(jie)(jie)除勞(lao)動合同的(de)(de)(de)情況。調查中(zhong)，有(you)近兩(liang)成受訪(fang)(fang)(fang)者(zhe)表示，他(ta)們單(dan)(dan)位(wei)(wei)(wei)是依據年終考核成績直接采(cai)取(qu)“末(mo)位(wei)(wei)(wei)淘(tao)汰”，“雖然排在(zai)末(mo)位(wei)(wei)(wei)的(de)(de)(de)確有(you)個人(ren)因素(su)，但直接解(jie)(jie)除勞(lao)動合同，還是有(you)點‘殘忍’”。對“末(mo)位(wei)(wei)(wei)淘(tao)汰”，56.9%的(de)(de)(de)受訪(fang)(fang)(fang)者(zhe)表示“不(bu)對”，24.9%的(de)(de)(de)受訪(fang)(fang)(fang)者(zhe)認為(wei)“單(dan)(dan)位(wei)(wei)(wei)總是有(you)理的(de)(de)(de)”，另有(you)18.2%的(de)(de)(de)受訪(fang)(fang)(fang)者(zhe)贊同單(dan)(dan)位(wei)(wei)(wei)的(de)(de)(de)做法(fa)(fa)。相關專家表示：末(mo)位(wei)(wei)(wei)淘(tao)汰制實質是用人(ren)單(dan)(dan)位(wei)(wei)(wei)自(zi)己制定(ding)的(de)(de)(de)一個考核標準，對員工進(jin)行考核后(hou)，將排名相對靠后(hou)的(de)(de)(de)人(ren)員予以淘(tao)汰、辭退的(de)(de)(de)一種管理方法(fa)(fa)。《勞(lao)動合同法(fa)(fa)》規定(ding)了用工單(dan)(dan)位(wei)(wei)(wei)只有(you)六種情況下才有(you)權合法(fa)(fa)辭退員工，其中(zhong)并不(bu)明(ming)確包括“末(mo)位(wei)(wei)(wei)淘(tao)汰”。最高人(ren)民法(fa)(fa)院(yuan)公布(bu)的(de)(de)(de)《第(di)八(ba)次全(quan)國法(fa)(fa)院(yuan)民事(shi)商(shang)事(shi)審判工作會議(yi)（民事(shi)部分）紀要(yao)》第(di)29條明(ming)確：用人(ren)單(dan)(dan)位(wei)(wei)(wei)在(zai)勞(lao)動合同期限內通過“末(mo)位(wei)(wei)(wei)淘(tao)汰”或“競爭(zheng)上崗”等形(xing)式(shi)單(dan)(dan)方解(jie)(jie)除勞(lao)動合同，勞(lao)動者(zhe)可(ke)以用人(ren)單(dan)(dan)位(wei)(wei)(wei)違法(fa)(fa)解(jie)(jie)除勞(lao)動合同為(wei)由(you)，請(qing)求(qiu)用人(ren)單(dan)(dan)位(wei)(wei)(wei)繼(ji)續履行勞(lao)動合同或者(zhe)支付賠償(chang)金。

    如(ru)果單位(wei)的確存在(zai)違反勞(lao)動法律、法規的行(xing)為(wei)，您會(hui)怎樣(yang)？面(mian)對這個問題(ti)，近半數受訪者(zhe)態(tai)度鮮明，表(biao)示會(hui)向勞(lao)動監(jian)察部門舉報；但(dan)也有兩(liang)成的受訪者(zhe)相對消極，表(biao)示“辭職(zhi)，惹(re)不起(qi)躲得起(qi)”。