田景云律师

3月25日，我们迎来了2019年第4期业务学习会，本期学习会由利群所高级合伙人、劳动与人事业务部主任田景云律师主持，我们很荣幸邀请到了台州市椒江区人力资源和社会保障局仲裁办副主任、仲裁员应建新为我们分享《常见劳动争议纠纷案件处理技巧》的相关内容，共有50多名律师及助理参加了本次学习会。

应建新副主任

应建新副主任首先介绍了目前劳动纠纷案件的多发性，指出处理劳动纠纷和律师法律服务工作尤其是企业法律顾问服务工作中的重要性，并结合其多年处理劳动纠纷案件的经验从以下五方面对“常见劳动争议纠纷案件处理技巧”具体展开了讲解：

一、劳动争议实务中的“劳动关系解除”问题

实务中劳动关系的解除问题主要体现在四个方面：劳动关系解除的确认、裁决解除劳动关系存在的问题、劳动合同解除权的及时行使、对坚持要求在仲裁申请中主张解除劳动合同的处理。

要点提示：

要求解除劳动关系不属于劳动争议范围，劳动仲裁可以确认劳动关系的解除。

二、工伤案件实务中容易忽视的几个问题

工伤案件中首先要确定的是法定退休年龄男性60周岁，女性50周岁。其次要注意的是第三人原因造成的工伤赔付问题、参保标准过低的差额问题和一裁终局问题。

要点提示：

在第三人原因造成的工伤赔付问题中，由于缺乏可操作性，用人单位需引导劳动者先向第三人追偿。

三、二倍工资的支付

二倍工资的支付并不是工资的性质，在本质上，它属于罚金，目的是为了促使用人单位在用工时与职工签订劳动合同，保护劳动者的合法权益。其中需要重视的是二倍工资的支付期间、二倍工资中的时效问题以及容易被忽略的二倍工资。

要点提示：

容易被忽略的二倍工资

a. 期满后继续工作：原劳动合同有无约定顺延

b. 违法不签订无固定期限劳动合同

二倍工资的抗辩-不可归责于用人单位

a. 劳动者拒签

b. 利用主管人事等职权不签

c. 停工留薪期、产假等特殊时期

d. “推定劳动者恶意”

四、 经济补偿金和赔偿金

经济补偿金是用人单位解除劳动合同时，给予劳动者的经济补偿。赔偿金是用人单位违法解除劳动合同给劳动者造成损失给予的赔偿。经济补偿金和赔偿金不能同时主张，根据最高院的观点：经济补偿金、赔偿金不可能同时适用，所以同时主张也显得自身互相矛盾。根据浙江省高院民一庭及省仲裁院的有关解答，仲裁员应告知二者的区别并询问如对其赔偿金的请求不能支持，是否要求用人单位向其支付经济补偿。坚持只要求赔偿金的，不直接裁决支付经济补偿。

要点提示：

主张经济补偿金最容易错用的两种情形：

a：用人单位未签书面劳动合同，无补偿。

b：合同期满终止，用人单位不续签，需支付补偿。

避免违法解除劳动合同的应当注意什么:

员工违纪如何解除劳动合同：规章制度合法、事先告知、保留依据、程序合法、结论准确。

解除劳动合同有效办法：

劳动者因个人原因提出，双方经协商一致，签订协议，并由用工单位支付部分费用。

五、 社保争议的实务处理

社保争议主要分为社保的补缴、未缴社保造成的损失以及确定不缴社保的补救，其中争议较大的是关于补缴的时间是否做连续侵权，以及在双方自愿的前提下是否给予调解，应主任对目前不同地区的不同做法提出了其个人的看法和建议。

业务分享后，本次学习进入到互动交流环节，现场的律师结合本次的学习，就自己办案过程中所碰到的问题及看法共同进行了探讨。在有序的发言中，本期业务学习被推向了高潮。

主任结语

王新平主任

业务学习的形式可以是多样的，内容更是广泛而丰富的，律所进行每期的业务学习，不仅为大家提供了汲取知识的机会，也给各位青年律师提供了一个展示自我的平台，希望各位律师能够积极参与、相互交流、共同进步！

Lawyer Tian Jingyun

On March 25, we welcomed the fourth business learning meeting in 2019, which was hosted by lawyer Tian Jingyun, senior partner of Liqun Institute and director of the Labor and Human Resources Business Department. We were honored to invite Ying Jianxin, deputy director of the Arbitration Office of Jiaojiang District Human Resources and Social Security Bureau, Taizhou City, and an arbitrator to share the relevant contents of the Skills for Handling Common Labor Dispute Cases, More than 50 lawyers and assistants participated in this study session.

Ying Jianxin, Deputy Director

Deputy Director Ying Jianxin first introduced the frequent occurrence of labor dispute cases at present, pointed out the importance of handling labor disputes and lawyer legal services, especially in enterprise legal advisory services. Based on his years of experience in handling labor dispute cases, he gave a specific explanation of "common labor dispute case handling techniques" from the following five aspects:

1、 The Issue of "Termination of Labor Relations" in Labor Dispute Practice

The issue of the termination of labor relations in practice is mainly reflected in four aspects: confirmation of the termination of labor relations, issues with the arbitration of the termination of labor relations, timely exercise of the right to terminate labor contracts, and handling of claims for termination of labor contracts in arbitration applications.

Key points:

Requesting the termination of labor relations is not within the scope of labor disputes, and labor arbitration can confirm the termination of labor relations.

2、 Several Issues Easily Neglected in the Practice of Work Injury Cases

The first thing to be determined in work-related injury cases is the statutory retirement age of 60 years for males and 50 years for females. Secondly, it is important to pay attention to the issue of work-related injury compensation caused by third parties, the difference in insurance standards that are too low, and the issue of a final decision.

Key points:

In the issue of work-related injury compensation caused by third parties, due to the lack of operability, employers need to guide workers to seek compensation from the third party first.

3、 Payment of double salary

The payment of double wages is not the nature of wages. Essentially, it is a fine, aimed at promoting the employer to sign labor contracts with employees during working hours and protecting their legitimate rights and interests. Among them, it is important to pay attention to the payment period of double salary, the issue of timeliness in double salary, and the easily overlooked double salary.

Key points:

Double salary that is easily overlooked

a. Continue working after the expiration of the term: Is there any agreement in the original labor contract to be extended accordingly

b. Illegal failure to sign open-ended labor contracts

Defense of Double Wages - Not Attributable to Employers

a. Worker Refusal to Sign

b. Using the authority of supervisor personnel to not sign

c. Special periods such as work stoppage, maternity leave, etc

d. Presumptive malice of workers

4、 Financial compensation and compensation

Financial compensation refers to the Financial compensation given to workers when the employer terminates the labor contract. Compensation refers to the compensation provided by the employer for the losses caused to the employee due to the illegal termination of the labor contract. Financial compensation and compensation cannot be claimed at the same time. According to the opinion of the Supreme Court, Financial compensation and compensation cannot be applied at the same time, so the claims also appear contradictory. According to the relevant answers of the First People's Court of Zhejiang Provincial High Court and the Provincial Arbitration Court, the arbitrator should inform the difference between the two and ask whether to require the employer to pay Financial compensation to him if his claim for compensation cannot be supported. If only compensation is required, Financial compensation will not be directly awarded.

Key points:

There are two situations in which Financial compensation is most likely to be misused:

a: If the employer fails to sign a written labor contract, there will be no compensation.

b: If the contract expires and terminates, the employer will not renew it and will need to pay compensation.

What should be noted to avoid illegal termination of labor contracts:

How about employee violations

After sharing common skills in handling labor dispute cases, this study entered an interactive communication stage. Based on this learning, the lawyers on site jointly discussed the problems and opinions they encountered during the case handling process. In an orderly speech, this session of business learning was pushed to a climax.

Director's Conclusion

Director Wang Xinping

The forms of business learning can be diverse, and the content is extensive and rich. Law firms conduct each session of business learning, which not only provides opportunities for everyone to learn knowledge, but also provides a platform for young lawyers to showcase themselves. We hope that all lawyers can actively participate, communicate with each other, and make progress together!