{"id":99,"thumbnail":"https://jilailawyer.com//rails/active_storage/blobs/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBBa3NCIiwiZXhwIjpudWxsLCJwdXIiOiJibG9iX2lkIn19--f8de1eff6a44661367c8d13048fd68c3ffa14d88/232.jpg","title_zh":"继来快讯 | 劳动人事争议典型案例来了！","title_en":"Jilai News | A typical case of labor and personnel disputes is here!","content_zh":"\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e\u003cstrong\u003e人力资源和社会保障部、最高人民法院联合发布了第一批劳动人事争议典型案例，为在司法实践中劳动争议案件处理提供了指导，其中一批涉及新冠疫情类案件更是为现阶段处理涉疫情类案件提供了官方指导意见。\u003c/strong\u003e\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e\u003cstrong\u003e现在继来律师就带着大家了解一下热点案例：\u003c/strong\u003e\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e案例1：用人单位能否以新冠肺炎疫情属不可抗力为由中止劳动合同？\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e物流公司因疫情在2020年2月3日起停工，向员工张某（从事跨省货品运送工作，月工资为5000元）告知，因疫情不可抗力，公司与你劳动合同中止，2月停工期间不支付工资。为此双方发生争议，劳动争议仲裁委裁决物流公司支付2020年2月工资5000元，一审法院判决与仲裁裁决一致。\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e分析与提示：\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e本次新冠肺炎疫情是突发公共卫生事件，属于不能预见、不能避免且不能克服的不可抗力，按照我国民法上的相关规定，受疫情影响的民事合同主体可依法适用不可抗力条款（需编辑可以指路苏雅之前发布的民事合同不可抗力文章）。然而，需要特别明确的是，我国劳动法律中并未引入\u0026ldquo;不可抗力\u0026rdquo;的免责条款，劳动合同主体不适用并不得因此中止履行劳动合同，企业作为用人单位应根据人力资源社会保障部办公厅《关于妥善处理新型冠状病毒感染的肺炎疫情防控期间劳动关系问题的通知》以及地方相关规定，承担相应义务。\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e案例2：疫情期间，劳动者以处于居家观察期\u0026nbsp; \u0026nbsp; 内为由拒绝提供正常劳动如何认定？\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e员工张某为某商业公司员工，月工资为10000元/月。春节期间，张某返回外省父母家休假。2020年2月3日，张某向公司告知因父母所在社区出现新冠肺炎确认患者，其需要按照小区要求居家观察14天，拒绝返回公司工作；14天后，张某又以其自己租住的小区禁止租户入住为由，仍不能按期返岗。3月16日，张某返回公司上班，商业公司经协商后向张某支付了2020年3月3日至3月16日期间超过一个工资支付周期的生活费。张某认为行为违法，提起劳动仲裁，要求支付上述期间工资差额4800元，仲裁委经审理后驳回了张某的仲裁请求。\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e分析与提示：\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e根据《传染病防治法》的规定,国家卫生健康委已经明确将此次新冠肺炎纳入该法规定管理的乙类传染病,并采取甲类传染病预防、控制措施。在疫情期间，县级以上地方人民政府根据疫情防控需要作出的疫区封闭、交通检疫、停工停业停课以及密切接触者定点隔离等措施，均在法律授权范围内。劳动者在主张权益时，需要依照相关规定，严格区分隔离治疗期、医学观察期和居家观察期等不同内涵，避免\u0026ldquo;权利滥用\u0026rdquo;问题的发生。\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e在上述案例中，张某不属于需隔离治疗或医学观察的三类人，其所在地区的县级以上地方人民政府亦未对小区采取隔离措施，张某系按照物业小区管理规定采取的范范措施，张某不属于因处于隔离治疗期或医学观察期以及因政府实施隔离措施而不能提供正常劳动的情形；同时该商业公司向其发放生活费前已经进行了协商，也不违反相关规定，故驳回其仲裁请求。\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e如果对该内容希望更多了解，请关注下方二维码，获取全文，或向公众号留言咨询。\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e最后,其他地方也对本地区发生的疫情期间劳动法律热点问题进行了解答和回应，如果有需求,也可以进行了解。\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e1、\u0026nbsp;人力资源和社会保障部、最高人民法院联合发布第一批劳动人事争议典型案例（人社部函[2020]62号）\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e\u003cimg alt=\"\" src=\"/ckeditor_assets/pictures/18/content_d4f378e567283d508c58fdfc8772302.png\" style=\"width: 260px; height: 260px;\" /\u003e\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e识别二维码，一键获得\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e2、\u0026nbsp;北京市高级人民法院、北京市劳动人事争议仲裁委员会关于审理新型冠状病毒感染肺炎疫情防控期间劳动争议案件法律适用问题的解答\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e\u003cimg alt=\"\" src=\"/ckeditor_assets/pictures/19/content_20562409211e9d4ddbcc4fe46eac252.png\" style=\"width: 260px; height: 260px;\" /\u003e\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e识别二维码，一键获得\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e北京市高级人民法院办公室\u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp; \u0026nbsp;2020年4月27日印发\u003c/span\u003e\u003c/p\u003e\r\n","content_en":"\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eThe Ministry of Human Resources and Social Security and the Supreme People\u0026#39;s Court jointly released the first batch of typical cases of labor and personnel disputes, providing guidance for the handling of labor dispute cases in judicial practice. Epidemic cases provide official guidance.\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eNow Jilai lawyers will take you to understand the hot cases:\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eCase 1: Can the employer suspend the labor contract on the grounds that the COVID-19 outbreak is a force majeure?\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eThe logistics company has suspended work since February 3, 2020 due to the epidemic, and informed the employee Zhang (who is engaged in inter-provincial delivery of goods with a monthly salary of 5,000 yuan) that due to the force majeure of the epidemic, the labor contract between the company and you will be suspended. Payment of wages. There was a dispute between the two parties, and the Labor Dispute Arbitration Commission ruled that the logistics company should pay 5,000 yuan in wages for February 2020. The first-instance court\u0026#39;s ruling was consistent with the arbitration ruling.\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eAnalysis and Hints:\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eThe new crown pneumonia epidemic is a public health emergency, which is an unforeseeable, unavoidable and insurmountable force majeure. According to the relevant provisions of my country\u0026rsquo;s civil law, the subject of civil contracts affected by the epidemic can apply force majeure clauses in accordance with the law (editors can provide guidance). Su Ya\u0026rsquo;s previous article on civil contract force majeure). However, it needs to be particularly clear that the \u0026quot;force majeure\u0026quot; exemption clause is not introduced in my country\u0026#39;s labor laws, and the subject of the labor contract does not apply and cannot suspend the performance of the labor contract. Notice on Properly Handling Labor Relations Issues During the Prevention and Control of the Novel Coronavirus Pneumonia Epidemic\u0026quot; and relevant local regulations, and assume corresponding obligations.\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eCase 2: During the epidemic, how to determine if a worker refuses to provide normal labor on the grounds that he is in the home observation period?\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eEmployee Zhang is an employee of a commercial company, and his monthly salary is 10,000 yuan/month. During the Spring Festival, Zhang returned to his parents\u0026#39; home in other provinces for vacation. On February 3, 2020, Zhang informed the company that due to confirmed patients with new coronary pneumonia in the community where his parents lived, he needed to observe the community for 14 days at home and refused to return to work in the company; 14 days later, Zhang returned to the community he rented. Tenants are not allowed to move in, and they still cannot return to work on time. On March 16, Zhang returned to the company to work. After negotiation, the commercial company paid Zhang the living expenses for more than one salary payment cycle from March 3 to March 16, 2020. Zhang believed that the behavior was illegal, and initiated labor arbitration, demanding payment of the salary difference of 4,800 yuan during the above-mentioned period. The arbitration committee rejected Zhang\u0026#39;s arbitration request after hearing.\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eAnalysis and Hints:\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eAccording to the provisions of the \u0026quot;Law on the Prevention and Control of Infectious Diseases\u0026quot;, the National Health and Health Commission has clearly included the new coronary pneumonia as a Class B infectious disease under the management of the law, and has taken measures to prevent and control Class A infectious diseases. During the epidemic, measures such as closure of epidemic areas, traffic quarantine, suspension of work and school, and quarantine of close contacts, etc., taken by local people\u0026#39;s governments at or above the county level according to the needs of epidemic prevention and control, are all within the scope of legal authorization. When laborers claim their rights and interests, they need to strictly distinguish different connotations such as isolation treatment period, medical observation period and home observation period in accordance with relevant regulations, so as to avoid the occurrence of \u0026quot;rights abuse\u0026quot;.\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eIn the above case, Zhang does not belong to the three categories of people who need isolation treatment or medical observation, and the local people\u0026#39;s government at or above the county level in his area has not taken isolation measures for the community. Zhang did not belong to the situation that he could not provide normal labor because he was in the isolation treatment period or medical observation period and the government implemented isolation measures; at the same time, the commercial company had negotiated before issuing living expenses to him, and it did not violate the relevant regulations. dismissed its arbitration claim.\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eIf you want to know more about this content, please follow the QR code below to get the full text, or leave a message to the public account for consultation.\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eFinally, other places also answered and responded to the hot issues of labor law during the epidemic in the region, and if there is a need, you can also learn about it.\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e1. The Ministry of Human Resources and Social Security and the Supreme People\u0026#39;s Court jointly released the first batch of typical labor and personnel disputes (Renshebuhan [2020] No. 62)\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e\u003cimg alt=\"\" src=\"/ckeditor_assets/pictures/18/content_d4f378e567283d508c58fdfc8772302.png\" style=\"width: 260px; height: 260px;\" /\u003e\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eRecognize the QR code, get it with one click\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e2. Answers by the Beijing Higher People\u0026#39;s Court and the Beijing Municipal Labor and Personnel Dispute Arbitration Commission on the application of law in the trial of labor dispute cases during the prevention and control of the novel coronavirus pneumonia epidemic\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003e\u003cimg alt=\"\" src=\"/ckeditor_assets/pictures/19/content_20562409211e9d4ddbcc4fe46eac252.png\" style=\"width: 260px; height: 260px;\" /\u003e\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eRecognize the QR code, get it with one click\u003c/span\u003e\u003c/p\u003e\r\n\r\n\u003cp\u003e\u003cspan style=\"font-size:16px;\"\u003eBeijing Higher People\u0026#39;s Court Office Published on April 27, 2020\u003c/span\u003e\u003c/p\u003e\r\n","_type":"继来新闻","position":2,"created_at":"2020-09-27T19:02:49.618+08:00","updated_at":"2020-11-30T17:27:00.000+08:00","pv":28194,"abstract_zh":"人力资源和社会保障部、最高人民法院联合发布了第一批劳动人事争议典型案例，为在司法实践中劳动争议案件处理提供了指导，其中一批涉及新冠疫情类案件更是为现阶段处理涉疫情类案件提供了官方指导意见。","abstract_en":"The Ministry of Human Resources and Social Security and the Supreme People's Court jointly released the first batch of typical cases of labor and personnel disputes, providing guidance for the handling of labor dispute cases in judicial practice. Epidemic cases provide official guidance.","link":""}