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劳动关系的成立 必须是已签订劳动合同?
作者:实习生编辑 时间:2021/5/7 阅读:3602次

实习就业网(roruz.com)实习生导语:根据我国《劳动合同法》第10条的规定,劳动关系自用人单位用工之日起建立。如果用人单位招用劳动者未订立劳动合同,但劳动者只要能出示工资支付凭证、缴纳社会保险费的记录、用人单位发放的工作证和服务证、劳动者填写的用人单位招聘登记表和报名表以及考勤的记录等,就可以证明双方劳动关系的存在。但有些单位在实施过程中出现偏差。


案(an)例:徐(xu)某(mou)(mou)(mou)进入某(mou)(mou)(mou)公(gong)(gong)(gong)(gong)司(si)(si)(si)(si)20天后(hou),参加公(gong)(gong)(gong)(gong)司(si)(si)(si)(si)团建活动时意外身亡。公(gong)(gong)(gong)(gong)司(si)(si)(si)(si)拒绝赔(pei)偿,说(shuo)徐(xu)某(mou)(mou)(mou)去公(gong)(gong)(gong)(gong)司(si)(si)(si)(si)考(kao)察学习(xi),考(kao)察结束后(hou)双方决(jue)定是否(fou)签(qian)订(ding)劳(lao)(lao)动合(he)(he)同。徐(xu)某(mou)(mou)(mou)父母申(shen)请劳(lao)(lao)动仲裁(cai),要(yao)求(qiu)确认公(gong)(gong)(gong)(gong)司(si)(si)(si)(si)与(yu)徐(xu)某(mou)(mou)(mou)有劳(lao)(lao)动关(guan)系,劳(lao)(lao)动仲裁(cai)委员会(hui)支持。公(gong)(gong)(gong)(gong)司(si)(si)(si)(si)不服诉讼法(fa)院。据(ju)法(fa)院介绍,徐(xu)某(mou)(mou)(mou)在考(kao)察学习(xi)期间(jian)受到公(gong)(gong)(gong)(gong)司(si)(si)(si)(si)各规(gui)章制度的(de)制约,公(gong)(gong)(gong)(gong)司(si)(si)(si)(si)对徐(xu)某(mou)(mou)(mou)和其(qi)他员工的(de)要(yao)求(qiu)没有差异。另(ling)外,徐(xu)某(mou)(mou)(mou)和公(gong)(gong)(gong)(gong)司(si)(si)(si)(si)都符合(he)(he)法(fa)律(lv)规(gui)定建立劳(lao)(lao)动关(guan)系的(de)主体(ti)资(zi)格。最终,法(fa)院认定徐(xu)某(mou)(mou)(mou)与(yu)公(gong)(gong)(gong)(gong)司(si)(si)(si)(si)存在劳(lao)(lao)动关(guan)系。


说法(fa):根据有关(guan)法(fa)律规定(ding)(ding),使用者(zhe)招聘劳(lao)(lao)(lao)动(dong)(dong)者(zhe)没有签(qian)订(ding)书面劳(lao)(lao)(lao)动(dong)(dong)合同(tong),但同(tong)时具备(bei)以下情(qing)况,劳(lao)(lao)(lao)动(dong)(dong)关(guan)系(xi)成(cheng)(cheng)立(li)(li):使用者(zhe)和(he)劳(lao)(lao)(lao)动(dong)(dong)者(zhe)符合法(fa)律、法(fa)规规定(ding)(ding)的(de)主体资格的(de)使用者(zhe)依法(fa)制定(ding)(ding)的(de)各劳(lao)(lao)(lao)动(dong)(dong)规章制度(du)适用于劳(lao)(lao)(lao)动(dong)(dong)者(zhe),劳(lao)(lao)(lao)动(dong)(dong)者(zhe)受到使用者(zhe)的(de)劳(lao)(lao)(lao)动(dong)(dong)管理,从事使用者(zhe)安排的(de)有报(bao)酬的(de)劳(lao)(lao)(lao)动(dong)(dong)者(zhe)提供的(de)劳(lao)(lao)(lao)动(dong)(dong)是使用者(zhe)业务的(de)构成(cheng)(cheng)部分。本案中(zhong),公(gong)(gong)司未与徐(xu)(xu)某签(qian)订(ding)劳(lao)(lao)(lao)动(dong)(dong)合同(tong),徐(xu)(xu)某进公(gong)(gong)司后(hou)受到公(gong)(gong)司规章制度(du)的(de)制约,从事公(gong)(gong)司安排的(de)工作,双方之间(jian)的(de)劳(lao)(lao)(lao)动(dong)(dong)关(guan)系(xi)实际成(cheng)(cheng)立(li)(li)。


实践(jian):一些公司对于短期雇(gu)佣(yong)(yong)和流(liu)动(dong)率高的职场人员,报到后不办理入社(she)手(shou)续,不签(qian)订劳(lao)(lao)(lao)动(dong)合(he)(he)同(tong)(tong),首先安(an)排学习适(shi)应,这(zhei)种(zhong)做(zuo)法(fa)不能避免自己的雇(gu)佣(yong)(yong)风险(xian)。法(fa)官表示,劳(lao)(lao)(lao)动(dong)者进入公司时(shi),必须立即与使用(yong)者签(qian)订书面劳(lao)(lao)(lao)动(dong)合(he)(he)同(tong)(tong),确定劳(lao)(lao)(lao)动(dong)关系成(cheng)立的事实。如果(guo)遇到员工(gong)不愿意(yi)签(qian)合(he)(he)同(tong)(tong)的情况,企业应做(zuo)好(hao)《劳(lao)(lao)(lao)动(dong)合(he)(he)同(tong)(tong)法(fa)》宣传工(gong)作,说明(ming)签(qian)订劳(lao)(lao)(lao)动(dong)合(he)(he)同(tong)(tong)对员工(gong)本人来说是最(zui)大的保障,争取(qu)员工(gong)的积极配合(he)(he)。


否则:实(shi)践中有(you)的(de)(de)单位(wei)没有(you)签(qian)合(he)同(tong)(tong),而劳(lao)(lao)动(dong)合(he)同(tong)(tong)法明(ming)(ming)确(que)规定(ding)(ding)(ding),只(zhi)要(yao)存(cun)在(zai)实(shi)际用工(gong),就认定(ding)(ding)(ding)劳(lao)(lao)动(dong)关(guan)系(xi)存(cun)在(zai),所以(yi)认定(ding)(ding)(ding)劳(lao)(lao)动(dong)关(guan)系(xi)存(cun)在(zai)是个认定(ding)(ding)(ding)标准(zhun)和举证(zheng)的(de)(de)问题。以(yi)发(fa)生工(gong)伤(shang)、死亡等(deng)劳(lao)(lao)动(dong)关(guan)系(xi)为前提主(zhu)张相关(guan)权(quan)利(li)时,劳(lao)(lao)动(dong)者需要(yao)长期的(de)(de)成本和劳(lao)(lao)动(dong)力,证(zheng)明(ming)(ming)与使(shi)用者之间存(cun)在(zai)劳(lao)(lao)动(dong)合(he)同(tong)(tong)关(guan)系(xi),对(dui)劳(lao)(lao)动(dong)者的(de)(de)权(quan)利(li)保(bao)护(hu)极(ji)为不利(li)。如果没有(you)立即签(qian)订书面合(he)同(tong)(tong),工(gong)人必须保(bao)留工(gong)作证(zheng)、工(gong)作记录(lu)、工(gong)资支付(fu)明(ming)(ming)细等(deng)证(zheng)据资料。


提醒:不签(qian)订劳(lao)(lao)动合(he)(he)同对企(qi)业来说危(wei)害极大。所以,企(qi)业一旦用(yong)工,一定要(yao)与员(yuan)工签(qian)订书面劳(lao)(lao)动合(he)(he)同。企(qi)业要(yao)严格遵(zun)循先签(qian)劳(lao)(lao)动合(he)(he)同再入职的原(yuan)则,不签(qian)合(he)(he)同一律不予录用(yong)。


来源:实习就业网原创
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