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案例:2008年,王某入职A公司,2009年与公司签订无固定期限劳动合同。2010年3月,王某接到A公司的解聘通知书。王某认为,A公司解除劳动合同无事实依据和法律依据,遂将A公司告上法庭,要求继续履行劳动合同。A公司辩称:王某的工作事项主要为数据录入,但在工作中经常出错,同事为此多次发邮件提醒他注意准确性。之后,王某给公司相关负责人发邮件,表示停止数据录入工作并多次拒绝参加职业培训。至2010年3月,因王某拒绝录入工作已两个多月,公司不得
Case: In 2008, Wang entered A company, in 2009 with the company signed a fixed-term labor contract. March 2010, Wang received notice of the dismissal of A company. Wang believes that A company to lift the labor contract without a factual basis and legal basis, then sued the A company to court, asked to continue to perform the labor contract. Company A argues that: Wang's work items are mainly data entry, but often make mistakes in his work. Colleagues send emails repeatedly to remind him of accuracy. After that, Wang sent a mail to the relevant responsible person of the company, saying that he stopped the data entry work and repeatedly refused to participate in vocational training. To March 2010, Wang refused to enter the work for more than two months, the company may not