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法释[2006]6号《最高人民法院关于审理劳动争议案件适用法律若干问题的解释(二)》(以下简称《解释二》)已于2006年10月1日实施,但是很多企业仍然没有注意到需要防范的八大诉讼风险:风险一:工资支付争议不能再拿时效说事儿。根据《解释二》规定,在劳动关系存续期间产生的工资支付争议,用人单位能够证明已经书面通知劳动者拒付工资的,书面通知送达之日为劳动争议发生之日。用人单位不能证明的,劳动者主张权利之日为劳动争议发生之日。
Interpretation [2006] No. 6 “Interpretation of the Supreme People's Court on Several Issues Concerning the Application of Law in the Trial of Labor Disputes (II)” (“Interpretation II”) was implemented on October 1, 2006, but many enterprises still did not pay attention To the need to guard against the risk of the eight major lawsuits: A risk: wage disputes can no longer say time-consuming matter. According to the “Interpretation 2” provisions, wage disputes arising during the existence of labor relations, the employer can prove that the workers have been refused written notice of wages, written notice served on the date of the labor dispute. If the employer can not prove it, the date on which the worker claimed the right is the date of the labor dispute.