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★案情简介2012年2月,职工顾某经过招聘选拔,与某制罐公司签订了三年期劳动合同,工作岗位为行政助理。2013年5月,顾某因腰部不适,经常请假看医生。2013年6月,顾某托关系找到一家医院的专家给自己治疗,经确诊为腰肌劳损,专家建议其住院治疗。当顾某持病历和建休一个月的病情证明单到公司请假,没想到遇到了麻烦。人事经理对顾某说,根据总经理办公会的规定,连续请病假15天以上,应到指定医院接受治疗,对其他医院的病情证明单一律不予认可。顾某极力申辩,首先,自己有就医的自由,公司无权指定医院就医;其次,公司指定的那家医院不仅离自己家远,对那家医院的治疗技术,顾某也很不放心;第三,自己来公司一年多,之前从未听说过有指定医院就医一说。理论半天,人事经理反复只
★ Case Facts In February 2012, Gu workers through recruitment and selection, with a canning company signed a three-year labor contract, the job as an administrative assistant. May 2013, Gu due to waist discomfort, often leave to see a doctor. In June 2013, Gu Mou-care relationship to find a hospital specialist to treat himself, was diagnosed with lumbar muscle strain, the experts suggest that their hospitalization. When Gu Mou and medical record built a month off the illness proved to the company single leave, did not expect to encounter trouble. Personnel manager said to Gu, according to the General Manager Office of the rules, continuous sick leave for more than 15 days, should go to the designated hospital for treatment, the disease proved to be unicity in other hospitals will not be recognized. Gu strongly advocate, first of all, they have the freedom to seek medical treatment, the company has no right to designated the hospital for medical treatment; Second, the company designated the hospital not only away from their own homes, the hospital treatment technology, Gu Mou is not assured; Third, I came to the company more than a year before I have never heard of a designated hospital for medical treatment. Half a theory, personnel manager repeatedly only