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案例:吴某(女)是某公司员工,工作期间怀孕并产下一子。在哺乳期间,吴某多次违反公司规章制度所规定的对员工工作时间的要求,经常无故迟到、早退,导致因她负责的工作不能按时完成而使,公司违约,造成了较为严重的经济损失。公司在劝说吴某无效后,以吴某严重违纪为由将其辞退。吴某认为,其处于哺乳期间,根据《劳动合同法》有关规定,即便违纪公司也不能和她解除劳动合同,故提起仲裁,要求公司支付违法解除劳动合同的赔偿金。最终,劳动争议仲裁委员会驳回
Case: Wu (female) is a company employee, pregnant during work and give birth to a child. During her breastfeeding, Wu repeatedly violated the requirements of staff time stipulated in the company's rules and regulations and was often delayed and left early for no reason. As a result, the company was in default and caused serious economic losses . After the company persuaded Wu invalid, to dismiss Wu as a serious violation of discipline. Wu believes that during lactation, according to the “Labor Contract Law,” the relevant provisions, even if the discipline company can not terminate her labor contract, it filed an arbitration, requiring the company to pay compensation for illegal termination of the labor contract. Finally, the Labor Dispute Arbitration Commission rejected it