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在劳动争议案件中,因劳动合同的解除而产生的纠纷占多数,其中因双方均对劳动合同的解除原因及何方首先提出解除不能有效举证的情形居多,在法庭上常常是双方各执一词,争执不下。在司法实践中,处理此类纠纷会出现引用《最高人民法院关于民事诉讼证据的若干规定》第六条或《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》第十三条关于举证责任分配的特别规定(俗称举证责任倒置),从而出现对上述条款的曲解。事实上,上述规定对举证责任的特殊分配是有严格的限定条件和适用范围的。本文通过对此类纠纷中的一个典型案例分析,寻求破解此类案件的一般进路,从而实现在处理劳动案件中保护弱者、追求实质正义的司法精神。
In the case of labor disputes, the majority of disputes arising from the dissolution of a labor contract are caused by the fact that both sides are dissatisfying with the labor contract and where the parties first propose to lift the number of disputes that can not be proved effectively. , No dispute. In judicial practice, the handling of such disputes arises from Article 6 of the Supreme People's Court's Several Provisions on Evidence in Civil Proceedings or Interpretation of the Supreme People's Court on Several Issues Concerning the Application of Law in the Trial of Labor Disputes Cases. Article 13: Special provisions for the allocation of responsibility (commonly known as the reversal of the burden of proof), resulting in misinterpretation of the above provisions. In fact, the special provisions of the above provisions on the burden of proof have strict conditions and scope of application. Through a typical case analysis of such disputes, this article seeks to solve the general approach of such cases and realizes the judicial spirit of protecting the weak and seeking substantive justice in the handling of labor disputes.