论文部分内容阅读
案例回放:王女士于2017年2月15日入职某贸易公司,担任行政主管。双方签订为期3年的劳动合同。其中,试用期约定为6个月。2017年4月初,王女士发现自己怀孕,后以“妊娠反应”以及“保胎”为由,连续向公司请病假两个月。2017年6月,公司以王女士身体健康状况不符合单位的录用条件为由,解除双方的劳动合同。王女士认为自己的情形并不属于试用期内不符合公司录用条件,且自己仍处于孕期,公司不能以此解除自己
Case Playback: Ms. Wang joined a trading company on February 15, 2017 as the chief executive officer. The two sides signed a three-year labor contract. Among them, the trial period is set at 6 months. Early April 2017, Ms. Wang found himself pregnant, after the “pregnancy response” and “miscarriage” on the grounds that the sick leave to the company for two consecutive months. In June 2017, the Company lifted the labor contract of both parties on the ground that Ms. Wang’s physical health did not meet the conditions of her employment. Ms. Wang believes that their situation does not belong to the trial period does not meet the company’s conditions of employment, and they are still pregnant, the company can not be to lift themselves