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李某是1994年被某厂招用的女职工,该厂与李某签订了为期三年的劳动合同,合同期限至1998年7月31日。1997年7月份李某怀孕,身体反应强烈,请假在家保胎,后流产,又于1998年7月再次怀孕,继续请假保胎。1998年7月厂方通知李某下岗,并于8月1日解除与李某的劳动关系。据此,李某认为厂方在其怀孕期间终止劳动合同,侵害了自己的合法权益,于是多次找厂方,要求继续履行劳动合同,厂方没有同意,李某遂向当地劳动争议仲裁委员会提起申诉。仲裁委受理后,依法进行了调解,调解后厂方同意与李某签订的劳动合同延续到1999年12月27日。至此,这起侵犯女职工合法权益的行为得以纠正。李某的产假到期后,厂方多次书面通知其上班,
Lee was recruited by a factory in 1994 female workers, the plant and Lee signed a three-year labor contract, the contract period until July 31, 1998. In July 1997, Lee was pregnant and had a strong physical response. She took leave at home and aborted. After she became pregnant again in July 1998, she continued to leave for miscarriage. In 1998 July the factory informed Lee laid off, and in August 1 to lift the labor relationship with Lee. Accordingly, Lee believes that the factory termination of the labor contract during their pregnancy, against their legitimate rights and interests, so many times to find the factory, asked to continue to perform the labor contract, the factory did not agree, Lee then to the local Labor Dispute Arbitration Commission Filed a complaint. Arbitration Commission accepted, according to the law conducted a mediation, the factory agreed to agree with Lee after the labor contract was extended to December 27, 1999. At this point, this violation of the legitimate rights and interests of female workers was corrected. After the expiry of Lee’s maternity leave, the factory repeatedly notified in writing to work,