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案例:应届毕业生刘某2011年大学毕业后进入甲公司工作。双方签订了期限自2011年7月1日至2014年6月30日的劳动合同。2014年,劳动合同期满后终止。由于三年内刘某从未休过年休假,公司也没有支付相应的工资,刘某提出公司应当予以补发。在要求遭到拒绝后,刘某申请劳动仲裁,要求公司支付每年5天三年共计15天年休假的200%工资。仲裁裁决支持了刘某的请求,公司不服,向当地法院提起诉讼,认为刘某最多只有9
Case: Liu graduated graduated from college in 2011 after entering a company. The two parties signed a labor contract with a term from July 1, 2011 to June 30, 2014. In 2014, the labor contract expired. Since three years Liu never took the annual leave, the company did not pay the appropriate wages, Liu proposed that the company should be replaced. After the request was denied, Liu applied for labor arbitration, requiring the company to pay 200% of the salaries for a total of 15 days of annual three-year three-year annual leave. Arbitral ruling to support Liu’s request, the company refused to accept the lawsuit to the local court, that Liu is only 9