论文部分内容阅读
随着市场经济的发展,企业之间的竞争越来越激烈,企业都普遍认识到人才的作用,形成了重视人才、培养人才的氛围,但企业与劳动者因培训问题发生的纠纷也与日俱增。前不久,烟台市莱山区人事劳动保障局处理了一起比较典型的培训费用纠纷。李某与一家制药公司1997年签订了为期五年的劳动合同,时间从1997年7月15日起至2001年7月15日止。1999年12月,企业为了发展的需要,派遣部分技术人员到一些先进的企业学习。李某作为技术骨干,被派至上海某药厂进行为期半年的学习进修,企业共为李某支付了2万元的培训费。2000年6月,李某学习结束后回单位上班,企业为保险起见,又与李某签订了关于李某此次学习的培训合同,但未修改原劳动合同。双方约定自2000年6月开始,李某为企业服务的年限不低于八年。如果李某违反培训合同提前离开企业,每年按照10000元标准
With the development of market economy, the competition among enterprises is getting more and more fierce. Enterprises generally recognize the function of talents and form the atmosphere of valuing talents and cultivating talents. However, disputes between enterprises and workers due to training problems are also increasing day by day. Not long ago, Yantai Laishan Personnel Labor and Social Security Bureau handled a typical dispute over training costs. Lee and a pharmaceutical company in 1997 signed a five-year labor contract, time from July 15, 1997 until July 15, 2001 only. In December 1999, in order to meet the development needs of enterprises, some technicians were dispatched to some advanced enterprises to learn. Lee as a technical backbone, was sent to a pharmaceutical company in Shanghai for a period of six months of study and learning, the company paid a total of 2 million Lee training fee. In June 2000, Lee returned to work after the end of learning, businesses for the sake of insurance, and Lee signed a contract on the Lee training contract, but did not modify the original labor contract. The two sides agreed since June 2000, Lee service life for enterprises not less than eight years. If Lee violated the training contract in advance to leave the business, according to 10,000 yuan per year standards