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当下,不少公司为了冲击业绩,内部都制定有末位淘汰的规定。那么,与“末位”员工解除劳动合同,是否合法呢?2016年3月10日,张申凡进入北京某实业有限公司工作,做销售工作,公司为张申凡办理了社会保险。双方签订了书面劳动合同,约定合同期限至2018年5月14日止,张申凡月工资3500元,提成按公司制定的提成方案执行。然而,合同还未到期,张申凡就被解聘了。2017年2月17日,该公司以“按2016年度招商人员激励制度实行末位淘汰制,该员工予以淘汰”为由,解除了与张申凡的劳动关系,双方办理了工作交接。之后,张申凡未再到该公司工作,该公司向张申凡支付了补偿款7000元。
At present, many companies in order to impact the performance, the internal development of the provisions have been eliminated. Then, with “Last ” employees to lift the labor contract, is it legal? March 10, 2016, Zhang Shen Fan entered the Beijing Industrial Co., Ltd., do sales, the company for Zhang Shenfan social insurance. The two sides signed a written labor contract, the contract period until May 14, 2018, Zhang Shen monthly salary of 3,500 yuan, the commission commissioned by the company to implement the commission program. However, the contract has not expired, Zhang Shenfan was dismissed. On February 17, 2017, the company released the labor relation with Zhang Shenfan on the ground that “the implementation of the system of last-minute elimination according to the motivation system of investment incentive staff in 2016” was eliminated. After Zhang Shen where no longer to the company, the company paid Zhang Shen Fan compensation of 7,000 yuan.