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案例李某自2006年1月1日起入职某公司工作,2013年3月31日因合同期满终止劳动合同。工作期间,公司未安排年休假,李某实际也未休年休假。李某2013年11月向某劳动人事争议仲裁委员会申请劳动争议仲裁,要求用人单位支付2008年1月1日至2013年3月31日期间未休年休假工资待遇。用人单位认为,单位虽然未安排职工年休,但因年休假产生的争议属于《劳动争议调解仲裁法》第二条第四项规定的休息休假争议,年休假待遇属于福利待遇,应受1年仲裁时效的限制。根据《职工带薪年休假条例》第五条规定,年休假通常不跨年度安排。故李某
Case Lee since January 1, 2006 working for a company, March 31, 2013 termination of the contract due to the expiration of the contract. During the work, the company did not arrange annual leave, Lee actually did not take annual leave. In November 2013, Lee applied for a labor dispute arbitration to a labor dispute arbitration committee, requiring the employer to pay for the annual leave without pay during the period from January 1, 2008 to March 31, 2013. The employer believes that although the unit does not arrange the employees to take annual leave, the dispute arising from the annual leave belongs to the rest leave dispute stipulated in Item 4 of Article 2 of the Labor Dispute Mediation and Arbitration Law. The annual leave treatment is a welfare benefit and shall be subject to 1 year Limitation of arbitration. According to Article V of the Regulations on Paid Annual Leave for Workers, the annual leave is usually not arranged on an annual basis. So Lee