论文部分内容阅读
一是劳动者主张未休年假工资的时效需要具体分析。未休年假工资属于劳动报酬,应当适用《劳动争议调解仲裁法》第27条关于特殊时效的规定,即因拖欠劳动报酬发生争议的,劳动关系存续期间不受时效限制,劳动关系终止的,应当自终止之日起一年内提出。只要劳动者在劳动关系解除或终止之日起一年以内申请仲裁的,劳动关系存续期间的未休年假工资报酬均应当支持。
First, laborers claim that the limitation of annual leave pay needs a specific analysis. The salary of unpaid annual leave belongs to the remuneration for labor. The stipulation of Article 27 of the Law on Labor Dispute Mediation and Arbitration Law on special limitation states that the dispute over the remuneration of labor arrears, the period of the labor relationship is not subject to the limitation of limitation, and the termination of the labor relationship should be terminated Within one year from the date of termination. As long as the worker applies for arbitration within one year from the date of termination or termination of the labor relationship, the unpaid leave remuneration for the duration of the labor relationship shall be supported.