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编者按:机器在使用中因磨损、老化,就会出些大大小小的故障,这时我们就不得不将机器停下来进行检修,甚至大修。人也如此,尽管人有思想和能动性,可以克服一些病痛等困难而继续工作,但抗的次数多了,小病就会积成大病,这时就不得不停工住院治疗甚至休养了。那么,在停工住院或休养期间,员工不再为企业付出劳动,企业该怎样对待他们?住院、休养期满后,员工回到岗位,但此时早已有人在顶替他的工作,用还是不用,企业该如何决定?若要与其解除劳动合同,需注意哪些问题?如员工离职后却发现得了职业病,企业又该如何处理?针对以上问题,笔者将通过几个典型的案例,帮助企业找到正确看待与处理医疗期劳动争议的思路和方法。
Editor’s note: The machine in use due to wear and tear, aging, there will be some large and small failures, then we have to stop the machine for overhaul, or even overhaul. People, too, though people have thought and initiative, can overcome some difficulties such as pain and continue to work, but the number of anti-more, ailments will accumulate serious illness, then had to stop working in hospital or even recuperate. So, during the hospital stay or recuperation, employees no longer work for the enterprise, the company how to treat them? Hospitalization, rest period expires, the staff back to post, but at this time someone is replacing his work, use or not, How to decide the enterprise? If you want to terminate the labor contract, what issues should be paid attention to? If the employee after leaving but found that occupational disease, how to deal with enterprises? In view of the above questions, I will be several typical cases to help companies find the right view And to deal with the medical dispute of labor ideas and methods.