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案例方某1987年进入某合资企业工作,担任业务经理职务。1992年方某年满60周岁,本应退休,因业务需要,公司没有为其办理退休手续,而是继续聘请他担任业务经理一职,方某也予同意。公司也继续按其实际工资额为其缴纳养老保险。1995年方某退休,公司为其办理退休手续,开始以1995年其实际退休时的工资3025元/月为标准申领养老金,但社保经办机构认为其应当在1992年退休,故不同意按此标准办理。公司遂以其1992年的工资2100元/月为标准为其办理了领取养老金手续。方某不同意,便将公司诉至市劳动仲裁委员会。劳动仲裁委员会没有支持方某的主张,方某便又告到区法院。
Case Fang entered a joint venture in 1987 to work as a business manager. In 1992, Fang, who was 60 years old at the age of 60, should have retired. Due to business needs, the company did not apply for retirement formalities. Instead, he continued to employ him as the business manager and Fang also agreed. The company also continues to pay its endowment insurance according to its actual wage. In 1995 Fangmou retired, the company handled the retirement formalities for it and began to apply for pensions at the actual retirement salary of 1995 at the level of 3,025 yuan / month, but the social security agencies think it should be retired in 1992, it does not agree According to this standard. The company then took its 1992 salary of 2100 yuan / month as its standard for the processing of pension procedures. Fang do not agree, then the company sued the Municipal Labor Arbitration Commission. The Labor Arbitration Commission did not support Fang’s claim and Fang Mou also sued the district court.