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苏女士与北京某公司签订书面劳动合同,合同期限自2012年2月1日至2014年1月31日,合同约定其岗位为财务部会计,月基本工资为6200元(税前)。2012年4月,苏女士怀孕,同年11月9日,苏女士正常生产。期间,苏女士正常请假一周并提供假条。该公司2012年6月24日作出《通报》,内容为:鉴于苏女士提供虚假假条,违反了公司《员工手册》严重违纪行为第四条……本应辞退,但考虑到苏女
Ms. Su signed a written labor contract with a company in Beijing. The term of the contract is from February 1, 2012 to January 31, 2014. The contract stipulates that her post shall be accountant of the Ministry of Finance with a monthly basic salary of 6,200 yuan (before tax). April 2012, Ms. Su pregnant, the same year on November 9, Ms. Su normal production. During the period, Ms. Su normally leave a week and provide false bar. The company made a circular on June 24, 2012, which stated that in view of Ms. Su's provision of false leave, in violation of Article 4 of the Company's Employee Handbook, which was a serious violation of discipline ... should have been dismissed,