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Zhang Chuanjie v. Shanghai Jinghao Labor Service Co., Ltd., et al. for Dispute over an Employment Contract
张传杰诉上海敬豪劳务服务有限公司等劳动合同纠纷案
【法宝引证码】
  • Type of Dispute: Civil-->Labor & Employment
  • Legal document: Judgment
  • Judgment date: 11-12-2015
  • Procedural status: Trial at Second Instance
 
  
Zhang Chuanjie@Shanghai Jinghao Labor Service Co., Ltd. 张传杰诉上海敬豪劳务服务有限公司等劳动合同纠纷案
[Judgment Abstract] [裁判摘要]
Where an employee engaging in operations with an exposure to occupational disease hazards has not received any off-the-job occupational health examination, the employer may not rescind or terminate the employment contract it has concluded with the employee. Even though the employment contract has been rescinded through negotiation between the employer and the employee, the rescission of the employment contract should be determined as invalid. 从事接触职业病危害的作业的劳动者未进行离岗前职业健康检查的,用人单位不得解除或终止与其订立的劳动合同。即使用人单位与劳动者已协商一致解除劳动合同,解除协议也应认定无效。

BASIC FACTS
 
Plaintiff: Zhang Chuanjie, male, 47 years old, Chinese Han, domiciled in Funan County, Anhui Province. 原告:张传杰。
Defendant: Shanghai Jinghao Labor Service Co., Ltd., domiciled in Chuansha New Township, Pudong New Area, Shanghai Municipality. 被告:上海敬豪劳务服务有限公司。
Legal Representative: Wang Wenqing, Manager of this Company. 法定代表人:王文清,该公司经理。
Defendant: China Shipping Industry (Shanghai Changxing) Co., Ltd., domiciled in Changxing Island, Chongming County, Shanghai Municipality. 被告:中海工业(上海长兴)有限公司。
Legal Representative: Zhang Yibing, Chairman of the Board of Directors of this Company. 法定代表人:张一兵,该公司董事长。
Plaintiff Zhang Chuanjie filed a lawsuit with the People's Court of Chongming County against defendants Shanghai Jinghao Labor Service Co., Ltd. (hereinafter referred to as “Jinghao Company”) and China Shipping Industry (Shanghai Changxing) Co., Ltd. (hereinafter referred to as “China Shipping Industry Company) for dispute over a labor dispatch contract. 原告张传杰因与被告上海敬豪劳务服务有限公司(以下简称敬豪公司)、中海工业(上海长兴)有限公司(以下简称中海公司)发生劳务派遣合同纠纷,向上海市崇明县人民法院提起诉讼。
Plaintiff Zhang Chuanjie alleged that: In October 2007, he concluded an employment contract with Shanghai Xingxu Labor Service Co., Ltd., whose legal representative was Wang Wenqing. In January 2010, plaintiff was transferred to defendant Jinghao Company, whose legal representative was also Wang Wenqing. From October 2007, plaintiff was dispatched to defendant China Shipping Industry Company to serve as an electric welder. On January 13, 2014, Jinghao Company and plaintiff concluded an agreement on rescission of the employment contract through negotiation. Plaintiff required an off-the-job occupational health examination and Jinghao Company promised to arranging a physical examination for him after the conclusion of the agreement, but Jinghao Company went back on its word the second day. After plaintiff filed a complaint with the relevant department, Jinghao Company arranged a physical examination for plaintiff. Plaintiff alleged that the agreement on rescission of the employment contract through negotiation concluded by and between him and Jinghao Company was a standard form contract provided by Jinghao Company, and although, according to the agreement, it was plaintiff who proposed the rescission of the employment relation, as a matter of fact, it was Jinghao Company that initiated the rescission of the employment relation. Plaintiff initiated arbitration and filed a lawsuit and required that the employment relation between plaintiff and Jinghao Company should be resumed from January 13, 2014. 原告张传杰诉称:2007年10月,原告与上海兴旭劳务服务有限公司签订劳动合同,公司法定代表人是王文清。2010年1月,原告被转入同为王文清担任法定代表人的被告敬豪公司。自2007年10月起,原告被派往被告中海公司担任电焊工。2014年1月13日,敬豪公司与原告签订协商解除劳动合同协议书,原告要求进行离职前职业健康检查,敬豪公司承诺签订协议后安排原告体检,但第二天即反悔。原告经向有关部门投诉后,敬豪公司才安排原告进行体检。原告认为与敬豪公司签订的协商解除劳动合同协议书系敬豪公司提供的格式合同,协议书虽称系原告提出解除劳动关系,实则是敬豪公司提出解除劳动关系。原告提起仲裁、诉讼,要求原告与敬豪公司自2014年1月13日起恢复劳动关系。
...... 被告敬豪公司、中海公司辩称:原告张传杰与敬豪公司于2014年1月13日已经达成解除劳动关系的协议,并支付补偿金。现原告已离开被告处一年多,故不同意恢复劳动关系。
 
 上海市崇明县人民法院一审查明:
 2010年1月,原告张传杰与被告敬豪公司建立劳动关系后被派遣至被告中海公司担任电焊工,双方签订最后一期的劳动合同的期限为2010年1月1日至2014年6月30日。2014年1月13日,敬豪公司(甲方)与原告(乙方)签订协商解除劳动合同协议书,协议中载明甲、乙双方一致同意劳动关系于2014年1月13日解除,双方的劳动权利义务终止;甲方向乙方一次性支付人民币48 160元,以上款项包括解除劳动合同的经济补偿、其他应得劳动报酬及福利待遇等。敬豪公司于2014年1月21日向原告支付人民币48160元。
 2014年4月,原告张传杰经上海市肺科医院诊断为电焊工尘肺壹期。2014年12月10日,原告经上海市劳动能力鉴定委员会鉴定为职业病致残程度柒级。2014年11月27日,原告向上海市崇明县劳动人事争议仲裁委员会申请仲裁,要求自2014年1月13日起恢复与敬豪公司的劳动关系。该委裁决对于原告的请求事项不予支持。
 上海市崇明县人民法院一审认为:
 从事接触职业病危害作业的劳动者未进行离岗前职业健康检查,或者疑似职业病病人在诊断或者医学观察期间的,用人单位不得依照《中华人民共和国劳动合同法》第四十条、第四十一条的规定解除劳动合同。现原、被告协商一致解除劳动关系,不属该法第四十条、第四十一条规定的情形,且双方的解除行为系真实意思的表示。原告张传杰为职业病致残程度柒级,且原、被告的劳动合同也已到期,现被告敬豪公司不同意恢复劳动关系,原告要求自2014年1月13日起恢复与敬豪公司的劳动关系,于法无据,不予支持。
 ......



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