勞動(dong)合(he)同怎么(me)簽？千名(ming)受訪者八成(cheng)“一知半解”

    調查說明

    作為普通勞動(dong)(dong)者(zhe)，您(nin)(nin)對相關的(de)法(fa)律法(fa)規知道(dao)多少(shao)？您(nin)(nin)知道(dao)勞動(dong)(dong)合同怎么(me)簽？加班工資(zi)怎么(me)算？離職時該(gai)怎么(me)做？如果是(shi)女士，您(nin)(nin)知不知道(dao)自己(ji)擁有(you)什么(me)“特權”？還有(you)，當您(nin)(nin)的(de)勞動(dong)(dong)權益遭(zao)侵犯時，您(nin)(nin)該(gai)怎么(me)辦？

    近日，解放日報(bao)社會調(diao)查中心聯合KuRunData中國在線調(diao)研，進行了一項(xiang)有關勞(lao)動者權(quan)益保護知(zhi)曉(xiao)度的調(diao)查。調(diao)查采取(qu)(qu)在線方式，選取(qu)(qu)樣本共1000份，兼顧各年齡層勞(lao)動者，年齡分布為：22—35歲(sui)400份；36—45歲(sui)300份；46—55歲(sui)300份。

    受訪者(zhe)中，工作單位(wei)性質以民(min)營（私營）企業(ye)居多，占(zhan)(zhan)(zhan)44.6%；其(qi)次是(shi)事業(ye)單位(wei)，占(zhan)(zhan)(zhan)21.6%；第三位(wei)是(shi)國資企業(ye)，占(zhan)(zhan)(zhan)18.2%；國家(jia)機關占(zhan)(zhan)(zhan)7.1%；外商投(tou)資企業(ye)（含獨資企業(ye)）占(zhan)(zhan)(zhan)6.4%；股(gu)份(fen)制企業(ye)占(zhan)(zhan)(zhan)2.1%。對單位(wei)執(zhi)行勞動法律(lv)法規的總體情況，54.1%的受訪者(zhe)認為“一(yi)般”，認為“好(hao)”的占(zhan)(zhan)(zhan)37.2%，其(qi)余8.7%則表(biao)示“不好(hao)”。

    超七成受訪者注重勞動合同

    在(zai)回答“您覺(jue)得入(ru)職(zhi)時，最關鍵要(yao)看”這一多選(xuan)(xuan)題時，在(zai)列出(chu)的8個選(xuan)(xuan)項中，“用人(ren)(ren)單(dan)位(wei)是(shi)否(fou)(fou)簽訂(ding)勞動合同(tong)”“用人(ren)(ren)單(dan)位(wei)是(shi)否(fou)(fou)繳納‘五險一金’”并列排名第(di)一，均有(you)72.5%的選(xuan)(xuan)擇；排在(zai)第(di)三位(wei)的是(shi)“薪酬標準與福利待(dai)遇”，有(you)64.1%的選(xuan)(xuan)擇；除此之外，單(dan)位(wei)制定的規章制度是(shi)否(fou)(fou)合理(li)、能否(fou)(fou)提供安(an)全生產（辦公）環境、崗位(wei)職(zhi)責描述是(shi)否(fou)(fou)清晰等均不相(xiang)上下；也有(you)近兩成的人(ren)(ren)關注“老(lao)板人(ren)(ren)品”；不過，也有(you)約一成的人(ren)(ren)相(xiang)對消極，認(ren)為“能找到(dao)工作已經蠻(man)好了(le)，考慮不了(le)那么多，先做起來(lai)再說”。

    對于(yu)簽(qian)訂勞動(dong)合同時要注意什(shen)么(me)，55.9%的受(shou)訪者(zhe)表(biao)(biao)示(shi)“知道一點”；22.3%的受(shou)訪者(zhe)表(biao)(biao)示(shi)“不太清楚”；另(ling)有21.8%的受(shou)訪者(zhe)則無奈表(biao)(biao)示(shi)，“都是單位起草的，即(ji)便(bian)看出里面有不合理甚至‘霸王’條款(kuan)，又能(neng)怎樣(yang)？工作(zuo)不好找，為了(le)工作(zuo)還得簽(qian)。”

    勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)中，一(yi)般都會約定(ding)試(shi)(shi)(shi)(shi)(shi)用(yong)期(qi)(qi)(qi)。所謂試(shi)(shi)(shi)(shi)(shi)用(yong)期(qi)(qi)(qi)，是用(yong)人(ren)單位和勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)者(zhe)建立(li)勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)關(guan)系后(hou)，雙方(fang)為相互(hu)了解而協商約定(ding)的(de)(de)考(kao)察期(qi)(qi)(qi)限(xian)(xian)(xian)(xian)。但考(kao)察期(qi)(qi)(qi)限(xian)(xian)(xian)(xian)的(de)(de)長(chang)短，以(yi)(yi)及(ji)試(shi)(shi)(shi)(shi)(shi)用(yong)期(qi)(qi)(qi)的(de)(de)工(gong)(gong)資，用(yong)工(gong)(gong)單位須按照相關(guan)法(fa)(fa)律法(fa)(fa)規(gui)來約定(ding)。法(fa)(fa)律規(gui)定(ding)：勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)期(qi)(qi)(qi)限(xian)(xian)(xian)(xian)3個月(yue)以(yi)(yi)上不(bu)(bu)滿(man)1年(nian)的(de)(de)，試(shi)(shi)(shi)(shi)(shi)用(yong)期(qi)(qi)(qi)不(bu)(bu)得(de)(de)超過(guo)1個月(yue)；勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)期(qi)(qi)(qi)限(xian)(xian)(xian)(xian)1年(nian)以(yi)(yi)上不(bu)(bu)滿(man)3年(nian)的(de)(de)，試(shi)(shi)(shi)(shi)(shi)用(yong)期(qi)(qi)(qi)不(bu)(bu)得(de)(de)超過(guo)2個月(yue)；3年(nian)以(yi)(yi)上固定(ding)期(qi)(qi)(qi)限(xian)(xian)(xian)(xian)和無(wu)固定(ding)期(qi)(qi)(qi)限(xian)(xian)(xian)(xian)的(de)(de)勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)，試(shi)(shi)(shi)(shi)(shi)用(yong)期(qi)(qi)(qi)不(bu)(bu)得(de)(de)超過(guo)6個月(yue)。試(shi)(shi)(shi)(shi)(shi)用(yong)期(qi)(qi)(qi)限(xian)(xian)(xian)(xian)應包(bao)含在勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)期(qi)(qi)(qi)限(xian)(xian)(xian)(xian)之內；勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)當事人(ren)僅約定(ding)試(shi)(shi)(shi)(shi)(shi)用(yong)期(qi)(qi)(qi)的(de)(de)，試(shi)(shi)(shi)(shi)(shi)用(yong)期(qi)(qi)(qi)不(bu)(bu)成(cheng)立(li)，該期(qi)(qi)(qi)限(xian)(xian)(xian)(xian)即為勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)期(qi)(qi)(qi)限(xian)(xian)(xian)(xian)。另外(wai)，下列情(qing)形不(bu)(bu)得(de)(de)約定(ding)試(shi)(shi)(shi)(shi)(shi)用(yong)期(qi)(qi)(qi)：勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)期(qi)(qi)(qi)限(xian)(xian)(xian)(xian)不(bu)(bu)滿(man)三個月(yue)；以(yi)(yi)完成(cheng)一(yi)定(ding)工(gong)(gong)作任務為期(qi)(qi)(qi)限(xian)(xian)(xian)(xian)的(de)(de)勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)；非全日制用(yong)工(gong)(gong)的(de)(de)勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)。至于(yu)試(shi)(shi)(shi)(shi)(shi)用(yong)期(qi)(qi)(qi)工(gong)(gong)資，根據《勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)法(fa)(fa)實施條例(li)》：勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)者(zhe)試(shi)(shi)(shi)(shi)(shi)用(yong)期(qi)(qi)(qi)工(gong)(gong)資不(bu)(bu)得(de)(de)低于(yu)本單位相同(tong)(tong)(tong)崗(gang)位最低檔工(gong)(gong)資的(de)(de)80％或者(zhe)不(bu)(bu)得(de)(de)低于(yu)勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)(dong)合(he)(he)(he)同(tong)(tong)(tong)約定(ding)工(gong)(gong)資的(de)(de)80％，并不(bu)(bu)得(de)(de)低于(yu)用(yong)人(ren)單位所在地的(de)(de)最低工(gong)(gong)資標準。

    可遺(yi)憾的是，上面兩項重要內容(rong)，均有近四成(cheng)的受訪者(zhe)表示(shi)“不(bu)知道(dao)”。這(zhe)無疑讓自己(ji)在入職之初，就(jiu)已經處(chu)于劣勢；假如“遇人不(bu)淑(shu)”，或許會在試用期遭遇克扣工(gong)資、無故延長試用期，甚至被隨意“炒魷魚(yu)”。

    加班費計算法三成“不清楚”

    加(jia)(jia)(jia)班(ban)(ban)、加(jia)(jia)(jia)班(ban)(ban)、加(jia)(jia)(jia)班(ban)(ban)……每(mei)個(ge)職場人差不多都有(you)這樣的(de)遭遇(yu)，有(you)人甚至在節(jie)假(jia)日也不得不加(jia)(jia)(jia)班(ban)(ban)。依(yi)據相關法律法規(gui)(gui)，員工加(jia)(jia)(jia)班(ban)(ban)，單位必(bi)須(xu)支付加(jia)(jia)(jia)班(ban)(ban)費(fei)。但支付加(jia)(jia)(jia)班(ban)(ban)費(fei)是有(you)規(gui)(gui)矩的(de)，而且平時(shi)加(jia)(jia)(jia)班(ban)(ban)和節(jie)假(jia)日加(jia)(jia)(jia)班(ban)(ban)的(de)計算方(fang)式是不同的(de)。

    依據(ju)《上(shang)(shang)海市(shi)企業工(gong)(gong)(gong)資(zi)(zi)支(zhi)(zhi)(zhi)付(fu)辦法(fa)》，企業根據(ju)實(shi)際需要(yao)安排勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)者在(zai)(zai)(zai)(zai)法(fa)定(ding)標(biao)(biao)準(zhun)工(gong)(gong)(gong)作(zuo)(zuo)時(shi)(shi)間(jian)(jian)以(yi)外工(gong)(gong)(gong)作(zuo)(zuo)的(de)(de)(de)，按以(yi)下(xia)標(biao)(biao)準(zhun)支(zhi)(zhi)(zhi)付(fu)加班(ban)(ban)(ban)(ban)工(gong)(gong)(gong)資(zi)(zi)：安排勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)者在(zai)(zai)(zai)(zai)法(fa)定(ding)標(biao)(biao)準(zhun)工(gong)(gong)(gong)作(zuo)(zuo)日(ri)(ri)時(shi)(shi)間(jian)(jian)以(yi)外延長工(gong)(gong)(gong)作(zuo)(zuo)時(shi)(shi)間(jian)(jian)的(de)(de)(de)，按照不(bu)(bu)(bu)(bu)(bu)低(di)(di)于(yu)勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)者本人(ren)(ren)小時(shi)(shi)工(gong)(gong)(gong)資(zi)(zi)的(de)(de)(de)150%支(zhi)(zhi)(zhi)付(fu)；安排勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)者在(zai)(zai)(zai)(zai)休息日(ri)(ri)工(gong)(gong)(gong)作(zuo)(zuo)，而又不(bu)(bu)(bu)(bu)(bu)能安排補休的(de)(de)(de)，按照不(bu)(bu)(bu)(bu)(bu)低(di)(di)于(yu)勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)者本人(ren)(ren)日(ri)(ri)或(huo)(huo)小時(shi)(shi)工(gong)(gong)(gong)資(zi)(zi)的(de)(de)(de)200%支(zhi)(zhi)(zhi)付(fu)；安排勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)者在(zai)(zai)(zai)(zai)法(fa)定(ding)休假(jia)節日(ri)(ri)工(gong)(gong)(gong)作(zuo)(zuo)的(de)(de)(de)，按照不(bu)(bu)(bu)(bu)(bu)低(di)(di)于(yu)勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)者本人(ren)(ren)日(ri)(ri)或(huo)(huo)小時(shi)(shi)工(gong)(gong)(gong)資(zi)(zi)的(de)(de)(de)300%支(zhi)(zhi)(zhi)付(fu)。加班(ban)(ban)(ban)(ban)工(gong)(gong)(gong)資(zi)(zi)計算的(de)(de)(de)基數(shu)為勞(lao)(lao)(lao)(lao)動(dong)(dong)(dong)者所在(zai)(zai)(zai)(zai)崗位(wei)相對(dui)(dui)應的(de)(de)(de)正常(chang)出勤月工(gong)(gong)(gong)資(zi)(zi)，不(bu)(bu)(bu)(bu)(bu)包括年(nian)終獎(jiang)、上(shang)(shang)下(xia)班(ban)(ban)(ban)(ban)交通補貼(tie)、工(gong)(gong)(gong)作(zuo)(zuo)餐補貼(tie)、住房(fang)補貼(tie)，中(zhong)夜班(ban)(ban)(ban)(ban)津(jin)貼(tie)、夏季高(gao)(gao)溫津(jin)貼(tie)、加班(ban)(ban)(ban)(ban)工(gong)(gong)(gong)資(zi)(zi)等(deng)特殊情況下(xia)支(zhi)(zhi)(zhi)付(fu)的(de)(de)(de)工(gong)(gong)(gong)資(zi)(zi)。加班(ban)(ban)(ban)(ban)工(gong)(gong)(gong)資(zi)(zi)和假(jia)期工(gong)(gong)(gong)資(zi)(zi)的(de)(de)(de)計算基數(shu)不(bu)(bu)(bu)(bu)(bu)得低(di)(di)于(yu)本市(shi)規定(ding)的(de)(de)(de)最低(di)(di)工(gong)(gong)(gong)資(zi)(zi)標(biao)(biao)準(zhun)。對(dui)(dui)于(yu)這一(yi)規定(ding)，依然有(you)29.5%的(de)(de)(de)受訪(fang)人(ren)(ren)員表(biao)示“不(bu)(bu)(bu)(bu)(bu)清楚”。一(yi)位(wei)受訪(fang)者表(biao)示，自(zi)己從來沒有(you)關心過(guo)加班(ban)(ban)(ban)(ban)費怎么發，平時(shi)(shi)超過(guo)時(shi)(shi)間(jian)(jian)點下(xia)班(ban)(ban)(ban)(ban)頻率很高(gao)(gao)，但(dan)每次超過(guo)的(de)(de)(de)時(shi)(shi)間(jian)(jian)也不(bu)(bu)(bu)(bu)(bu)多，不(bu)(bu)(bu)(bu)(bu)好(hao)意思“討要(yao)”加班(ban)(ban)(ban)(ban)費，不(bu)(bu)(bu)(bu)(bu)能為了點“小錢”把飯碗(wan)砸(za)了。

    上(shang)面描述中(zhong)有個(ge)“最(zui)(zui)低(di)(di)工(gong)(gong)(gong)資(zi)標(biao)準”的(de)概念。所謂(wei)“最(zui)(zui)低(di)(di)工(gong)(gong)(gong)資(zi)標(biao)準”，是指(zhi)勞(lao)(lao)動(dong)(dong)者在(zai)法(fa)定工(gong)(gong)(gong)作時(shi)間(jian)或依法(fa)簽訂的(de)勞(lao)(lao)動(dong)(dong)合(he)同約定的(de)工(gong)(gong)(gong)作時(shi)間(jian)內提(ti)供了正常(chang)勞(lao)(lao)動(dong)(dong)的(de)前提(ti)下(xia)，用人(ren)單位(wei)依法(fa)應支付的(de)最(zui)(zui)低(di)(di)勞(lao)(lao)動(dong)(dong)報酬。最(zui)(zui)低(di)(di)工(gong)(gong)(gong)資(zi)標(biao)準不(bu)(bu)含勞(lao)(lao)動(dong)(dong)者個(ge)人(ren)依法(fa)繳納的(de)社會保險(xian)費和住房(fang)公積(ji)金(jin)，延長工(gong)(gong)(gong)作時(shi)間(jian)的(de)加班(ban)費，中(zhong)夜(ye)班(ban)津(jin)貼(tie)、夏季(ji)高溫津(jin)貼(tie)及有毒有害等(deng)特殊工(gong)(gong)(gong)作環(huan)境下(xia)的(de)崗位(wei)津(jin)貼(tie)，伙(huo)食補(bu)(bu)貼(tie)、上(shang)下(xia)班(ban)交通(tong)補(bu)(bu)貼(tie)、住房(fang)補(bu)(bu)貼(tie)也(ye)不(bu)(bu)作為月(yue)最(zui)(zui)低(di)(di)工(gong)(gong)(gong)資(zi)標(biao)準的(de)組(zu)成部分(fen)，由用人(ren)單位(wei)另行(xing)支付。最(zui)(zui)低(di)(di)工(gong)(gong)(gong)資(zi)標(biao)準各不(bu)(bu)相(xiang)同，本市的(de)最(zui)(zui)低(di)(di)工(gong)(gong)(gong)資(zi)標(biao)準每年均有上(shang)調，比如2018年就較2017年上(shang)調了120元，目前為2420元。但(dan)受(shou)訪者中(zhong)，能(neng)準確回答出本市最(zui)(zui)低(di)(di)工(gong)(gong)(gong)資(zi)標(biao)準的(de)僅占49.6%。

    既(ji)然(ran)有了“最(zui)(zui)低(di)(di)(di)工(gong)(gong)(gong)資標(biao)準(zhun)”這道“緊(jin)箍咒(zhou)”，是不(bu)(bu)(bu)(bu)是意(yi)味著無(wu)論什(shen)么情(qing)況下，今年本市的(de)(de)勞動(dong)者(zhe)每月拿到的(de)(de)錢都(dou)不(bu)(bu)(bu)(bu)能(neng)低(di)(di)(di)于(yu)(yu)2420元呢？比(bi)如某人(ren)(ren)病假(jia)，不(bu)(bu)(bu)(bu)管其請了多(duo)少天，病假(jia)工(gong)(gong)(gong)資也不(bu)(bu)(bu)(bu)能(neng)低(di)(di)(di)于(yu)(yu)最(zui)(zui)低(di)(di)(di)工(gong)(gong)(gong)資嗎？受訪者(zhe)在回答這一問題(ti)時，認為(wei)不(bu)(bu)(bu)(bu)能(neng)低(di)(di)(di)于(yu)(yu)的(de)(de)，占(zhan)(zhan)48.8%；認為(wei)可以的(de)(de)，占(zhan)(zhan)16.3%；不(bu)(bu)(bu)(bu)清楚(chu)的(de)(de)占(zhan)(zhan)34.9%。事實(shi)上(shang)，根據相關(guan)規定，病假(jia)工(gong)(gong)(gong)資與連續工(gong)(gong)(gong)齡有關(guan)，工(gong)(gong)(gong)齡越短，扣發(fa)得越多(duo)，比(bi)如連續工(gong)(gong)(gong)齡不(bu)(bu)(bu)(bu)滿2年的(de)(de)，按本人(ren)(ren)工(gong)(gong)(gong)資的(de)(de)60%計發(fa)。但(dan)無(wu)論怎么扣，病假(jia)工(gong)(gong)(gong)資不(bu)(bu)(bu)(bu)得低(di)(di)(di)于(yu)(yu)本市企業(ye)職工(gong)(gong)(gong)最(zui)(zui)低(di)(di)(di)工(gong)(gong)(gong)資標(biao)準(zhun)的(de)(de)80%。

    女職工“特權”并不是無原則

    勞(lao)(lao)動(dong)(dong)合同期(qi)滿，勞(lao)(lao)動(dong)(dong)合同終止(zhi)(zhi)，這(zhe)是《勞(lao)(lao)動(dong)(dong)合同法(fa)》予以用工(gong)單(dan)位的(de)(de)權利；但(dan)對于女職工(gong)，“三期(qi)”期(qi)間即使勞(lao)(lao)動(dong)(dong)合同期(qi)滿，用人單(dan)位也不得與其終止(zhi)(zhi)勞(lao)(lao)動(dong)(dong)關系，仍應按法(fa)律規定(ding)支(zhi)付勞(lao)(lao)動(dong)(dong)者(zhe)應得的(de)(de)工(gong)資待遇，勞(lao)(lao)動(dong)(dong)合同自動(dong)(dong)延(yan)續(xu)至(zhi)哺(bu)乳期(qi)滿。“三期(qi)”指(zhi)孕期(qi)、產期(qi)和(he)哺(bu)乳期(qi)。調(diao)查中(zhong)，78.9%的(de)(de)受訪者(zhe)知(zhi)道“三期(qi)”的(de)(de)概(gai)念。

    但需(xu)要(yao)提(ti)醒的(de)(de)是，保(bao)護并不(bu)(bu)是沒有原則。調(diao)查根據真(zhen)實案例(li)設計了一個問題(ti)請受(shou)訪(fang)者作出選擇(ze)：小(xiao)李(li)懷孕(yun)了，她以(yi)(yi)工作太(tai)累(lei)無故曠工，并沒有向單位(wei)提(ti)交病假證(zheng)明。而(er)單位(wei)規章制度規定(ding)員(yuan)工曠工超(chao)過5天即(ji)屬嚴重違紀(ji)，可(ke)以(yi)(yi)除名。公(gong)(gong)司(si)多次向小(xiao)李(li)指出后(hou)，她仍(reng)不(bu)(bu)去上(shang)班。公(gong)(gong)司(si)遂決定(ding)與(yu)她解(jie)除勞動合(he)同。請問公(gong)(gong)司(si)可(ke)以(yi)(yi)解(jie)除與(yu)小(xiao)李(li)的(de)(de)勞動合(he)同嗎？調(diao)查結果顯示：74.4%的(de)(de)受(shou)訪(fang)者表(biao)示“可(ke)以(yi)(yi)”；另有25.6%受(shou)訪(fang)者表(biao)示“不(bu)(bu)可(ke)以(yi)(yi)”。

    勞(lao)(lao)動(dong)法(fa)(fa)律法(fa)(fa)規(gui)專(zhuan)家指出(chu)：“三(san)期”女職工(gong)(gong)(gong)，若存在(zai)《勞(lao)(lao)動(dong)合(he)(he)(he)同法(fa)(fa)》第(di)(di)(di)三(san)十(shi)九(jiu)條規(gui)定(ding)情形(xing)之(zhi)一(yi)的(de)(de)(de)(de)，用人單(dan)(dan)位也可(ke)以(yi)與其(qi)解除勞(lao)(lao)動(dong)合(he)(he)(he)同。第(di)(di)(di)三(san)十(shi)九(jiu)條規(gui)定(ding)的(de)(de)(de)(de)情形(xing)有：（一(yi)）在(zai)試(shi)用期間被證明(ming)不符合(he)(he)(he)錄用條件的(de)(de)(de)(de)；（二）嚴(yan)重(zhong)違反用人單(dan)(dan)位的(de)(de)(de)(de)規(gui)章制度(du)的(de)(de)(de)(de)；（三(san)）嚴(yan)重(zhong)失職，營(ying)私舞弊，給用人單(dan)(dan)位造(zao)成重(zhong)大損害的(de)(de)(de)(de)；（四(si)）勞(lao)(lao)動(dong)者(zhe)同時與其(qi)他用人單(dan)(dan)位建(jian)立(li)勞(lao)(lao)動(dong)關系(xi)，對完成本(ben)單(dan)(dan)位的(de)(de)(de)(de)工(gong)(gong)(gong)作(zuo)任(ren)務(wu)造(zao)成嚴(yan)重(zhong)影響(xiang)，或者(zhe)經用人單(dan)(dan)位提出(chu)，拒不改(gai)正的(de)(de)(de)(de)；（五(wu)）因本(ben)法(fa)(fa)第(di)(di)(di)二十(shi)六條第(di)(di)(di)一(yi)款第(di)(di)(di)一(yi)項規(gui)定(ding)的(de)(de)(de)(de)情形(xing)致(zhi)使勞(lao)(lao)動(dong)合(he)(he)(he)同無(wu)效的(de)(de)(de)(de)；（六）被依法(fa)(fa)追(zhui)究(jiu)刑事責(ze)任(ren)的(de)(de)(de)(de)。小(xiao)李雖然處于(yu)(yu)孕期，但經常無(wu)故曠工(gong)(gong)(gong)的(de)(de)(de)(de)做法(fa)(fa)，屬于(yu)(yu)嚴(yan)重(zhong)違反用人單(dan)(dan)位的(de)(de)(de)(de)規(gui)章制度(du)，且公司(si)多(duo)次(ci)向她提出(chu)后仍不改(gai)正，所(suo)以(yi)公司(si)與其(qi)解除勞(lao)(lao)動(dong)合(he)(he)(he)同是合(he)(he)(he)法(fa)(fa)的(de)(de)(de)(de)。

    單位“末位淘汰”做法合法嗎？

    現在(zai)(zai)，離職變得稀松平常。離職前(qian)，有(you)哪些事(shi)情要(yao)注意？怎么(me)做(zuo)才符合(he)勞(lao)動法(fa)律法(fa)規的(de)相(xiang)關規定(ding)？調查請受(shou)訪(fang)者在(zai)(zai)給出(chu)的(de)6個(ge)選項(xiang)中選出(chu)認為最(zui)重(zhong)要(yao)的(de)三(san)件事(shi)，結果顯(xian)示：“提(ti)前(qian)一(yi)個(ge)月向單(dan)位提(ti)交書面辭(ci)職報告”排在(zai)(zai)第(di)(di)一(yi)位，占82.9%；“辦(ban)好手邊工(gong)作(zuo)的(de)移交”排在(zai)(zai)第(di)(di)二，占62.6%；排在(zai)(zai)第(di)(di)三(san)的(de)是“如原勞(lao)動合(he)同中有(you)保密協(xie)議、競業限制(zhi)等條款(kuan)，解除合(he)同時(shi)要(yao)妥善處理”，占57%。“在(zai)(zai)單(dan)位未獲準前(qian)不要(yao)擅自離開工(gong)作(zuo)崗位”也(ye)有(you)53%的(de)選擇。但也(ye)有(you)3.9%的(de)受(shou)訪(fang)者比較“任(ren)性”，選擇了(le)“想(xiang)走(zou)就走(zou)，個(ge)人發(fa)展重(zhong)要(yao)，考慮不了(le)那么(me)多”。

    根據(ju)《勞(lao)動(dong)(dong)合同(tong)法(fa)》的相關條(tiao)款，若要辭職，的確需要提(ti)前30天(tian)通(tong)知用人(ren)單位(wei)；但假若處(chu)在試用期內，提(ti)前3天(tian)即可(ke)。這個約定也并非絕(jue)(jue)對，法(fa)律同(tong)樣明(ming)確，假如用人(ren)單位(wei)存在六種(zhong)違(wei)規(gui)情(qing)形(xing)，包括未(wei)按勞(lao)動(dong)(dong)合同(tong)約定提(ti)供勞(lao)動(dong)(dong)保護、未(wei)及時(shi)足額支付勞(lao)動(dong)(dong)報酬(chou)、未(wei)依法(fa)繳納社會保險等，勞(lao)動(dong)(dong)者(zhe)無須提(ti)前通(tong)知便(bian)可(ke)提(ti)出解(jie)除勞(lao)動(dong)(dong)合同(tong)。不(bu)過，勞(lao)動(dong)(dong)法(fa)律法(fa)規(gui)專家提(ti)醒：勞(lao)動(dong)(dong)者(zhe)因(yin)單位(wei)過錯提(ti)出解(jie)除勞(lao)動(dong)(dong)合同(tong)時(shi)，注意在辭職通(tong)知中列出單位(wei)的過錯內容，否則易被認(ren)定是(shi)“未(wei)提(ti)前30天(tian)通(tong)知”而遭拒(ju)絕(jue)(jue)。

    有關“競業(ye)(ye)限(xian)制”，根據《勞(lao)(lao)動合(he)同(tong)法(fa)》，單(dan)位(wei)的確可以與勞(lao)(lao)動者(zhe)(zhe)在勞(lao)(lao)動合(he)同(tong)中約定保守用人單(dan)位(wei)的商業(ye)(ye)秘密和(he)知識產權的保密事(shi)項；但競業(ye)(ye)限(xian)制的期限(xian)不得超過(guo)兩年，競業(ye)(ye)限(xian)制期限(xian)內按月給予勞(lao)(lao)動者(zhe)(zhe)經(jing)濟補償(chang)。

    相(xiang)較(jiao)于(yu)主動(dong)離(li)職，還有(you)(you)(you)(you)遭單(dan)(dan)位(wei)(wei)(wei)(wei)解(jie)除勞(lao)動(dong)合(he)(he)(he)同(tong)(tong)的(de)情(qing)況(kuang)。調查(cha)中，有(you)(you)(you)(you)近兩(liang)成(cheng)受(shou)訪(fang)(fang)者(zhe)表(biao)示(shi)，他們單(dan)(dan)位(wei)(wei)(wei)(wei)是(shi)依據(ju)年終考(kao)核(he)(he)成(cheng)績直(zhi)接采取“末(mo)位(wei)(wei)(wei)(wei)淘汰(tai)(tai)(tai)”，“雖然(ran)排(pai)在末(mo)位(wei)(wei)(wei)(wei)的(de)確(que)有(you)(you)(you)(you)個人因素，但直(zhi)接解(jie)除勞(lao)動(dong)合(he)(he)(he)同(tong)(tong)，還是(shi)有(you)(you)(you)(you)點‘殘忍’”。對“末(mo)位(wei)(wei)(wei)(wei)淘汰(tai)(tai)(tai)”，56.9%的(de)受(shou)訪(fang)(fang)者(zhe)表(biao)示(shi)“不(bu)對”，24.9%的(de)受(shou)訪(fang)(fang)者(zhe)認為(wei)“單(dan)(dan)位(wei)(wei)(wei)(wei)總是(shi)有(you)(you)(you)(you)理的(de)”，另有(you)(you)(you)(you)18.2%的(de)受(shou)訪(fang)(fang)者(zhe)贊同(tong)(tong)單(dan)(dan)位(wei)(wei)(wei)(wei)的(de)做法(fa)(fa)。相(xiang)關(guan)專家表(biao)示(shi)：末(mo)位(wei)(wei)(wei)(wei)淘汰(tai)(tai)(tai)制(zhi)(zhi)實質是(shi)用(yong)人單(dan)(dan)位(wei)(wei)(wei)(wei)自己制(zhi)(zhi)定的(de)一個考(kao)核(he)(he)標準(zhun)，對員工(gong)進(jin)行考(kao)核(he)(he)后(hou)，將(jiang)排(pai)名相(xiang)對靠后(hou)的(de)人員予以淘汰(tai)(tai)(tai)、辭退的(de)一種(zhong)管(guan)理方(fang)法(fa)(fa)。《勞(lao)動(dong)合(he)(he)(he)同(tong)(tong)法(fa)(fa)》規定了用(yong)工(gong)單(dan)(dan)位(wei)(wei)(wei)(wei)只有(you)(you)(you)(you)六種(zhong)情(qing)況(kuang)下才有(you)(you)(you)(you)權合(he)(he)(he)法(fa)(fa)辭退員工(gong)，其中并不(bu)明(ming)確(que)包括“末(mo)位(wei)(wei)(wei)(wei)淘汰(tai)(tai)(tai)”。最高人民(min)(min)法(fa)(fa)院(yuan)(yuan)公(gong)布的(de)《第(di)八次全國法(fa)(fa)院(yuan)(yuan)民(min)(min)事商事審判工(gong)作會議（民(min)(min)事部分）紀要》第(di)29條明(ming)確(que)：用(yong)人單(dan)(dan)位(wei)(wei)(wei)(wei)在勞(lao)動(dong)合(he)(he)(he)同(tong)(tong)期限內通(tong)過“末(mo)位(wei)(wei)(wei)(wei)淘汰(tai)(tai)(tai)”或“競爭上崗”等形式單(dan)(dan)方(fang)解(jie)除勞(lao)動(dong)合(he)(he)(he)同(tong)(tong)，勞(lao)動(dong)者(zhe)可以用(yong)人單(dan)(dan)位(wei)(wei)(wei)(wei)違法(fa)(fa)解(jie)除勞(lao)動(dong)合(he)(he)(he)同(tong)(tong)為(wei)由(you)，請求用(yong)人單(dan)(dan)位(wei)(wei)(wei)(wei)繼續(xu)履(lv)行勞(lao)動(dong)合(he)(he)(he)同(tong)(tong)或者(zhe)支付賠償金(jin)。

    如(ru)果單位的(de)確存在違反勞動法律、法規的(de)行(xing)為，您會怎樣？面對這(zhe)個問題，近半數受訪(fang)者態(tai)度鮮明，表(biao)示會向勞動監察部門舉報；但也有兩成(cheng)的(de)受訪(fang)者相(xiang)對消(xiao)極，表(biao)示“辭職，惹不起(qi)躲得起(qi)”。