<p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">文章来源:<span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">110</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">法律咨询网</span></span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp; 针对近几年劳动合同纠纷、劳动争议案件增多的趋势,有必要就企业私定<span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">&quot;</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">土政策</span><span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">&quot;</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">、不为职工参保、克扣拖欠工资、推卸工伤事故责任等常见劳动纠纷,以案说法为劳动者维权支招。&nbsp;</span></span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 不为职工参保&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 【案例】张先生在太原市一单位工作近<span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">10</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">年,单位只给他缴纳了一份养老保险,没有上其他社会保险。&nbsp;</span></span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 【支招】社会保险包括养老保险、医疗保险、失业保险、工伤保险和生育保险共<span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">5</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">项,用人单位应依法为职工参保足额缴纳上述各项社保费用。否则,可向劳动保障监察机构投诉。&nbsp;</span></span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 克扣拖欠工资&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 【案例】王先生在一家私营饭店打工,工作满一年时,饭店以经营不景气为由,无故扣掉他<span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">4</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">个月的工资,多次讨要没有结果。&nbsp;</span></span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 【支招】一是举报,二是向当地法院申请支付令,三是向当地劳动争议仲裁委员会申请仲裁。&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 私定<span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">&quot;</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">土政策</span><span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">&quot;&nbsp;</span></span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 【案例】王先生已经在一家单位<span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">&quot;</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">试用</span><span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">&quot;</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">了</span><span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">6</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">个月,但最近单位通知必须再</span><span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">&quot;</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">试用</span><span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">&quot;3</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">个月,否则不能签劳动合同。&nbsp;</span></span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 【支招】此做法不合理。因为劳动者在同一单位工作,只有一次<span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">&quot;</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">试用期</span><span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">&quot;</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">,且试用期限不得超过</span><span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">6</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">个月。期满后,要么不录用,要么为员工办理转正手续。&nbsp;</span></span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 单位自用工之日起,双方应当在一个月内订立书面劳动合同,否则从第二个月开始,由用工单位支付双倍工资。&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 推卸工伤责任&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 【案例】张先生在建筑公司工作,在清理工地安全通道时被突然脱落的铜管砸伤,术后无法站立,经鉴定为四级伤残。但该公司没有给张先生上工伤保险。&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 【支招】未参加工伤保险的劳动者,如果有了工伤认定和劳动能力鉴定结论,用人单位仍不支付工伤待遇,可通过劳动仲裁来索赔。&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 不允许辞职&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 【案例】李先生今年<span style="FONT-FAMILY: Times New Roman; FONT-SIZE: 20px">2</span><span style="FONT-FAMILY: 宋体; FONT-SIZE: 20px">月份的时候,在多次找领导要求辞职不批的情况下无奈地选择了旷工离开公司,但是前公司却不肯给他办理保险手册和提取住房公积金&nbsp;</span></span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px">&nbsp;</span></p><p style="LINE-HEIGHT: 2em; MARGIN-TOP: 0px; MARGIN-BOTTOM: 0px"><span style="FONT-FAMILY: &#39;Times New Roman&#39;; FONT-SIZE: 20px"> 【支招】根据《中华人民共和国劳动合同法》第三十七条:劳动者提前三十日以书面形式通知用人单位,可以解除劳动合同。因此,如果你符合上述规定,解除合同合法。你可提起劳动仲裁要求单位办理相关解除手续。&nbsp;</span></p><p></p>