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案件一:刘某原属某厂正式工,该厂1995年1月与刘签订离岗退养协议:刘某离岗休养,该厂每月发放生活费,并缴纳各项社会保险费,直至退休。同年11月,该厂又与刘签订无固定期限的劳动合同,内容与离岗休养协议相同。1996年6月该厂改制为某有限公司后,没有与刘签订劳动合同,便仍按原协议执行,直到1999年3月。同年4月,该公司因刘某不在家,与刘某妻子协议解除与刘的劳动合同,刘妻在协议上签字。该公司随即发文,以刘年龄偏大、企业困难为由解
Case 1: Liu was originally a formal factory workers, the plant in January 1995 signed with Liu retirement agreement: Liu to leave for rest, the plant paid monthly living expenses, and pay social insurance premiums until retirement . In November of the same year, the factory signed another labor contract with Liu for a fixed term, with the same content as the agreement on resignation and resignation. After the plant was restructured into a limited company in June 1996, it did not sign a labor contract with Liu and was still operating under the original agreement until March 1999. In the same year in April, the company because Liu is not at home, and Liu wife to terminate the labor contract with Liu, Liu wife signed the agreement. The company immediately issued a document to Liu age is too large, business solution to the problem