员工学历虚假,但入职7年了还能解雇吗?

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【基本案情】

2009年4月27日,王小七入职华广公司工作,入职时填写的毕业学校为东某县职业技术学校,学历为中专。

2016年5月24日,华广公司解除劳动合同,解除理由为伪造学历,填写虚假资料。华广公司提供了东某县教育局出具的证明,证明该县境内没有冠名为“东某县职业技术学校”名称的学校‘吴本华’也非该县教育类学校的校长。

华广公司2007年版员工手册和2015年版本的员工手册中规定,提供虚假身份证件,学历证件,健康证,离职证明等,欺骗公司者,用人单位可以解除劳动合同。

2009年王小七入职培训时公司对规章制度部分内容有所涉及。

2016年6月,王小七向劳动争议仲裁委员会申请仲裁,要求华广公司支付违法解除劳动合同赔偿金82500元。该委于2016年8月25日作出裁决,驳回王小七的申诉请求。王小七不服仲裁裁决,提起诉讼。

【一审判决】一审法院认为,仲裁庭审中王小七对华广公司出具的东某县教育局相关证明不予认可,但未能提供合理解释予以反证,故仲裁委对华广公司提供的该证据予以采信,认为王小七在入职时提供了虚假的毕业证书,填写了虚假的学历,该认定于法有据,予以确认。

XX对于解除王小七劳动关系事由,华广公司提供了解除劳动合同的处理依据即《员工手册》,2009年王小七入职时新人训练计划表及新人考核试卷,该组证据可以证明王小七已了解了《员工手册》的内容,故华广公司以王小七违反规章制度为由解除劳动合同并无不当,华广公司无需支付王小七解除劳动合同赔偿金。

王小七认为其完全胜任华广公司处的工作,华广公司却在王小七入职多年后解除劳动合同,但该观点仅系从劳动合同是否存在违背真实意思表示的合同效力角度所考虑,而本案中,华广公司系在规章制度中明确载明员工提供虚假学历可以解除劳动合同,并在王小七违反该制度的情况下解除的王小七劳动合同,故王小七的主张,不符合法律规定,不予采信。

【员工上诉】

事实和理由:1,华广公司对于应聘岗位的特定学历要求以及提供虚假学历可随时解除劳动合同均未尽告知义务,也未对王小七入职学历真实性尽到严格审查的注意义务

2,劳动仲裁时效期间为1年,华广公司在录用王小七7年后再以提供虚假学历为由解除劳动合同已超过法定时效。

3,王小七并未因学历真假而使华广公司蒙受损失,也未出现不胜任工作的状况,华广公司录用王小七本质上是基于能力而非学历,华广公司解除劳动合同“醉翁之意不在酒”。

4,华广公司在一审中提供了2007年版员工手册和试卷,王小七未见过该员工手册,而试卷也未涉及虚假学历可随时解除劳动合同。

【二审判决】

XXThe court of second instance held that the conclusion of a labor contract should follow the principle of honesty and credit, and the labor contract concluded by fraudulent means should be invalid.

Wang Xiaoqi provided a false academic certificate when he joined the company. His behavior has constituted fraud. Huaguang Company has legally and legally terminated the labor contract and should not bear the compensation for illegally dismissing the labor contract.

While fully protecting the legal rights of laborers, China's labor law also protects the employer's right to use labor management according to law. The employer's necessary restraint on laborers through enterprise rules and regulations is an important means of managing according to law.

Huaguang Company 2007 Edition, 2015 Edition《员工手册》stipulates that if a worker provides a false academic certificate, the company may terminate the labor contract. Wang Xiaoqi had studied the 2007 edition《员工手册》when he joined the company in 2009, and then confirmed the 2015 edition《员工手册》. Wang Xiaoqi’s relevant regulations on Huaguang’s rules and regulations should be known. Wang Xiaoqi’s The reasons for the specific qualifications of the company to apply for positions and the provision of false academic qualifications at any time to terminate the labor contract are not valid.

In the April 2016 personnel file survey, Huaguang Company found that Wang Xiaoqi’s academic credentials were verified after the suspected documents, and the labor contract was terminated on May 24 of that year, without exceeding the statutory limitation period.

As for Wang Xiaoqi's situation that he did not have incompetent work, Huaguang Company's employment of Wang Xiaoqi is essentially an appeal reason based on ability rather than academic qualifications. Education does not represent ability. Similarly, ability does not represent conduct. Integrity is not only the basic requirement of law for the main body of labor contract, but also the basic yardstick for evaluating employees. Huaguang Company as an employer requires that the employees recruited by the employer adhere to the principle of good faith is not demanding.

xx总之,王小琪提供的虚假学历证书违反了法律和公司规章制度的有关规定。据此,华光公司依法终止了劳动合同。一审法院认定,华光公司无需支付王小琪终止劳动合同的赔偿。黄金没有错。

[案例索引]

二审:(2017)苏05闵昌100#

初审:(2016)苏0583年初15188