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No. 9 of the Second Batch of Ten Model Cases of Core Socialist Values Issued by Hainan High People's Court: The case of labor dispute between X Produces Trade Company and Zhao Xli—Protect by law the rights and interests of women employees, create a maternity-friendly working environment
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海南省高级人民法院发布第二批10起社会主义核心价值观典型案例之九：某农贸公司与赵某莉劳动争议案——依法保障女职工权益 营造生育友好劳动环境
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【法宝引证码】
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| No. 9 of the Second Batch of Ten Model Cases of Core Socialist Values Issued by Hainan High People's Court: The case of labor dispute between X Produces Trade Company and Zhao Xli—Protect by law the rights and interests of women employees, create a maternity-friendly working environment | | 海南省高级人民法院发布第二批10起社会主义核心价值观典型案例之九：某农贸公司与赵某莉劳动争议案——依法保障女职工权益 营造生育友好劳动环境 |
| [Core Values] | | 【核心价值】 |
| protection of women employees' rights and interests, justice, rule of law | | 女职工权益保护，公正，法治 |
| [Basic Facts] | | 【基本案情】 |
| In September 2018, X Produces Trade Company and Zhao Xli reached an oral employment agreement. On September 3, 2018, Zhao Xli, without a labor contract signed between the two parties, started to work with X Produces Trade Company and took charge of administrative works, thus establishing a de facto labor relationship. On March 2, 2022, Zhao Xli applied to X Produces Trade Company for maternity leave. On March 14, 2022, Zhao Xli went to Hainan Provincial People's Hospital for childbirth and stayed four days there and doctors advised her to take maternity leave for dystocia after discharge. On August 8, 2022, when Zhao Xli requested to go back to work after the maternity leave, X Produces Trade Company asked her to dissolve the labor relationship on the ground that the company was having a hard time and had to lay off employees. Zhao Xli agreed to dissolve the labor relationship but the two parties failed to reach an agreement on the sum of compensation. On December 5, 2022, X Municipal Labor and Personnel Dispute Arbitration Commission made out an Arbitration Award, which decided that (i) X Produces Trade Company pay Zhao Xli 17,200 yuan (monthly salary 4,300 yuan/month x 4 months) for financial compensation, and (ii) X Produces Trade Company pay Zhao Xli 29,096.66 yuan (4,300 yuan/month x 203 days) for salaries during maternity leave. X Produces Trade Company rejected the decision, and brought an action to the first-instance court. When the labor relationship existed between the two parties, Zhao Xli had not participated in the maternity insurance. | | 2018年9月，某农贸公司与赵某莉就用工达成口头协议，2018年9月3日，双方没有签订劳动合同，赵某莉入职某农贸公司并负责行政管理工作，建立了事实上的劳动关系。2022年3月2日，赵某莉向某农贸公司申请休产假，2022年3月14日，赵某莉因生产到海南省人民医院住院4天，出院医嘱：按难产休假。2022年8月8日，赵某莉产假结束要求回某农贸公司上班，某农贸公司以公司经营困难需要裁员为由要求解除劳动关系，赵某莉表示同意，但双方就补偿金额协商不下。2022年12月5日，某市劳动人事争议仲裁委员会作出《仲裁裁决书》，裁决如下：1.某农贸公司向赵某莉支付经济补偿金17200元（以月工资4300元的标准，按4个月计算）；2.某农贸公司向赵某莉支付产假期间工资29096.66元（以月工资4300元的标准，按203天计算）。某农贸公司不服该裁决结果，诉至一审法院引发本纠纷。在双方劳动关系存续期间，赵某莉没有参加生育保险。 |
| [Judgement] | | 【裁判结果】 |
| The first-instance court holds that according to the Labor Contract Law of the People's Republic of China, “The employing unit may not revoke the labor contract concluded with the worker, who is under one of the following circumstances, by applying the provisions in Articles 40 and 41 of this Law: (4) The worker is during the pregnant, puerperal or breast-feeding stage”, “Financial compensation shall be paid on the basis of the number of years a person works in a unit, the rate being one month's salary for the work of one full year. If he has worked for six months or more but less than one year, the time shall be calculated as one year; and if he has worked for less than six months, he shall be paid half of his monthly salary as financial compensation.” According to the Detailed Salary Statement that X Produces Trade Company supplied, Zhao Xli's salary was 4,300 yuan per month. X Produces Trade Company violated the law above and revoked the labor relationship with Zhao Xli, and should pay a financial compensation of 17,200 yuan (4,300 yuan/month x 4 months). With regard to Zhao Xli's maternity subsidy during maternity leave, the provisions of the Special Rules on the Labor Protection of Female Employees, Articles 7 & 8, “The maternity leave of female employees shall be 98 days, including 15 days of antenatal leave. An extra maternity leave of 15 days shall be granted in case of dystocia”, and “The maternity subsidy for female employees who have participated in maternity insurance during their maternity leave shall be paid by the maternity insurance fund and calculated on the basis of the average monthly wages of employees paid by the employers during the previous year; and the maternity subsidy for female employees who have not participated in maternity insurance shall be paid by the employers and calculated on the basis of the wages of female employees prior to their maternity leave” shall apply. According to the provisions above, Zhao Xli suffered from dystocia, therefore, her maternity leave should be 113 days (98 days + 15 days), and maternity subsidy 16,196.67 yuan (4,300 yuan/month ÷ 30 days x 113 days), which should be paid by X Produces Trade Company. The total of the two sums above should be 33,396.67 yuan. The first-instance court decided that X Produces Trade Company pay 33,396.67 yuan to Zhao Xli for financial compensation and maternity subsidy since the judgement takes effect. After the first-instance judgement was announced, Zhao Xli rejected it and appealed to a higher court. The second-instance court holds that there are other provisions beside the Special Rules on the Labor Protection of Female Employees issued by the State Council like Hainan Regulations on Population and Family Planning, Article 27, “Couples giving birth to children without violating these Regulations enjoy the following bonus and treatment: (i) female employees working with government agencies, social organizations, enterprises and public institutions enjoy an extra three months above the state-stipulated maternity leave.” The stipulations above aim to alleviate and resolve the special physiological difficulties that female employees encounter on their job, and protect their physical and mental health, and Hainan enterprises should observe such provisions. Zhao Xli was a female employee at the puerperal and breast-feeding stages, and took the maternity leave for difficult childbirth as per the medical instruction, therefore, the total number of her maternity leave should be 203 days (98 days + 15 days + 90 days). According to the provisions above, X Produces Trade Company should pay to Zhao Xli 29,096.66 yuan (4,300 yuan/month ÷ 30 days x 203 days) for maternity subsidy. The first-instance judgement adopted 113 days for maternity leave and was therefore wrong in the calculation of maternity subsidy, and should be corrected. The second-instance court thus decided that X Produces Trade Company pay to Zhao Xli a total of 46,296.66 yuan for financial compensation and maternity subsidy. | | 一审法院认为，根据《中华人民共和国劳动合同法》规定：“劳动者有下列情形之一的，用人单位不得依照本法第四十条、第四十一条的规定解除劳动合同：（四）女职工在孕期、产期、哺乳期的”“经济补偿按劳动者在本单位工作的年限，每满一年支付一个月工资的标准向劳动者支付。六个月以上不满一年的，按一年计算；不满六个月的，向劳动者支付半个月工资的经济补偿”。某农贸公司提交的《工资发放明细清单》显示，赵某莉工资为每月4300元，某农贸公司违反上述法律规定解除其与赵某莉的劳动关系，应当支付经济补偿金为17200元（4300元/月×4个月）。关于赵某莉产假期间的生育津贴问题，参照《女职工劳动保护特别规定》第七条、第八条规定：“女职工生育享受98天产假，其中产前可以休假15天；难产的，增加产假15天”“女职工产假期间的生育津贴，对已经参加生育保险的，按照用人单位上年度职工月平均工资的标准由生育保险基金支付；对未参加生育保险的，按照女职工产假前工资的标准由用人单位支付”。根据上述规定，赵某莉难产，产假为113天（98天+15天），生育津贴为16196.67元（4300元/月÷30天×113天），某农贸公司应当支付。上述两项金额合计33396.67元。一审判决某农贸公司于判决发生法律效力之日起支付赵某莉经济补偿金、生育津贴共计33396.67元。一审宣判后，赵某莉不服提出上诉。二审法院认为，除国务院颁布的《女职工劳动保护特别规定》之外，《海南省人口与计划生育条例》第二十七条还规定：“符合本条例规定生育子女的夫妻，享受下列奖励与优待：（一）属机关、社会团体、企业事业组织工作人员的，女职工除享受国家规定的产假外，增加产假三个月。”上述规定是为了减少和解决女职工在劳动中因生理特点造成的特殊困难，保护女职工身心健康，海南企业均应予以遵循。赵某莉系产期、哺乳期女职工，出院医嘱为按难产休假，因此，其产假天数合计应为203天（98天+15天+90天）。参照上述规定，某农贸公司应向赵某莉支付的生育津贴为29096.66元（4300元/月÷30天×203天），一审判决按照113天产假计算生育津贴有误，应予纠正。故二审改判某农贸公司支付赵某莉经济补偿金、生育津贴共计46296.66元。 |
| ．．．．．． | | ．．．．．． |
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