| Case of Dispute over Labor Contracts—Which One Is Legal If There Are Two Notices of Dissolution of Labor Contract? Court: Company to Pay Compensation as Notice of Dissolution Is Legally Effective upon Service | | 冉某某与云天公司劳动合同纠纷上诉案——两次解除劳动合同哪次为准，法院：解聘通知书自送达即发生法律效力 用人单位应支付补偿金 |
| Lately the Shanghai No.1 Intermediate People's Court concluded an appeal over labor contract dispute, deciding that the first notice of dismissal sent by the employer took legal effect when it was served to the employee, which means that the two sides agreed to dissolve the labor contract and the company shall pay compensation to Miss Ran, the employee. | | 日前，上海市第一中级人民法院（以下简称“上海一中院”）依法审结一起劳动合同纠纷上诉案，二审认定用人单位于第一次将解聘通知书送达劳动者时即发生法律效力，双方系协商一致解除劳动合同，公司应向冉小姐支付补偿金。 |
| [Case Review] | | 【案情回放】 |
| Miss Ran lost her job. Yuntian, the company she worked for, sent her a notice of dismissal, saying that due to the company's operating problem, it decides to dissolve its labor relationship with Miss Ran on September 5, 2018. Miss Ran accepted the decision and began to deal with the handover on September 6. She also talked to the company about the compensation after the termination of the labor contract. However, two days passed, the two sides failed to reach an agreement. So, Miss Ran applied for labor arbitration. | | 冉小姐失业了。她就职的云天公司给她发送了一份《员工解聘通知书》，表示因经营状况的原因，公司决定于2018年9月5日解除双方的劳动关系。冉小姐很快接受了被解聘的现实，9月6日即着手办理工作交接手续，并与云天公司就劳动合同解除后的补偿事宜进行协商。然而连续谈了两天，双方也没能达成共识。于是，冉小姐申请了劳动仲裁。 |
| ．．．．．． | | 9月11日至9月13日，冉小姐连续三天收到云天公司发来的电子邮件，内容均为冉小姐自2018年9月5日起未正常出勤，也未办理任何请假手续，要求冉小姐及时到岗上班。 |
| | 公司不是已经解聘我了吗，工作都交接了，怎么又要我回去上班？搞错了吧。 |
| | 冉小姐感到很疑惑，但并未理会。 |
| | 9月17日，冉小姐收到一份快递，打开一看，是云天公司寄来的纸质版《解除劳动合同通知书》，并盖有公章。通知书上载明冉小姐“旷工累计超过3天。您的劳动关系于2018年9月17日解除……” |
| | 冉小姐很气愤，原来“旷工”邮件竟是公司为不支付补偿金而埋下的伏笔。 |
| | 冉小姐再次提起劳动仲裁申请，要求云天公司支付拖欠的工资和解除劳动合同经济补偿金。后因不接受仲裁结果，冉小姐提起诉讼，并提供双方就补偿事宜进行协商的通话录音作为证据。 |
| | 【以案说法】 |
| | 一审法院经审理后认为，云天公司于2018年9月5日以经营不善为由向冉小姐发出劳动关系解除通知，冉小姐提供的证据证明其同意接受该决定，该情形符合劳动合同法关于协商一致解除劳动合同的规定。一审法院遂根据冉小姐在云天公司的工作年限及劳动合同解除前冉小姐的12个月平均工资，判决云天公司赔偿冉小姐经济补偿金等共计2.8万元。 |
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