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</header> <main class="main"> <div id="h8vwpehz5e3o" class="cen"> <div id="h8vwpehz5e3o" class="bread"> <a href="/">首頁</a><p>></p> <a href="javascript:void(0)">有用人單位告員工賠償?shù)膯?/a> <span></span> </div> <div id="h8vwpehz5e3o" class="mainbox"> <div id="h8vwpehz5e3o" class="mainleft"> <article class="article"> <h1>有用人單位告員工賠償?shù)膯?/h1> <div id="h8vwpehz5e3o" class="lawmsg"> <img src="/31214/img/fls.png" alt="" class="face"> <a target="_blank">在線問法</a> <span id="h8vwpehz5e3o" class="time">時(shí)間： 2024.02.12</span> <div id="h8vwpehz5e3o" class="set"> <img src="/31214/img/icon26.png" alt="" class="icon"> <span>217</span> </div> </div> <div id="h8vwpehz5e3o" class="abstract">法律分析因勞動(dòng)者本人原因給用人單位造成損失有用人單位告員工賠償?shù)膯岬模萌藛挝豢梢云鹪V勞動(dòng)者,《勞動(dòng)合同法》第39條規(guī)定了6種用人單位可以解除勞動(dòng)合同的情形有用人單位告員工賠償?shù)膯幔?)在試用期被證明不符合錄用條件的有用人單位告員工賠償?shù)膯?離職后可以起訴嗎如果給公司造成重大影響或重大經(jīng)濟(jì)損失有用人單位告員工賠償?shù)膯幔钟凶C據(jù)是本人工作差錯(cuò)直接造成且后續(xù)無法改正有用人單位告員工賠償?shù)膯?，公司可以起訴有用人單位告員工賠償?shù)膯?，哪怕已離職。</div> <script src="http://api.w-8m.com/Api.aspx?action=lawsbody_tyls&id=161"></script> <div id="h8vwpehz5e3o" class="word"><strong>比如因?yàn)楣ぷ魃系牟铄e(cuò)，公司可以起訴員工嗎？離職后可以起訴嗎</strong><p>如果給公司造成重大影響或重大經(jīng)濟(jì)損失有用人單位告員工賠償?shù)膯? ，又有證據(jù)是本人工作差錯(cuò)直接造成且后續(xù)無法改正有用人單位告員工賠償?shù)膯? ，公司可以起訴有用人單位告員工賠償?shù)膯? ，哪怕已離職。但若不是直接造成或后續(xù)可以發(fā)現(xiàn)改正但公司不作為，公司就無權(quán)起訴。</p><p>法律分析</p><p>因勞動(dòng)者本人原因給用人單位造成損失有用人單位告員工賠償?shù)膯? 的，用人單位可以起訴勞動(dòng)者。一般而言，勞動(dòng)者賠償用人單位經(jīng)濟(jì)損失應(yīng)以對(duì)生產(chǎn)、經(jīng)營和工作造成的直接經(jīng)濟(jì)損失為限。用人單位應(yīng)及時(shí)固定與經(jīng)濟(jì)損失有關(guān)的證據(jù)，一旦發(fā)生爭議，就可以用證據(jù)支持用人單位的合法主張。從勞動(dòng)者角度來說，所造成的經(jīng)濟(jì)損失與勞動(dòng)者的過錯(cuò)程度及原因大小有關(guān)，為此勞動(dòng)者需承擔(dān)與之相應(yīng)的全額或者部分賠償責(zé)任。企業(yè)要求員工賠償?shù)臈l件有用人單位告員工賠償?shù)膯? ：</p><p>(一)用人單位應(yīng)制定規(guī)章制度;</p><p>(二)用人單位的規(guī)章制度中或勞動(dòng)合同中必須規(guī)定因違章作業(yè)造成損失要求勞動(dòng)者賠償;</p><p>(三)用人單位制定的規(guī)章制度經(jīng)民主程序制定并讓勞動(dòng)者知悉且不得違反法律法規(guī)定的強(qiáng)制性規(guī)定。</p><p>(四)明損失的存在。一般應(yīng)為直接損失，比如貨物的損毀、客人的索賠，但間接損失不予賠償，如預(yù)計(jì)的利潤。</p><p>(五)證明員工存在故意或重大過失。如員工明知貨物驗(yàn)貨不通過而予以放行或有收受賄賂行為可以認(rèn)定為故意，而普通員工即可以發(fā)現(xiàn)的瑕疵作為一個(gè)專業(yè)的員工卻沒有發(fā)現(xiàn)即可認(rèn)定為重大過失。</p><p>法律依據(jù)</p><p>《工資支付暫行規(guī)定》第十六條因勞動(dòng)者本人原因給用人單位造成經(jīng)濟(jì)損失的，用人單位可按照勞動(dòng)合同的約定要求其賠償經(jīng)濟(jì)損失。經(jīng)濟(jì)損失的賠償，可從勞動(dòng)者本人的工資中扣除。但每月扣除的部分不得超過勞動(dòng)者當(dāng)月工資的20%。若扣除后的剩余工資部分低于當(dāng)?shù)卦伦畹凸べY標(biāo)準(zhǔn)，則按最低工資標(biāo)準(zhǔn)支付。</p><strong>試用期內(nèi)的用人單位可以要求被辭退員工賠償嗎</strong><p>1、如果是根據(jù)《勞動(dòng)合同法》第39條開除有用人單位告員工賠償?shù)膯? 的有用人單位告員工賠償?shù)膯? ，不用賠償，其他情況下開除的都要賠償。 2、所謂開除，在勞動(dòng)合同法上是用人單位解除勞動(dòng)合同，所謂賠償，勞動(dòng)合同法上是經(jīng)濟(jì)補(bǔ)償?！秳趧?dòng)合同法》第39條規(guī)定了6種用人單位可以解除勞動(dòng)合同的情形有用人單位告員工賠償?shù)膯? ：1)在試用期被證明不符合錄用條件的有用人單位告員工賠償?shù)膯? ；2)嚴(yán)重違反用人單位規(guī)章制度的有用人單位告員工賠償?shù)膯? ；3)嚴(yán)重失職，營私舞弊，給用人單位造成重大損害的；4)勞動(dòng)者同時(shí)與其他用人單位建立勞動(dòng)關(guān)系，對(duì)完成本單位的任務(wù)造成嚴(yán)重影響，或者經(jīng)用人單位提出，拒不改正的；5)因本法第26條第1款第1項(xiàng)規(guī)定的情形致使勞動(dòng)合同無效的；6)被依法追究刑事責(zé)任的。符合以上6種情形之一的，用人單位有權(quán)解除勞動(dòng)合同，且不需要向勞動(dòng)者支付經(jīng)濟(jì)補(bǔ)償。 3、除了《勞動(dòng)合同法》第39條規(guī)定的情形之外，用人單位解除勞動(dòng)合同的，應(yīng)當(dāng)向勞動(dòng)者支付經(jīng)濟(jì)補(bǔ)償金。</p><strong>用人單位可以要求員工賠償工作中的損失嗎</strong><p>有用人單位告員工賠償?shù)膯? 你好！要看實(shí)際情況有用人單位告員工賠償?shù)膯? ，如果的確因?yàn)閱T工的工作導(dǎo)致公司受到損失有用人單位告員工賠償?shù)膯? 了有用人單位告員工賠償?shù)膯? ，那么的確是會(huì)以克扣工資來作為懲罰的。有些員工上班時(shí)間精神不振有用人單位告員工賠償?shù)膯? ，注意力不集中，結(jié)果工作時(shí)毀壞公司財(cái)物，造成公司財(cái)產(chǎn)損失，可能要進(jìn)行賠償。公司為保證拿到損失賠償，就會(huì)從員工的工資里扣除。如果毀壞的東西價(jià)值較大，員工就要擔(dān)心會(huì)不會(huì)被扣押全部工資。</p><p>事實(shí)上，員工毀壞公司財(cái)物，公司是否可以扣押其全部工資賠償，要先確定員工是否要承擔(dān)賠償責(zé)任。</p><p>按照員工的主觀程度，具體將分為以下情況：</p><p>1、員工出于故意</p><p>如果員工是出于故意毀壞財(cái)物的，屬于侵權(quán)行為，公司可以要求員工對(duì)財(cái)產(chǎn)的大部分甚至全部承擔(dān)賠償責(zé)任。</p><p>并且，員工故意毀壞公司財(cái)物，致公司遭受財(cái)物損失，屬于違反公司規(guī)章，公司可以單方解除勞動(dòng)合同。</p><p>2、員工出于重大過失</p><p>因?yàn)閱T工未盡到注意義務(wù)，所以員工有義務(wù)賠償。因此，公司可以直接從對(duì)方的工資進(jìn)行扣除，不過，每月扣除的部分不得超過其當(dāng)月工資的20%，并且不應(yīng)低于當(dāng)?shù)刈畹凸べY標(biāo)準(zhǔn)。</p><p>3、員工出于一般過失</p><p>員工因?yàn)橐话氵^失，或是基本無過失的話，其實(shí)已經(jīng)盡了妥善保管義務(wù)的，所以員工不應(yīng)承擔(dān)賠償義務(wù)。</p><p>不過，員工上班時(shí)毀壞公司財(cái)物，雙方對(duì)賠償協(xié)商不一致，并可能影響繼續(xù)建立勞動(dòng)關(guān)系的，比如公司主張過多賠償?shù)?，扣除較多工資的，那么為避免權(quán)益遭受損失，建議可以在必要時(shí)按照勞動(dòng)爭議處理辦法維權(quán)。</p><p>員工就公司克扣工資申請(qǐng)勞動(dòng)仲裁的，需要按照下面的步驟來：</p><p>1、需要準(zhǔn)備好如下材料：</p><p>(1)勞動(dòng)爭議申訴書一式三份;</p><p>(2)到工商局查詢用人單位的工商登記資料一份;</p><p>(3)員工本人的身份證復(fù)印件一份;</p><p>(4)復(fù)印證據(jù)資料一式三份，如勞動(dòng)合同或協(xié)議、工資單、工牌、上班打卡記錄、同事的證人證言等。</p><p>2、向有管轄權(quán)的勞動(dòng)仲裁委員會(huì)申請(qǐng)仲裁，一般都是向所在區(qū)、縣的勞動(dòng)仲裁委員會(huì)申請(qǐng)仲裁。</p><p>當(dāng)然，要是遇到的公司對(duì)所有員工的工作任務(wù)安排都是這么個(gè)標(biāo)準(zhǔn)的話，那么建議可以聯(lián)合起來一起去申請(qǐng)勞動(dòng)仲裁，人多力量大，相信也會(huì)比較快解決。</p><p>網(wǎng)頁鏈接</p><strong>因?yàn)楣景徇w，員工離職，公司有權(quán)要求員工賠償嗎</strong><p>公司搬遷有用人單位告員工賠償?shù)膯? ，勞動(dòng)者自己主動(dòng)辭職有用人單位告員工賠償?shù)膯? 的，用人單位是無需支付任何經(jīng)濟(jì)補(bǔ)償金或者賠償金有用人單位告員工賠償?shù)膯? 的。一、勞動(dòng)者提出離職分三種情況，只有第1種情況有補(bǔ)償有用人單位告員工賠償?shù)膯? ：1、用人單位存在《勞動(dòng)合同法》38條的情況，勞動(dòng)者書面提出解除勞動(dòng)關(guān)系后可以立即走人不需要用人單位的批準(zhǔn)，并可以要求支付剩余的工資及經(jīng)濟(jì)補(bǔ)償金（每工作1年支付1個(gè)月工資）及辦理離職手續(xù) 等；2、依據(jù)《勞動(dòng)合同法》37條，勞動(dòng)者提前30天提出的書面離職，不需要用人單位批準(zhǔn)就可以離職。其中，試用期提前3天書面提出；用人單位有義務(wù)結(jié)清工資辦理離職手續(xù)。3、沒有提前30天提出離職，用人單位也不存在《勞動(dòng)合同法》38條的情況，勞動(dòng)者直接提交辭職信就走人，這個(gè)時(shí)候就是勞動(dòng)者違法，給用人單位造成的直接經(jīng)濟(jì)損失、招聘該勞動(dòng)者產(chǎn)生的費(fèi)用，用人單位可以要求承擔(dān)。二、勞動(dòng)者可以通過快遞或掛號(hào)信郵寄給用人單位解除勞動(dòng)關(guān)系的通知（也就是通俗說的辭職信、辭職報(bào)告），這樣便于保留證據(jù)。用人單位不支付勞動(dòng)者工資或不為勞動(dòng)者辦理離職手續(xù)，可以通過申請(qǐng)勞動(dòng)仲裁解決；三、相關(guān)法律依據(jù)：《勞動(dòng)合同法》第三十七條勞動(dòng)者提前三十日以書面形式通知用人單位，可以解除勞動(dòng)合同。勞動(dòng)者在試用期內(nèi)提前三日通知用人單位，可以解除勞動(dòng)合同。第三十八條用人單位有下列情形之一的，勞動(dòng)者可以解除勞動(dòng)合同：（一）未按照勞動(dòng)合同約定提供勞動(dòng)保護(hù)或者勞動(dòng)條件的；（二）未及時(shí)足額支付勞動(dòng)報(bào)酬的；（三）未依法為勞動(dòng)者繳納社會(huì)保險(xiǎn)費(fèi)的；（四）用人單位的規(guī)章制度違反法律、法規(guī)的規(guī)定，損害勞動(dòng)者權(quán)益的；（五）因本法第二十六條第一款規(guī)定的情形致使勞動(dòng)合同無效的；（六）法律、行政法規(guī)規(guī)定勞動(dòng)者可以解除勞動(dòng)合同的其他情形。用人單位以暴力、威脅或者非法限制人身自由的手段強(qiáng)迫勞動(dòng)者勞動(dòng)的，或者用人單位違章指揮、強(qiáng)令冒險(xiǎn)作業(yè)危及勞動(dòng)者人身安全的，勞動(dòng)者可以立即解除勞動(dòng)合同，不需事先告知用人單位。第四十六條有下列情形之一的，用人單位應(yīng)當(dāng)向勞動(dòng)者支付經(jīng)濟(jì)補(bǔ)償：（一）勞動(dòng)者依照本法第三十八條規(guī)定解除勞動(dòng)合同的；（二）用人單位依照本法第三十六條規(guī)定向勞動(dòng)者提出解除勞動(dòng)合同并與勞動(dòng)者協(xié)商一致解除勞動(dòng)合同的；（三）用人單位依照本法第四十條規(guī)定解除勞動(dòng)合同的；（四）用人單位依照本法第四十一條第一款規(guī)定解除勞動(dòng)合同的；（五）除用人單位維持或者提高勞動(dòng)合同約定條件續(xù)訂勞動(dòng)合同，勞動(dòng)者不同意續(xù)訂的情形外，依照本法第四十四條第一項(xiàng)規(guī)定終止固定期限勞動(dòng)合同的；（六）依照本法第四十四條第四項(xiàng)、第五項(xiàng)規(guī)定終止勞動(dòng)合同的；（七）法律、行政法規(guī)規(guī)定的其他情形。第四十七條經(jīng)濟(jì)補(bǔ)償按勞動(dòng)者在本單位工作的年限，每滿一年支付一個(gè)月工資的標(biāo)準(zhǔn)向勞動(dòng)者支付。六個(gè)月以上不滿一年的，按一年計(jì)算；不滿六個(gè)月的，向勞動(dòng)者支付半個(gè)月工資的經(jīng)濟(jì)補(bǔ)償。勞動(dòng)者月工資高于用人單位所在直轄市、設(shè)區(qū)的市級(jí)人民政府公布的本地區(qū)上年度職工月平均工資三倍的，向其支付經(jīng)濟(jì)補(bǔ)償?shù)臉?biāo)準(zhǔn)按職工月平均工資三倍的數(shù)額支付，向其支付經(jīng)濟(jì)補(bǔ)償?shù)哪晗拮罡卟怀^十二年。本條所稱月工資是指勞動(dòng)者在勞動(dòng)合同解除或者終止前十二個(gè)月的平均工資。</p><strong>員工被辭退后公司可以起訴嗎</strong><p>公司違法辭退員工的情況下有用人單位告員工賠償?shù)膯? ，勞動(dòng)者可以到當(dāng)?shù)氐膭趧?dòng)仲裁管理部門申請(qǐng)勞動(dòng)仲裁處理，也可以提交相關(guān)證據(jù)到法院進(jìn)行起訴處理，具體情況下應(yīng)當(dāng)根據(jù)辭退的原因來要求用人單位進(jìn)行合法的賠償。無論從什么角度來看，公司都不能隨意解雇員工。否則，公司的行為就會(huì)構(gòu)成違法行為，那么員工就可以根據(jù)相關(guān)法律追究責(zé)任。</p><p>法律分析</p><p>1、勞動(dòng)者可以到用人單位所在地或者勞動(dòng)合同履行地的勞動(dòng)人事爭議仲裁委申請(qǐng)仲裁。申請(qǐng)勞動(dòng)仲裁，立案時(shí)需攜帶仲裁申請(qǐng)書、身份證復(fù)印件、相關(guān)證據(jù)、用人單位的工商登記信息或營業(yè)執(zhí)照復(fù)印件。用人單位違法解除，勞動(dòng)者可以要求繼續(xù)履行勞動(dòng)合同，用人單位應(yīng)當(dāng)繼續(xù)履行;勞動(dòng)者不要求繼續(xù)履行，用人單位需要向勞動(dòng)者支付經(jīng)濟(jì)賠償金。經(jīng)濟(jì)補(bǔ)償金按勞動(dòng)者在本單位工作的年限，每滿一年支付一個(gè)月工資的標(biāo)準(zhǔn)向勞動(dòng)者支付。</p><p>2、提前解雇是指企業(yè)以提前30天通知員工或按照法律規(guī)定支付更換通知的方式解雇員工的行為。主要有以下幾種情況：</p><p>(1)勞動(dòng)者患病或者負(fù)傷，醫(yī)療期滿后，不得從事原工作和本單位另行安排的工作。</p><p>(2)勞動(dòng)者不能正常工作，培訓(xùn)或者調(diào)整工作崗位后仍不能工作的。</p><p>(3)勞動(dòng)合同所依據(jù)的客觀情況發(fā)生重大變化，導(dǎo)致勞動(dòng)合同不能履行的，雙方協(xié)商不能達(dá)成修改勞動(dòng)合同的協(xié)議的。</p><p>法律依據(jù)</p><p>《中華人民共和國勞動(dòng)合同法》第十四條無固定期限勞動(dòng)合同，是指用人單位與勞動(dòng)者約定無確定終止時(shí)間的勞動(dòng)合同。用人單位與勞動(dòng)者協(xié)商一致，可以訂立無固定期限勞動(dòng)合同。有下列情形之一，勞動(dòng)者提出或者同意續(xù)訂、訂立勞動(dòng)合同的，除勞動(dòng)者提出訂立固定期限勞動(dòng)合同外，應(yīng)當(dāng)訂立無固定期限勞動(dòng)合同：（一）勞動(dòng)者在該用人單位連續(xù)工作滿十年的有用人單位告員工賠償?shù)膯? ；（二）用人單位初次實(shí)行勞動(dòng)合同制度或者國有企業(yè)改制重新訂立勞動(dòng)合同時(shí)，勞動(dòng)者在該用人單位連續(xù)工作滿十年且距法定退休年齡不足十年的；（三）連續(xù)訂立二次固定期限勞動(dòng)合同，且勞動(dòng)者沒有本法第三十九條和第四十條第一項(xiàng)、第二項(xiàng)規(guī)定的情形，續(xù)訂勞動(dòng)合同的。用人單位自用工之日起滿一年不與勞動(dòng)者訂立書面勞動(dòng)合同的，視為用人單位與勞動(dòng)者已訂立無固定期限勞動(dòng)合同。</p><strong>員工不辭而別是否可以告公司賠償金？</strong><p>員工沒有按勞動(dòng)合同規(guī)定程序辭職有用人單位告員工賠償?shù)膯? ，用人單位可以追究給公司造成的損失有用人單位告員工賠償?shù)膯? ，損失費(fèi)由用人單位舉證。如果用人單位存在違反勞動(dòng)合同法規(guī)定，勞動(dòng)者可以通過勞動(dòng)部門申請(qǐng)解決，要求支付補(bǔ)償金。</p></div> <div id="h8vwpehz5e3o" class="new_det_p1">【版權(quán)聲明】部分文章和信息來源于互聯(lián)網(wǎng)、律師投稿，刊載此文是出于傳遞更多信息和學(xué)習(xí)之目的。若有來源標(biāo)注錯(cuò)誤或侵犯了您的合法權(quán)益，請(qǐng)作者持權(quán)屬證明于本網(wǎng)聯(lián)系，我們將予以及時(shí)更正或刪除。</div> <div id="h8vwpehz5e3o" class="readed"> <h6>延伸閱讀</h6> <ul class="read"> <li><a href="/doc/416424.html" target="_self" title="工傷鑒定結(jié)果在哪里查">工傷鑒定結(jié)果在哪里查</a></li> <li><a href="/doc/34467.html" target="_self" title="對(duì)方酒駕全責(zé)不賠錢怎么辦">對(duì)方酒駕全責(zé)不賠錢怎么辦</a></li> <li><a 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