Grassroots lawyers also have spring

Chapter 717 Mr. Geng

"Hi Lawyer Wang, Geng Qiutian, nice to meet you." Mr. Geng got up and shook hands with Wang Chuan.

"Hello Mr. Geng! Does your company operate property insurance or life insurance?" Wang Chuan smiled.

"We are a property insurance company. Our group has property insurance, life insurance, and an insurance investment company." Geng Qiutian said.

"Let's order first, and chat while eating." Zhou Yiqiang took the menu and began to order.At the strong request of Teacher Zhou, Geng Qiutian and Wang Chuan each ordered a dish.

Soon the food and wine were served, and the three chatted while eating.

"Wang Chuan, Mr. Geng heard that you are good at labor and is very interested in you. Mr. Geng's company is a large state-owned enterprise. Recently, they just want to hire a law firm to conduct a comprehensive risk screening of the company's labor field. You can chat." Zhou Yiqiang said and winked at Wang Chuan.

Wang Chuan understood that Zhou Yiqiang was introducing business to him.

"Lawyer Wang is so young! How many years have you practiced!" Geng Qiutian smiled, but he had other ideas in his heart.

He was a little disappointed. He thought that Zhou Yiqiang introduced him to a senior lawyer in his 50s and [-]s, but he didn't expect it to be a young lawyer in his thirties.

"I have been handling labor cases since the beginning of my practice, and it has been almost nine years now." Wang Chuan said with a smile.

"I don't know which law firm Lawyer Wang is practicing in?" Geng Qiutian smiled.

"I set up a law firm with a few friends, called Yuanfang Law Firm. Now there are more than 20 lawyers." Wang Chuan said.

"Oh, that's pretty good! Have you ever done labor compliance business?" Geng Qiutian asked.

He didn't ask this question to introduce the company's labor compliance business to Wang Chuan, because he had never heard of Yuanfang Law Firm, and felt that the other party was just a small lawyer from a small law firm that was not well-known, and did not quite meet the requirements of his company. Request, the reason for asking this is entirely because of Zhou Yiqiang's face.

"My team has done two compliance businesses before, one is a group company in Hebei Province, and the other is a financial holding company in Imperial Capital, both of which have been in business for the past two years." Wang Chuan said.

"Oh? It seems that your team is very good at labor business." Geng Qiutian was a little surprised, but that was all.In his opinion, a small law firm should be doing small businesses that cannot be put on the table.

"Well, our company's business mainly has two parts, one is investment and financing business, and the other is corporate legal counsel. Among them, labor business is our strong point. In addition, we also have special lawyers to undertake criminal business." Wang Chuan said.

Whenever there is an opportunity, Wang Chuan will introduce the business of the law firm to new friends. Wang Chuan thinks this is also a kind of promotion.In modern society, the smell of wine is also afraid of deep alleys, so it is still necessary to advertise, especially free advertisements.

"Lawyer Wang, recently there was a labor dispute case in our company. Please help me analyze it. We are just chatting, and I just want to hear your analysis." The three chatted while eating. After chatting for a while, Geng Akita Road.

"Okay, tell me." Wang Chuan stopped his chopsticks and said seriously.

"Our company has a sales manager. He is also an old salesman. He has worked in the company for six or seven years. In March, a customer renewed his insurance. According to the company's regulations, the renewal customers have gift coupons. Customers can use Redeem gift vouchers for gifts.

As a result, the sales manager withheld the customer's gift certificate privately, and exchanged the customer's gift certificate for a gift from the company. The gift was not a valuable item, but two bottles of detergent.

Later, his behavior of exchanging gift certificates was discovered by the company. According to the provisions of the "Employee Handbook", the behavior of the sales manager was a violation of discipline, and it was a minor violation. Give a warning.

The sales manager signed and accepted the company's punishment. After all, he made a mistake first. The company punished him according to the "Employee Handbook". He had nothing to say.

But when we reported the punishment decision to the person in charge of the business department, the person in charge of the business department believed that the sales manager used his work to seek personal gain and touched the red line of the company, so he directly gave an opinion-dismiss!

Later, the company approved it and gave the business manager a dismissal penalty.Now that the above approved it, we started to do things. As a result, the sales manager refused to accept the company's punishment and applied for labor arbitration. The labor arbitration rejected his application. Later, he refused to accept the ruling of the labor arbitration committee and filed a lawsuit in the court.Just finished court last month.

Do you think we have a chance of winning this case? " Geng Qiutian said.

"Your company's "Employee Handbook" has clear regulations on the handling of minor violations of discipline by employees, right?" Wang Chuan asked.

"Yes, the department manager or the HR department has the authority to deal with such minor violations of discipline. There is no need for punishment by the person in charge of the business department." Geng Qiutian said.

"The business department has already punished the employees who violated the discipline. According to the provisions of the "Employee Handbook", this punishment is justified, right!" Wang Chuan asked.

"According to the provisions of the "Employee Handbook", this is indeed the case." Geng Qiutian said.

"Well, if your company's "Employee Handbook" is formulated and publicized through democratic procedures, then under the circumstances that the "Employee Handbook" already has regulations, your company goes beyond the regulations in the manual and imposes heavier penalties on employees and dismisses employees. May be suspected of illegal termination of labor relations.

We all know that the "Employee Handbook" is equivalent to the company's constitutional document, and all punishments for employees by the company cannot exceed the "Employee Handbook", otherwise it will be suspected of violating regulations and there are serious procedural flaws. " Wang Chuan explained.

"No way, although our company's "Employee Handbook" stipulates, this kind of behavior of an employee has been suspected of stealing, and it has indeed touched the company's red line. Can't the company just fire him?" Geng Qiutian wondered.

"Since the "Employee Handbook" has given the business department the authority to punish employees for minor violations of discipline, and the business department has determined that the sales manager is a minor violation of discipline, the company can no longer impose escalation penalties on employees.

In addition, whether the company's red line you mentioned is recorded in the "Employee Handbook" and whether the record is specific is the scope of the judge's investigation in court.

Besides, two bottles of cleaning power are worth a lot. Considering your company's business situation, I think your company's punishment for this sales manager is a bit heavy, and it is suspected of illegally terminating the labor relationship. "Wang Chuan said.

"Well, although the company's red line is recorded in the "Employee Handbook", it is not so specific. Things like this time can be big or small. To be honest, it is not easy to grasp." Geng Qiutian said, but My heart is not very comfortable.

(End of this chapter)