一男子国庆假期被排7天班，一天都没去遭开除！法院：10月4日至7日应认定为旷工，公司无需赔偿
双语君约 7 分钟员工被安排国庆7天小长假上班，因一天都没去，公司以旷工为由将其开除。员工认为法定节假日有权拒绝加班，为此申请仲裁，后又和公司对簿公堂。法院会怎么判？ A security guard captain in Sichuan province, surnamed Xie, was fired by his property management company after he failed to report for duty on any of the seven days of the 2022 National Day holiday, which the company had scheduled as working time.
The company treated his absence as absenteeism. Xie argued that he had the right to refuse overtime on statutory holidays. The dispute first went to labor arbitration and later became a court battle.
事件回顾
2017年4月，谢某入职四川某物业公司担任保安队长。
Xie joined a Sichuan property management company in April 2017 as a security captain.
公司与其签订的《劳动合同》第26条约定：除公司规章制度另有规定外，下列行为为严重违反劳动纪律的行为，公司可不经预告给予解除劳动合同并不给予补偿：连续旷工3日或一年累计旷工6日（含）以上。
公司的《员工手册》和《考勤管理制度》亦明确规定：休假前后未办理任何请假手续或未经批准擅自休假的属于旷工；一个月旷工达3天以上（含3天），公司均对其作出自动离职处理。
His labor contract stated that continuous absenteeism for three days, or cumulative absenteeism of six days in a year, constituted a serious violation of labor discipline and allowed the company to terminate him without notice or compensation.
The company's employee handbook and attendance rules contained similar provisions, treating unauthorized leave as absenteeism and three or more days of absenteeism in a month as grounds for dismissal.
2022年5月，公司对员工进行培训，谢某在员工培训记录（签到）表进行签字确认。
2022年9月26日，公司对国庆假期进行排班。排班表显示，2022年10月1日至10月7日，保安部谢某出勤，保安部其他人员彭某、王某、刘某交替出勤白班和夜班，表上附有项目负责人、分管领导签字。
但谢某在未办理请假审批手续的情况下，于2022年10月1日至7日未到岗上班。
On Sep 26, 2022, the company issued a National Day duty roster showing that Xie was scheduled to work from Oct 1 to Oct 7. Other security staff were assigned alternating day and night shifts. The roster bore signatures from the project manager and a supervising leader.
Xie did not apply for leave or obtain approval and did not report to work from Oct 1 to Oct 7.
2022年国庆放假安排
2022年10月10日，公司出具《关于谢某的处罚决定》：“2022年10月1日至10月7日，保安队长谢某在没有任何有效请休假手续，以及得到相关负责人批准的情况下，擅自无故脱岗，此次行为严重违反公司《员工手册》及《考勤管理制度》相关规定，经公司讨论决定，对谢某做出除名处分。”
On Oct 10, 2022, the company issued a disciplinary decision stating that Xie had left his post without valid leave or approval and had seriously violated the employee handbook and attendance rules.
2022年10月11日，谢某离职。
2022年10月19日，谢某向当地劳动人事争议仲裁委员会申请仲裁，请求裁决公司向其支付违法解除劳动合同赔偿金29992.82元等。
It expelled him. Xie left the company on Oct 11. On Oct 19, he filed for labor arbitration, seeking 29,992.82 yuan in compensation for unlawful termination.
谢某辩称：
■ 对员工培训记录（签到）表的真实性、合法性、关联性不予认可。
■ 2022年10月排班表系公司单方制作，非正确版本。他提交的排班表载明：10月1日至10月7日，彭某、王某、刘某交替出勤白班和夜班，无谢某自己的排班。排班表不需要报给公司，按照惯例，直接内部排好并确认即可。
■ 国庆节系国家法定节假日，不需请假就能休假。
仲裁委裁决，公司应支付谢某违法解除劳动合同赔偿金29992.82元。
公司认为：
■ 谢某是保安队长，按照行政的工作时间安排，实行早九晚六，其他保安部的员工实行白班或夜班。
■ 对谢某提交的排班表真实性不予认可，上面并无制表人和项目负责人、分管领导签字。保安员的排班都是由保安队长谢某安排，每月的排班由保安队长告知前台客服，前台客服进行汇总，排班表需由项目负责人签字认可和分管领导审批，再交到公司的人力资源部，作为档案备查。
随后，公司向法院提起诉讼。
The arbitration committee ruled in his favor, prompting the company to sue in court.
法院判决：
法院审理认为，根据公司行业性质，可以认定2022年10月1日至10月7日为公司安排谢某工作时间。
The court found that, given the nature of the company's business, Oct 1 to Oct 7, 2022, had been arranged as working time for Xie.
根据当时的《全国年节及纪念日放假办法》第二条规定，国庆节放假3天（10月1日、2日、3日）。故2022年10月1日至10月3日为法定节假日，10月4日至10月7日为用人单位可以自行安排的工作时间。
谢某在2022年10月1日至10月3日未参加工作，实质为拒绝公司法定节假日加班，不应认定旷工。10月4日至10月7日，未按照公司安排参加工作，应认定为旷工。公司依据《劳动合同》约定，认定谢某严重违反用人单位的规章制度，解除劳动关系，系合法解除，不应当支付经济赔偿金。
It then divided the period into two legal categories. Oct 1 to Oct 3 were statutory holidays. Xie's failure to work on those days was in substance a refusal of statutory-holiday overtime and should not be classified as absenteeism.
By contrast, Oct 4 to Oct 7 fell within the adjusted rest-day period, during which the employer could arrange shifts as part of its operational management. Xie's failure to report to work on those days without approved leave constituted absenteeism.
据此，依据相关法律规定，公司无须支付谢某经济赔偿金29992.82元。
The court therefore ruled that the company did not have to pay the 29,992.82 yuan in compensation.
长知识！
国庆7天假期在法律性质上区分为
法定休假日与休息日
根据《全国年节及纪念日放假办法》，国庆节法定节假日仅为10月1日、2日、3日共3天，其余4天实质上是通过调借前后周末形成的休息日。
China's seven-day National Day break is legally divided into statutory holidays and rest days. Only Oct 1, 2 and 3 are statutory holidays. The other four days are adjusted rest days, created by borrowing and shifting weekends.
对于法定节假日，劳动者享有法律直接赋予的休息权，用人单位安排加班需与劳动者协商一致。除劳动法规定的紧急抢险、公共保障等极少数特殊例外情形外，劳动者有权拒绝在法定节假日加班，该拒绝出勤行为不能直接定性为旷工。
For statutory holidays, workers have a right to rest directly granted by law. An employer must obtain their consent before arranging overtime.
Apart from a very small number of exceptions under labor law, such as emergency rescue and public security, workers may refuse to work on a statutory holiday. That refusal cannot automatically be treated as absenteeism.
休息日
用人单位可自主行使用工管理权
国庆长假中的后4天属于休息日调休，用人单位根据工作需要，在合法合理限度内安排员工轮休排班，属于合法的用工自主管理权限。
The last four days are adjusted rest days. Employers may exercise lawful management authority by arranging rotating shifts or rest schedules according to operational needs, provided the arrangements are lawful and reasonable.
劳动者对排班有异议，应通过正当程序沟通或依照规章制度申请请假，未经请假批准擅自不到岗的，用人单位有权将其认定为旷工。
If workers object to a schedule, they should raise the issue through proper internal procedures or apply for leave under company rules. If they fail to report for work without approved leave, the employer may treat it as absenteeism.
来源：中国青年报 光明网 环球网 中国裁判文书网 申工社
跟着China Daily
精读英语新闻
“无痛”学英语，每天20分钟就够！
↓↓↓
推 荐 阅 读
A security guard captain in Sichuan province, surnamed Xie, was fired by his property management company after he failed to report for duty on any of the seven days of the 2022 National Day holiday, which the company had scheduled as working time.
The company treated his absence as absenteeism. Xie argued that he had the right to refuse overtime on statutory holidays. The dispute first went to labor arbitration and later became a court battle.
事件回顾
2017年4月，谢某入职四川某物业公司担任保安队长。
Xie joined a Sichuan property management company in April 2017 as a security captain.
Xie joined a Sichuan property management company in April 2017 as a security captain.
公司与其签订的《劳动合同》第26条约定：除公司规章制度另有规定外，下列行为为严重违反劳动纪律的行为，公司可不经预告给予解除劳动合同并不给予补偿：连续旷工3日或一年累计旷工6日（含）以上。
公司的《员工手册》和《考勤管理制度》亦明确规定：休假前后未办理任何请假手续或未经批准擅自休假的属于旷工；一个月旷工达3天以上（含3天），公司均对其作出自动离职处理。
His labor contract stated that continuous absenteeism for three days, or cumulative absenteeism of six days in a year, constituted a serious violation of labor discipline and allowed the company to terminate him without notice or compensation.
The company's employee handbook and attendance rules contained similar provisions, treating unauthorized leave as absenteeism and three or more days of absenteeism in a month as grounds for dismissal.
2022年5月，公司对员工进行培训，谢某在员工培训记录（签到）表进行签字确认。
2022年9月26日，公司对国庆假期进行排班。排班表显示，2022年10月1日至10月7日，保安部谢某出勤，保安部其他人员彭某、王某、刘某交替出勤白班和夜班，表上附有项目负责人、分管领导签字。
但谢某在未办理请假审批手续的情况下，于2022年10月1日至7日未到岗上班。
On Sep 26, 2022, the company issued a National Day duty roster showing that Xie was scheduled to work from Oct 1 to Oct 7. Other security staff were assigned alternating day and night shifts. The roster bore signatures from the project manager and a supervising leader.
Xie did not apply for leave or obtain approval and did not report to work from Oct 1 to Oct 7.
2022年国庆放假安排
2022年10月10日，公司出具《关于谢某的处罚决定》：“2022年10月1日至10月7日，保安队长谢某在没有任何有效请休假手续，以及得到相关负责人批准的情况下，擅自无故脱岗，此次行为严重违反公司《员工手册》及《考勤管理制度》相关规定，经公司讨论决定，对谢某做出除名处分。”
On Oct 10, 2022, the company issued a disciplinary decision stating that Xie had left his post without valid leave or approval and had seriously violated the employee handbook and attendance rules.
2022年10月11日，谢某离职。
2022年10月19日，谢某向当地劳动人事争议仲裁委员会申请仲裁，请求裁决公司向其支付违法解除劳动合同赔偿金29992.82元等。
It expelled him. Xie left the company on Oct 11. On Oct 19, he filed for labor arbitration, seeking 29,992.82 yuan in compensation for unlawful termination.
谢某辩称：
■ 对员工培训记录（签到）表的真实性、合法性、关联性不予认可。
■ 2022年10月排班表系公司单方制作，非正确版本。他提交的排班表载明：10月1日至10月7日，彭某、王某、刘某交替出勤白班和夜班，无谢某自己的排班。排班表不需要报给公司，按照惯例，直接内部排好并确认即可。
■ 国庆节系国家法定节假日，不需请假就能休假。
仲裁委裁决，公司应支付谢某违法解除劳动合同赔偿金29992.82元。
公司认为：
■ 谢某是保安队长，按照行政的工作时间安排，实行早九晚六，其他保安部的员工实行白班或夜班。
■ 对谢某提交的排班表真实性不予认可，上面并无制表人和项目负责人、分管领导签字。保安员的排班都是由保安队长谢某安排，每月的排班由保安队长告知前台客服，前台客服进行汇总，排班表需由项目负责人签字认可和分管领导审批，再交到公司的人力资源部，作为档案备查。
随后，公司向法院提起诉讼。
The arbitration committee ruled in his favor, prompting the company to sue in court.
法院判决：
法院审理认为，根据公司行业性质，可以认定2022年10月1日至10月7日为公司安排谢某工作时间。
The court found that, given the nature of the company's business, Oct 1 to Oct 7, 2022, had been arranged as working time for Xie.
根据当时的《全国年节及纪念日放假办法》第二条规定，国庆节放假3天（10月1日、2日、3日）。故2022年10月1日至10月3日为法定节假日，10月4日至10月7日为用人单位可以自行安排的工作时间。
谢某在2022年10月1日至10月3日未参加工作，实质为拒绝公司法定节假日加班，不应认定旷工。10月4日至10月7日，未按照公司安排参加工作，应认定为旷工。公司依据《劳动合同》约定，认定谢某严重违反用人单位的规章制度，解除劳动关系，系合法解除，不应当支付经济赔偿金。
It then divided the period into two legal categories. Oct 1 to Oct 3 were statutory holidays. Xie's failure to work on those days was in substance a refusal of statutory-holiday overtime and should not be classified as absenteeism.
By contrast, Oct 4 to Oct 7 fell within the adjusted rest-day period, during which the employer could arrange shifts as part of its operational management. Xie's failure to report to work on those days without approved leave constituted absenteeism.
据此，依据相关法律规定，公司无须支付谢某经济赔偿金29992.82元。
The court therefore ruled that the company did not have to pay the 29,992.82 yuan in compensation.
长知识！
国庆7天假期在法律性质上区分为
法定休假日与休息日
根据《全国年节及纪念日放假办法》，国庆节法定节假日仅为10月1日、2日、3日共3天，其余4天实质上是通过调借前后周末形成的休息日。
China's seven-day National Day break is legally divided into statutory holidays and rest days. Only Oct 1, 2 and 3 are statutory holidays. The other four days are adjusted rest days, created by borrowing and shifting weekends.
对于法定节假日，劳动者享有法律直接赋予的休息权，用人单位安排加班需与劳动者协商一致。除劳动法规定的紧急抢险、公共保障等极少数特殊例外情形外，劳动者有权拒绝在法定节假日加班，该拒绝出勤行为不能直接定性为旷工。
For statutory holidays, workers have a right to rest directly granted by law. An employer must obtain their consent before arranging overtime.
Apart from a very small number of exceptions under labor law, such as emergency rescue and public security, workers may refuse to work on a statutory holiday. That refusal cannot automatically be treated as absenteeism.
休息日
用人单位可自主行使用工管理权
国庆长假中的后4天属于休息日调休，用人单位根据工作需要，在合法合理限度内安排员工轮休排班，属于合法的用工自主管理权限。
The last four days are adjusted rest days. Employers may exercise lawful management authority by arranging rotating shifts or rest schedules according to operational needs, provided the arrangements are lawful and reasonable.
劳动者对排班有异议，应通过正当程序沟通或依照规章制度申请请假，未经请假批准擅自不到岗的，用人单位有权将其认定为旷工。
If workers object to a schedule, they should raise the issue through proper internal procedures or apply for leave under company rules. If they fail to report for work without approved leave, the employer may treat it as absenteeism.
来源：中国青年报 光明网 环球网 中国裁判文书网 申工社
跟着China Daily
精读英语新闻
“无痛”学英语，每天20分钟就够！
↓↓↓
推 荐 阅 读
来源：中国青年报 光明网 环球网 中国裁判文书网 申工社
跟着China Daily
精读英语新闻
“无痛”学英语，每天20分钟就够！
↓↓↓
推 荐 阅 读
来源：中国青年报 光明网 环球网 中国裁判文书网 申工社
跟着China Daily
精读英语新闻
“无痛”学英语，每天20分钟就够！
↓↓↓
推 荐 阅 读