Guiding Case No. 181: Zheng v. Honeywell Automation Control (China) Co., Ltd. (dispute over an employment contract),北大法宝V6

Guiding Case No. 181: Zheng v. Honeywell Automation Control (China) Co., Ltd. (dispute over an employment contract)

[CLI Code] CLI.C.419510884(EN) Statement

Court： No. 1 Intermediate People's Court of Shanghai Municipality
Instrument Type： Judgment
Source Note：SPC Gazette, Issue 10, 2022 (Total No. 314) Page 13-16
Procedural Status： Trial at Second Instance
Source：Notice by the Supreme People's Court of Issuing the Thirty-Second Group of Guiding Cases
Date Issued：07-04-2022
Judgment Date：04-22-2021
Type of Dispute： Civil > Labor & Employment > Labor Disputes > Labor Contracts

Guiding Case No. 181: Zheng v. Honeywell Automation Control (China) Co., Ltd. (dispute over an employment contract)(Deliberated and adopted by the Judicial Committee of the Supreme People's Court, issued on July 4, 2022)
指导案例181号：郑某诉霍尼韦尔自动化控制（中国）有限公司劳动合同纠纷案（最高人民法院审判委员会讨论通过2022年7月4日发布）

civil; an employment contract; rescission of an employment contract; sexual harassment; rules
民事/劳动合同/解除劳动合同/性骚扰/规章制度

The manager of an employer shall adopt reasonable measures to dispose of a complaint raised by an employee claiming that she is suffering sexual harassment. Where the manager fails to adopt reasonable measures or falls under circumstances of indulging acts of sexual harassment and interfering investigation into the sexual harassment, the employer rescinds the employment contract signed by and between it and the manager on the grounds that the manager fails to perform his job responsibilities and seriously violates the rules, and the manager claims that the rescission of the employment contract is illegal, the people's court shall not support such claim.
用人单位的管理人员对被性骚扰员工的投诉，应采取合理措施进行处置。管理人员未采取合理措施或者存在纵容性骚扰行为、干扰对性骚扰行为调查等情形，用人单位以管理人员未尽岗位职责，严重违反规章制度为由解除劳动合同，管理人员主张解除劳动合同违法的，人民法院不予支持。