陈琳

摘要：用人单位基于其自身经营需要依法享有用工自主权，在劳动者旷工行为严重违反其规章制度时可行使单方解除权。但该解除权行使应受到限制，认定以旷工为由解除劳动关系合法性时，除用人单位自身规定外还应综合考虑其他因素。分析劳动者旷工的原因，基于不同类型做出不同判断;分析旷工行为违规程度及其对用人单位影响;分析用人单位规章制度的合理性，在作出深层次的实质审查后再认定劳动者的违规行为。

关键词：旷工;病假;规章制度;合理性

Abstract：Based on its own business needs， the employer shall have the right of employment autonomy according to law， and may exercise the right of unilateral termination if the employee's absenteeism seriously violates its rules and regulations. However， the exercise of the right to rescind should be restricted. When determining the legality of rescission of labor relations due to absenteeism， other factors should be taken into consideration in addition to the employer's own provisions. Analyze the reasons for workers' absenteeism and make different judgments based on different types; Analyze the extent of absenteeism violations and their impact on the employer. If there is no significant impact， it should not be considered as a serious violation. Analyze the rationality of the rules and regulations of the employing unit， and identify the violations of the laborer's behavior after the in-depth substantive examination.

Keywords： Absenteeism;Sick leave;Rules and Regulations;Reasonability

一、问题的提出

古谚有云：“不以规矩，不能成方圆”。用人单位为了规范自己单位与员工的行为会制定相应的规章制度来加强对本单位的管理，以确保其经营活动的正常运行。法律对于用人单位在合法范围内制定的单位规章制度予以保护，这是单位的管理与用人自主权。在《劳动合同法》第三十九条第二款中规定，劳动者严重违反用人单位规章制度的，用人单位可以解除劳动合同。虽然各行各业因性质不同，制定的规章制度所规制的方面也有所差别，但用人单位大多都将劳动者旷工这种情形认定为是劳动者严重违反了用人单位规章制度的情形。然而，由于我国现今对单位以旷工为由解除劳动关系的规定不清晰、也没有具体的判断标准，这就使得在司法实践中就以旷工为由解除劳动关系的案例中会出现“同案不同判”的现象，用人单位拥有了较大的自主权。……