北大法宝推出“法宝双语案例”栏目。本栏目选取近期热门司法案例进行双语发布，每两周一期，欢迎关注！感谢新老朋友对北大法宝的大力支持，我们会持续为大家提供更好的法律信息服务。本周推送第一百二十期，主要关注涉劳动争议纠纷案例！

本期双语案例推送广州宽客科技有限公司与王亚鹏劳动争议上诉案等涉劳动争议纠纷案例。

目录

Contents

1. 广州宽客科技有限公司与王亚鹏劳动争议上诉案

Guangzhou Kuanke Technology Co., Ltd. v. Wang Yapeng (appeal case regarding labor dispute)

2.叶洪招与增城市挂绿广场物业管理有限公司劳动争议上诉案

Ye Hongzhao v. Zengcheng Gualv Square Property Management Co., Ltd. (appeal  case regarding labor dispute)

3.施晓凤与星光精细化工(张家港)有限公司劳动争议纠纷上诉案

Shi Xiaofeng v. Seiko PMC (Zhangjiagang) Co., Ltd. (appeal case regarding labor dispute)

一、广州宽客科技有限公司与王亚鹏劳动争议上诉案
Guangzhou Kuanke Technology Co., Ltd. v. Wang Yapeng (appeal case regarding labor dispute)

【裁判摘要】
法律明确规定不得解除劳动合同但用人单位强行解除的，属于违法解除劳动合同，用人单位应当依据劳动合同法规定的经济补偿标准的二倍向劳动者支付赔偿金。实践中，劳动者严重违反用人单位劳动纪律，用人单位据此解除双方劳动关系的，属于法律规定的过失性辞退，系合法解除。劳动者主张用人单位向其支付违法解除劳动关系赔偿金的，人民法院不予支持。
[Judgment Abstract]
If any employer unilaterally rescinds an employment contract with an employee under circumstances where it is prohibited by the law, it constitutes an illegal rescission of employment contract and the employer should compensate the employee in accordance with twice the economic compensation as prescribed in the Labor Contract Law. In practice, where the employer terminates its employment relations with the employee who is in serious violation of its employment disciplines, it constitutes a dismissal due to the employee's negligence as prescribed by the law and should be deemed legal. If, under the aforesaid circumstances, the employee still requires the employer to compensate him for an illegal termination of the employment relations, the people's court should not support such claim.
【法宝引证码】CLI.C.107260219[CLI Code] CLI.C.107260219(EN)   二、叶洪招与增城市挂绿广场物业管理有限公司劳动争议上诉案
Ye Hongzhao v. Zengcheng Gualv Square Property Management Co., Ltd. (appeal of case regarding labor dispute)
【裁判摘要】在劳动者达到法定退休年龄时，用人单位有权终止双方的劳动关系，但此时用人单位所享有的终止权并不意味着劳动者一旦达到法定退休年龄，其劳动关系就自动终止。在司法实践中，对于已达到法定退休年龄的劳动者，如果用人单位仍留任其继续工作，并为其缴纳社会保险费用，使其仍依法享受养老保险待遇的，那么该劳动者与用人单位之间的关系仍应被认定为劳动关系而并非劳务关系。
[Judgment Abstract]An employer has the right to terminate its employment relationship with an employee who attains his statutory retirement age. It, however, does not entail an automatic termination of the employment relationship once the employee attains his statutory retirement age. In practice, where after the employee has attained his statutory retirement age, the employer retains him in the job and continues paying social security premiums for him, while allowing him an entitlement to old-age insurance benefits under the law, then the relationship between them should be still determined as the employment relationship rather than the labor service relationship.
【法宝引证码】CLI.C.10039350[CLI Code] CLI.C.10039350(EN) 
三、施晓凤与星光精细化工(张家港)有限公司劳动争议纠纷上诉案
Shi Xiaofeng v. Seiko PMC (Zhangjiagang) Co., Ltd. (appeal case regarding labor dispute)
【裁判摘要】在订立劳动合同时，劳动者有如实提供入职信息的诚信义务，用人单位亦有对劳动者入职信息进行审查的注意义务。劳动者在入职时提供虚假学历的行为是否会导致劳动合同无效，应当综合以下几个方面予以分析：一是用人单位在招聘录用时是否把学历作为特别要求予以明确；二是提供虚假学历的行为是否达到违背公司真实意思的程度，是否符合欺诈的构成要件；三是提供虚假学历的行为是否给用人单位造成了损失。实践中，用人单位在招聘录用时未对学历作特别要求，劳动者任职期间能胜任工作，其提供虚假学历的行为未达到欺诈的程度且未给用人单位造成损失的情形下，用人单位以劳动者入职时提供虚假学历为由解除劳动合同构成违法解除。
[Judgment Abstract]Employees have the duty of good faith to provide their employee information truthfully upon concluding an employment contract, whereas employers have the duty of care to investigate the information provided by employees. If an employee provides a fake diploma for a job, the following factors should be considered to determine whether or not such act invalidates the employment contract between him and his employer: First, whether academic qualifications serve as a special recruitment requirement of the employer; second, whether the act of providing a fake diploma is so serious as to be against the true intention of the employer, and even accords with the elements of cheating; third, whether the act causes any losses to the employer. In practice, where the employer does not make any special requirements for academic qualifications upon recruiting, the employee is competent for the job, and the act of providing a fake diploma by the employee is not serious enough to constitute fraud and causes no loss to the employer, the employer should thus not rescind the employment contract on the grounds that the employee provides a fake diploma for the job. Otherwise, an illegal rescission of employment contract is established.