劳动合同解除与离岗前职业健康检查——《职业病防治法》第三十六条在劳动关系管理中的适用问题分析

Termination of Labour Contract and Occupational Health Examination——Applicability of Article 36 of Occupational Disease Prevention Law in Labour Relations Management

用人单位以严重违纪为由解除与职业危害因素接触劳动者劳动关系时,未安排该劳动者进行离岗前职业健康检查的,是否构成违法解除劳动关系?《劳动合同法》的有关规定与《职业病防治法》第三十六条规定并不一致。本文对两法适用性的问题通过过往诸多个案的剖析,指出两法并无本质冲突,而是实体与程序之间关系,用人单位需做好离岗前职业病健康检查,免除劳动争议的隐患。

When the employer sacked the employee who often touched the occupational detrimental elements due to serious disobeying the employee principles, if the employee did not have any pre-dismissal examination of occupational health, is the dismissal behaviour illegal？ In the respect, there is incompatibility between the Labour Contract Law and Article 36 of Occupational Disease Prevention Law. The paper points out that there is no fundamental conflict between these two regulations based on reviewing many cases. These two laws respectively regulate the procedural rule and substantial content. The enterprise is obligatory to provide occupational health examination before dismissing an employee to avoid risk of labour disputes.