“末位淘汰制”下不能胜任解雇的适用逻辑

The Applicable Logic of Dismissal under the "Last Elimination System"

“末位淘汰制”因在提高企业经营管理效率等方面的优势作用,而被各大企业广泛采用。最高人民法院指导案例18号的公布,确立了“末位淘汰制”不能作为单方解除劳动合同的基本准则。但在劳动法的视域下,“末位淘汰制”与不能胜任解雇之间具有一定的契合性,末位淘汰仍然具有合法适用的可能。对于处于绩效考核等级末位的劳动者,用人单位在确定其确实不能胜任工作,并经过培训或调岗等法定程序后,可以不能胜任工作为由单方解除劳动合同。

The“last elimination system”has been widely adopted by major enterprises because of its advanta. geous role in improving the efficiency of business management. The announcement of the Supreme People’s Court Guiding Case No. 18 established that the“last elimination system”cannot be used as the basic criterion for unilateral termination of labor contracts. However,from the perspective of the labor law,there is a certain degree of agreement between the“last elimination system”and the incompetence to dismissal,and the final elimination is still legally applicable. For the laborer at the end of the performance appraisal level,the employer may unilaterally terminate the labor contract on the ground that they are unable to perform the work after they have undergone training or adjustment procedures.