Buộc Người Lao Động Nghỉ Việc Do Tái Cơ Cấu- Kinh Nghiệm Từ Một Vụ Kiện

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Quyền của Người sử dụng lao động

Điều 17 của Bộ Luật lao động năm 1994 và đã được sửa đổi vào năm 2002 (“Điều 17”)(Còn theo Bộ luật lao động năm 2012 là điều 44.1) cho phép người sử dụng lao động nếu thực sự phải thay đổi cơ cấu  phòng, ban thì vẫn có thể cho người lao động nghỉ việc. Tuy nhiên, áp dụng Điều 17 Bộ Luật Lao Động như thế nào để cho người lao động nghỉ việc hợp pháp và không gây ra tranh chấp thực sự là vấn đề đau đầu đối với các giám đốc nhân sự và các nhà quản lý doanh nghiệp. Việc áp dụng không đúng quy trình và không phù hợp với đúng bản chất vấn đề có thể dẫn đến một vụ kiện tại Tòa án và nghiêm trọng hơn, nếu người sử dụng lao động bị Tòa án tuyên đã cho người lao động nghỉ việc trái pháp luật, các hậu quả người sử dụng lao động phải gánh chịu còn nặng nề hơn, không chỉ là nhận người lao động trở lại làm việc theo hợp đồng đã ký kết.

kinh-nghiem-tu-mot-vu-kien

Từ một vụ kiện thực tế …

Mới đây, một Tòa án tại Thành phố Đà Nẵng mở phiên Tòa xét xử vụ án tranh chấp về trường hợp bị đơn phương chấm dứt Hợp đồng lao động, theo đó, Tòa án đã tuyên hủy Quyết định cho thôi việc trái pháp luật của một doanh nghiệp có vốn đầu tư nước ngoài hàng đầu đang hoạt động tại Việt Nam khi đã cho một người quản lý làm việc ở đây đã được 17 năm nghỉ việc theo Điều 17 Bộ Luật Lao Động. Tòa án có thẩm quyền đã buộc doanh nghiệp này phải nhận người lao động trở lại làm việc và bồi thường theo quy định hiện hành. Tuy nhiên, tại phiên tòa, đại diện phía doanh nghiệp trình bày mình đã tuân thủ nghiêm túc Điều 17 Bộ Luật Lao Động bởi đã hoàn thành các bước cần thiết,[1] thậm chí còn làm thêm cả những bước dự phòng.[2] Đồng thời, để tạo cơ hội cho người lao động có việc làm họ đã giới thiệu một số công việc có nội dung giống như công việc cũ cho người lao động. Cụ thể, doanh nghiệp đã đưa ra các lựa chọn (i)Nếu muốn tiếp tục làm việc tại Văn phòng Chi nhánh của Công ty tại Đà Nẵng thì không được làm quản lý mà phải hạ xuống ngạch nhân viên; hoặc (ii) thuyên chuyển vào Thành phố Hồ Chí Minh làm việc lâu dài.

Vậy tại sao Tòa án vẫn cho rằng doanh nghiệp này đã cho người lao động nghỉ việc trái pháp luật?

Thiếu sót trong các bước của Người sử dụng lao động

Bất chấp doanh nghiệp đã thực hiện gần như đầy đủ các bước theo luật định, người lao động đã thuyết phục được Tòa án rằng doanh nghiệp này không thực sự có nhu cầu tái cơ cấu bởi cuối năm trước khi thực hiện việc giải thể nơi làm việc của người lao động, chính doanh nghiệp đã xác nhận rằng bộ phận, nơi người lao động làm việc rất hiệu quả và trong suốt thời gian sau đó cho đến khi giải thể, khoảng tháng 4, người lao động này vẫn được thưởng đều hàng tháng do hoàn thành tốt công việc và đạt doanh thu. Không những vậy, trong bản Phương án tái cơ cấu các phòng ban, bộ phận, doanh nghiệp đã xác định rằng sẽ giải thể toàn bộ bộ phận, nơi người lao động làm việc nhưng trong đó lại chỉ thể hiện tên của một mình người lao động mà không hề đề cập đến những người lao động khác cùng bộ phận. Người lao động cũng chỉ ra rằng việc người sử dụng lao động không đào tạo lại người lao động mà chỉ giới thiệu những công việc giống với công việc cũ ở nơi khác hoặc vị trí thấp hơn trước khi ra Quyết định chấm dứt hợp đồng lao động là một sự vi phạm luật lao động rõ ràng của doanh nghiệp. Điều này, người lao động giải thích, có lẽ xuất phát từ quan điểm của họ rằng đối với việc tái cơ cấu do sát nhập hoặc giải thể thì không cần phải đào tạo lại như việc tái cơ cấu do thay đổi công nghệ mà chỉ cần giới thiệu công việc khác cho người lao động là đủ. Bởi vậy, Tòa án đã đồng ý với người lao động là do

kinh-nghiem-tu-mot-vu-kien-3

anh nghiệp đã vi phạm quy định phải đào tạo lại người lao động theo quy định tại Điều 17 Bộ Luật Lao Động. Ngoài ra, những điểm mâu thuẫn giữa bản Phương án tái cơ cấu phòng, ban của doanh nghiệp và thực tế (nói giải thể toàn bộ 50 người, nhưng chỉ cho nghỉ việc 1 người và không giải thích được tình trạng của 49 người còn lại) và việc người lao động đã chứng minh được những đồng nghiệp khác vẫn đang làm tại doanh nghiệp với công việc như cũ, dù có chuyển sang một phòng khác, đã khiến Tòa án nhận định rằng quá trình thực hiện tái cơ cấu của doanh nghiệp đã được sắp đặt chỉ để che dấu mục đích của doanh nghiệp là cố tình cho người lao động nghỉ việc.

Và kinh nghiệm rút ra

Có rất nhiều điều có thể rút ra từ vụ việc này. Thứ nhất, Luật lao động cho phép người sử dụng lao động được quyền tái cơ cấu nội bộ doanh nghiệp và cho người lao động nghỉ việc, nhưng buộc người sử dụng lao động phải tuân thủ đầy đủ các bước cần thiết[3] để tái cơ cấu. Việc bỏ qua bất kỳ thủ tục nào cũng có thể gây rủi ro cho người sử dụng lao động trong một vụ kiện lao động. Thứ hai, nếu người sử dụng lao động làm Phương án sử dụng lao động

kinh-nghiem-tu-mot-vu-kien-2

thì tất cả người lao động bị ảnh hưởng bởi sự tái cơ cấu thì phải được thể hiện chi tiết trong đó, tránh để thiếu nhất quán trên thực tế. Một điều quan trọng nữa là do có nhiều quan điểm không rõ ràng trong việc có buộc người sử dụng lao động phải đào tạo người lao động hay không khi việc tái cơ cấu chỉ là sát nhập hay giải thể, thậm chí cả Tòa án Nhân dân Tối cao cũng đã có một bản án tương tự,[4]người sử dụng lao động vẫn nên tổ chức đào tại lại người lao động theo đúng tinh thần của Điều 17Bộ Luật lao động(xin lưu ý là theo Điều 44.1 của Bộ luật lao động 2012 thì doanh nghiệp sẽ không cần phải đào tạo lại nếu không có chỗ làm việc mới trong doanh nghiệp). Việc người lao động không đến hay hợp tác trong việc đào tạo lại cần phải được ghi lại bằng biên bản có sự xác nhận của công đoàn trong doanh nghiệp.

Một bản án được tuyên để lại nhiều suy nghĩ và đem lại kinh nghiệm cho không chỉ những người trong cuộc. Xét cho cùng, yêu cầu chặt chẽ khi áp dụng các bước để cho người lao động nghỉ việc là một điều hoàn toàn hợp lý nhằm bảo vệ cho quyền lợi chính đáng của người lao động, một bên yếu thế trong “cuộc chơi” này.

 —-

[1]DN đã thực hiện 6 bước như sau: (i) Lập phương án tái cơ cấu với danh sách người lao động bị cho thôi việc;(ii) Thông báo cho người lao động và ra quyết định chấm dứt HĐLĐ; và (iii) Chi trả trợ cấp mất việc làm.

[2](i) Trao đổi nhất trí với Ban chấp hành công đoàn của DN về danh sách người lao động sẽ bị thôi việc do thay đổi cơ cấu; và (ii) Thông báo cho cơ quan lao động địa phương về phương án tái cơ cấu và danh sách người lao động sẽ bị cho thôi việc;

[3](i) Công ty sẽ ban hành quyết định thay đổi cơ cấu, tổ chức Công ty liên quan đến phòng, ban, bộ phận bị sáp nhập hoặc giải thể; (ii) Công ty sẽ thông báo bằng văn bản đến người lao động bị ảnh hưởng về quyết định thay đổi cơ cấu; (iii) Công ty lập phương án sử dụng lao động, chỉ khi việc thay đổi cơ cấu, tổ chức Công ty ảnh hưởng đến nhiều người lao động; (iv)Công ty trao đổi với BCHCĐCS về việc thay đổi cơ cấu tổ chức của Công ty và thông báo đến cơ quan quản lý lao động địa phương , nếu phải cho nhiều người lao động thôi việc; (v) Công ty ra Quyết định chấm dứt hợp đồng lao động với người lao động

[4]Quyết định Giám đốc thẩm số 03/2006/LĐ-GĐT ngày 04/4/2006 về vụ án “Tranh chấp về trường hợp bị đơn phương chấm dứt hợp đồng lao động” giữa Công ty trách nhiệm hữu hạn nước giải khát Coca-Cola Việt Nam và Ông Võ Văn Đáo.

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