对劳动合同部分无效的处理
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<p class="MsoNormal" style="text-indent: 24pt;"><span style="font-size: 16pt; font-family: 宋体;">【案例】<span lang="EN-US"><o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-indent: 32pt;"><span style="font-size: 16pt; font-family: 楷体_GB2312;">应届大学毕业生小杨经过一番周折，终于在深圳找到了一家用得上自己专业的公司。在签订合同时，公司要求他签署一份承诺书：“本人被<span lang="EN-US">XX</span>公司招聘录用为员工后，如因公司的实际情况未能履行劳动合同中的部分条款，本人表示理解并自愿放弃权力，不作异议。”<span lang="EN-US"><o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-indent: 32pt;"><span style="font-size: 16pt; font-family: 楷体_GB2312;">因为工作不好找，小杨也就在承诺书上签了名。在后来的工作中，小杨真的遇到了与合同不符的情况。比如，每周工作<span lang="EN-US">6</span>天，每天工作<span lang="EN-US">10</span>个小时，没有加班费；公司不给员工缴纳养老、医疗、失业保险费，不缴纳住房公积金；时常托欠工资，随意罚款。<span lang="EN-US"><o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-indent: 32pt;"><span style="font-size: 16pt; font-family: 楷体_GB2312;">半年之后，小杨向公司提出异议。公司人事处经理拿出当初小杨签字的“承诺书”，表明无法满足小杨的要求。小杨说：“承诺书违反相关法律规定，是无效的。”人事处经理说：“如果承诺书是无效的，合同也是无效的。你说的加班费、欠的工资，也就无从谈起了……”小杨和公司人事处的说法都正确吗？<span lang="EN-US"><o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-indent: 32pt;"><span style="font-size: 16pt; font-family: 宋体;">对于部分无效的劳动合同，因不影响劳动合同的整体效力，处理时应根据劳动法和集体合同的规定对该无效部分条款作出调整。一方面，无效部分之外按劳动合同的约定确定权利义务；另一方面，对无效部分，应按照法律、行政法规的规定确定当事人之间的权利义务。除此之外，因用人单位的原因导致合同无效的，用人单位还应按照劳动法的有关规定承担赔偿责任。<span lang="EN-US"><o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-indent: 32pt;"><span style="font-size: 16pt; font-family: 宋体;">以上案例中小杨关于自愿放弃加班费、社会保险、公积金等劳动报酬的承诺无效，但并不意味着劳动合同无效，他的劳动合同仍应依法履行。单位应依法支付小杨的加班费，并为他缴纳社会保险、公积金等。如公司未支付小杨报酬或所支付的报酬低于劳动法及集体合同规定的最低标准，应按相应的标准补足。<span lang="EN-US"><o:p></o:p></span></span></p>
<p class="MsoNormal" style="text-indent: 32pt;"><span style="font-size: 16pt; font-family: 宋体;" lang="EN-US"><o:p> </o:p></span></p>
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