Civil pleading

    The respondent Hui Hui (a pseudonym, hereinafter referred to as the Merman), female,1981Years10Month10Health, Han, Jin Cancan (Guangdong) science and Technology Security Company Limited (a pseudonym) general manager assistant, identity card number*2018119811******Live* * *City* * *District* *Avenue***8*Number, zip code5***00Mobile phone159***860**.

By the respondent Jin Cancan (Guangdong) science and Technology Security Company Limited (hereinafter referred to as the plaintiff), domicile* * *City* * *District* * *Road18No.8028The real, the legal representative Hu Jiaochan (a pseudonym).

The defendant received (2013)* *Method the people at the beginning of the word no.888The plaintiff, notice and a copy of the indictment, we presented the pleading for court reference letter.

The respondent requests:

1According to the law, rejected the plaintiff, maintain* *Lao People sec case (non end word2013)888The award, first, second, third, fourth, fifth award.

2In this case, legal fees from the plaintiff.

The facts and reasons:

First, some of the focus of controversy in this case

1The report, kindness and errors, failed to some unfair labor arbitration proceedings within the statutory time limit. According to the claims of the plaintiff, the defendant, the focus of controversy in this case are as follows4A: one is whether the defendant and the plaintiff signed a3Years of labor contract, or just make a2011Years2Month14To2012Years2Month13A one-year labor contract in accordance with the law, the defendant should pay2012Years3Month14To2012Years12Month28Japan did not sign a written labor contract double pay the difference38088Yuan?

The two is whether the plaintiff on a one-year contract to set up3Month probationary period, and has been fulfilled, should be paid over a period of probation compensation according to law4000Yuan?

The three is whether the defendant illegal remove labor contract, should pay compensation for termination of the labor contract law17478Yuan?

The four is the defendant has been completed26A sales contract negotiations to sign and follow-up work, the plaintiff should not be based on the formulation of the payment of commission scheme6104Yuan performance royalty?

Second, the defendant and the plaintiff is a period of 3 years of labor contract, or just a period of February 14, 2011 to February 13, 2012 of a year of labor contract in accordance with the law, the defendant should pay from March 14, 2012 to December 28, 2012 did not sign a written labor contract double salary balance 38088 yuan?

2, the defendant2011Years2Month14Day candidates enter the office, as an assistant to the general manager position, on the same day to start work. In accordance with the requirements of the same year2Month19By the defendant for their own bank card wages (attached) can prove close entry time.2011Years3Month10Japan has signed a2011Years2Month14To2012Years2Month13On the one-year contract, the plaintiff to be signed by the legal representative and the seal is withdrew the contract, the defendant had several times for midway, the plaintiff in a variety of excuses, seizure has not returned.

3The plaintiff claimed, in the jobSame dayThe conclusion of a3Years of labor contract, breach of social life common sense, almost no such generous boss. Especially the plaintiff has not issued by the original or a copy of the labor contract, but the defendant has no relationship with issued by the deputy general manager Li Weixin (alias) of the labor contract, the provisions of the contract without any binding to the defendant, the plaintiff to prove what I.

4, "labor contract law" article19Article three years, a fixed term and non fixed term labor contract, the probation period shall not exceed6Month. The plaintiff insists that a defendant for the day at the conclusion of3Years of labor contract has not set6Month probationary period, any one company bosses are not so tolerant, violation of social life common sense, further proof3In the term of the labor contract is It is sheer fiction.

5,At the same time that the plaintiff and the defendant signed a3Years of labor contract is stolen, issued2013Years2Month22Day* *(09)0102599The alarm receipt no.. This "return" the question is as follows6Article:

One is the alarm receipt shall present the original copy, without the original check, no legal effect, the defendant refused to cross examination.

Two is the authenticity of the alarm receipt is not recognized, cannot eliminate the false alarm too in order to cope with the arbitration.

Three* *Lao People sec case (non end word2013)888The number of award4Page No.3For the self proclaimed "by the applicant upon receipt of the arbitration application form that the labor contract has been stolen," the alarm time node and a destination only in order to deal with the arbitration, labor arbitration tribunal to deceive, now trying to confuse the court line of sight.

The four is the alarm content is the self, and the receipt has no labor contract "stolen" content, but can not prove that the contract for a period of3Years of labor contract, no relevance with the facts to be proved, also do not have the authenticity.

Five is to step back and say, even if is the labor contract is stolen, the plaintiff did not provide the case investigation and investigation results, that can not be entered into a3Years of labor contract.

Six even if the alarm receipt has certain facts shadow, if the plaintiff does not have the original copies of the contract and the police investigation results, and by the court and the defendant examination approval, is unable to escape the "legal consequences not proof".

6,The plaintiff also forged "labor contract acceptance form", make up and the defendant signed a3Years of labor contract, and that the defendant has to3Month25Days to receive the contract, the defendant arbitrarily choose the following11A question to the point:

One is the defendant had never seen the "acceptance form", never in the "table" or similar form signed receipt, the "fish Huihui" sign is not a defendant's handwriting, apparently hard hard imitation and others.

The two is from the table style, its design and print "serial number, name, the time of receipt, note" is reasonable, but the "serial number" written to "contract" and the increase of handwriting"3Year ", in violation of the common sense of life, forged not exposed, is clearly false for labor arbitration and litigation and. Since.The sign"Why" I have received increasing ", this is not superfluous?

Three is the labor arbitration tribunal repeatedly asked, the plaintiff was forced to admit "contract" four words and"3Year "is the personnel changes and additions, the false heart broken.

Four is the list of "Hu Binbin" (a pseudonym) are simply not in the "acceptance form" signed, doubt their own signature handwriting belongs to others to imitate, the handwriting signature identification after the court, for comparison.

Table five is the signature of Huang Yubin (a pseudonym) now known, he only signed a one-year contract, after the expiration of the period of not renew the left the office, no sign of over3Years of labor contract, Huang Yubin telephone recording and text as evidence, in order to explain the "signature" forged.

SixTable forged "Yu Lijuan" signature, not only "Li" (actually the "Li") word error, especially the handwriting, and provide the plaintiff to the arbitration tribunal"2011Years7Statistical table "monthly attendance and submitted to the court" (Employee Handbook) file reading record table "signature handwriting be quite different, the" Yu Lijuan "is the art of signature, should the my artworks, and the" Yu Lijuan "is obviously the imitation counterfeit, it is one of the most convincing most wonderful evidence. Two submitted to the court the plaintiff himself after "Yu Lijuan" signature handwriting, and the former counterfeit "Yu Lijuan" handwriting comparison, no professional identification can identify the authenticity, proof3The lie is the respondent's one-year labor contract system.

The seven is the plaintiff to the labor arbitration submitted dozens of Zhang Kaoqin record, except in the management of staff, the vast majority of people have no signature confirmation, but the defendant has fish Nathan22In the so-called signature confirmation, apparently out of common sense of life, the defendant never signature confirmation, these so-called "signature" has been imitated to mix the spurious with the genuine, now part of the attendance sheet is attached for forensic identification.

Eight is the "acceptance form" that the defendant2011Years3Month25"I have received" the period3Years of labor contract, but the defendant in the same year3Month25To3Month29Leave the city to the far field in Shenzhen to attend the training5(the same day to participate in the training and yellow* *A total of6Of people), no time to sign the labor contract and claim. After the training, training institutions "courtyard" to6The training certificate issued as assistant to the general manager of the defendant, the defendant scan their own training certificate (after), the original is the plaintiff seized so far, to prove that the plaintiff forged the "signature", the so-called3Year contract is unreal.

Nine is the "table" the plaintiff did not in the labor arbitration proof submitted within the deadline to sign, also not in the first session, but the delay until the second session was provided to the arbitration, so important in favor of the plaintiff's evidence is so slight, that the plaintiff after repeated consideration, the deliberate fraud time.

Ten is the "acceptance form" since lists Yu Lijuan, Huang Yubin have signed a six3Years of labor contract, the original labor contract issued by the six please the plaintiff, defendant for court and court testimony, for justice, but also to allow the defendant to be sincerely convinced.

The eleven is the plaintiff, the plaintiff all employees must be in the "acceptance form" sign and receive his labor contract. According to the knowledge, in the work of employees100Many people, administrative regulations of the State Council provisions of the labor contract shall be kept at least two years, at least show to request the plaintiff60The original labor contract and its "acceptance form" of the original, the defendant for the court and cross examination, only in this way can the plaintiff parts without fraud "". 

7, "labor contract law" article44Provisions, the labor contract expires, the termination of the labor contract. After the termination of labor relations continue to maintain equivalent after expiration of the establishment of a new labor relations, "Regulations" provisions of article sixth of the implementation of the labor contract law: "the Employer from the date when the employee more than one month but less than one year and not conclude a written labor contract shall, in accordance with the provisions of article eighty-second of the labor contract law to pay two times of monthly wages of workers, and workers to written labor contract workers and employers; not to conclude a written labor contract, the employer shall give written notice to terminate the labor relationship between the laborer." Here the "order" shall refer to the signing of non fixed term labor contract, the employing unit refuses to sign, it shall conclude a non fixed term labor contract, to pay two times of monthly wages of workers. The plaintiff2012Years3Month14Date to12Month28Japan did not sign a new labor contract in written form, it shall pay double pay the difference in accordance with the law.

8,* * *Labor arbitration committee gave the plaintiff ample time to prepare, and after the two session, a comprehensive consideration of both the original defendant provide much evidence and proof force, according to the civil action evidence probability principle, that the plaintiff2012Years3Month14To2012Years12Month28Without a written labor contract with the defendant, shall bear legal liability in accordance with the law.According to the "labor contract law" eighty-second article on "the employing units from the date of employment more than one month but less than one year and not conclude a written labor contract provisions, shall pay two times salary to laborer," award the plaintiff to pay the March 14, 2012 to December 28, 2012 did not sign a written labor contract double pay the difference of 38088 yuan, the defendant requests court upheld the arbitration results.

Third, whether the plaintiff to a one-year labor contract to set up a probationary period of 3 months, and has been fulfilled, should not be in accordance with the law to pay over a period of probation compensation 4000 yuan?

9,The substantial evidenceTo prove that the plaintiff did not sign labor contract for a period of 3 years, the defendants say aA one-year contract with common sense, the ordinary people to understand life, than the plaintiff to provide evidence to be perfectly logical and reasonable, is also in line with the civil action evidence probability principle.

10, the defendant* *Social insurance certificate (personal), personal medical insurance payment history summary, unemployment insurance payment history list and the housing provident fund information table, show the plaintiff for the start time of payment is2011Years6In August, the plaintiff is proved during the probation period3Months after the expiration of the period for the defendant began account payment, to prove that the plaintiff is set up3Month trial period, we will prove that, the summary table, list, information table attached.

    11The wages, bank card transaction information further proof, the plaintiff3More than a month salary of probation period, the probation period actual have been fulfilled, the payroll card transaction record attached to. The plaintiff agreed on and implemented3Month probation period in labor arbitration when there is no objection.

12, "labor contract law" article19Article: "the term of the labor contract for more than three months but less than one year, the probation period may not exceed one month; if the term of a labor contract year over the following three years, the probation period may not exceed two months; more than three years of fixed - term and non fixed term labor contract, the probation period shall not exceed six months." The plaintiff in a one-year labor contract has the actual performance3Month probationary period, one month illegal settings and illegal performance.

13, "labor contract law" eighty-third stipulates: "if the illegally stipulated probation period has been performed, the employer to employee probation period salary standard, according to the performed period exceeded the statutory probation to pay compensation to the employee."* * *Labor arbitration award the plaintiff to pay accordingly over a period of probation compensation 4000 yuan, has the factual basis and legal basis, the defendant requested the court to maintain the arbitration results.

Fourth, the plaintiff dismissed whether the defendant illegal termination of labor relations, should pay for illegal remove labor contract damages of 17478 yuan?

    More than 4 point 14, the afternoon of December 28, 2012, the plaintiff was tense and finish the work in the case, without any prior warning suddenly issued a "Notice of dismissal" (attached), known as the "job performance can not meet the requirements of the company, according to the labor contract item eighth, fourth paragraph second to terminate the labor contract", with particular emphasis on "today, company and you no longer have any labor relations".

    15, the "Notice of dismissal", pointed out that the defendant of the following 3 questions:

One is the dismissal of employees shall be 30 days in advance written notice to me, or to pay a month instead of the advance notice period, the plaintiff and the defendant announced today no labor relations, in violation of the provisions of the law advance written notice of 30 days, in violation of the provisions to one month's wages substitution.

Two is offered no evidence can prove that the defendant "can not meet the company's requirements, which belongs to the" out of thin air and planted. The plaintiff to the defendant not clear what are the requirements, various tasks the post after a day to e-mail report without leakage, if there is a "can not meet the company's requirements", the plaintiff shall promptly pointed out and corrected.

The three is the plaintiff has seized the text of the labor contract, the defendant did not know the so-called "eighth fourth paragraph second" as it is, that fire not only is not based on facts as well as the legal basis, no business rules and credentials.

16, "the Supreme People's Court on the trial of labor dispute cases applicable law interpretation of several issues" [interpretation (2001) No. 14] thirteenth article: "because the employer fired, removal, dismissal, dissolution of the labor contract, to reduce the calculation work of labor compensation, and other decision of the labor dispute, negative the burden of proof unit." Dissolution of the labor contract is the deprivation of labor rights and survival rights, the plaintiff shall be perfectly logical and reasonable prudent treatment. The plaintiff did not according to the provisions of the supreme law of the burden of proof to prove that the defendant ", which failed to meet the work requirements," the facts any evidence can prove that the defendant is not provided in accordance with the law, it shall bear the adverse consequences.

17, in early September 6, 2012, the plaintiff: "a penalty notice" marketing fish Nathan said, "in September 4th the company received complaints about * * * * Crowne Plaza Hotel, expressed strong doubts about our marketing department staff Yu Huihui very bad service attitude, and expressed doubts about the company's sincerity, after the company much explanation to appease the way to solve our problems.", decided to "from the announcement today, Yu Huihui the short term no longer contact external customer liaison work." Even worse, the plaintiff the penalty notice the trumped up to the headquarters and the branch staff QQ group, to the company all staff in the deliberate destruction of the defendant's reputation, with the QQ group shared file interface screenshots as according to nature, is extremely vicious.

18, the associated with the * * * * * * song Crowne Plaza Hotel staff contact, is mainly based on the plaintiff's instruction, representing the communication offer subscription service, entered into a service contract negotiation process without any unpleasant, song * * not have any questions to the accused, no doubt the sincerity, also has not received the plaintiff what interpretation and comfort, the defendant a statement on the sanctions announcement attached, for forensic identification. The defendant and the * * * * * * Holiday Inn song telephone recording, to prove that the plaintiff penalty notices the entirely deliberate attacks, abuse the right of autonomous management. Any interesting song * * no complaints, also say your unit whether to let you find an excuse, the telephone recording disc and the text submitted to the court to verify. It should be pointed out that, in the labor arbitration tribunal repeatedly qualitative card case, the court admitted that cannot provide evidence of customer complaints.

19, the plaintiff is submitted to the court the so-called "task list", but did not say that they want to prove that the defendant has what fault.

One is the defendant had never seen the "task list", which never anyone to give the defendant issued, so there is no trace of the awareness, more without the signature.

The two is from the task list, the defendant was "requirements for personnel", who is not subject to the specific task execution.

Three is the task list November 22, 2012 production, administrative personnel manager Tao * * the same day signing, (company) beam the hiring manager is the same day in the "task" column signature, such a task, must be considered to determine, print making, personnel manager, and the defendant signed the conversation. The defendant, please sign that attitude, but also need after days of actual operation can see "complete" task, how could the same day that the defendant "completed" how the conclusion?

Four is the (company) beam * * make a hurried journey without stop talking manager signed, "said the defendant does not accept online reporting, data follow up", in no one issued or not fulfilling the case how can get the "not accept" the conclusion? The plaintiff turn fushouweiyu, increasingly framed the words too have one's words at hand.

Even if the plaintiff accused the defendant of five is "not to accept online reporting, data follow up" is true, does not meet the "labor contract law" to the "serious" discipline, also can not terminate the labor contract, the plaintiff to "lift" is illegal termination.

During 20, the defendant served as assistant general manager in the office has consistently good performance, work diligently and conscientiously, respect work and enjoy company, to complete the outstanding tasks assigned by the leadership, does not appear to have any errors and serious error, now the service before September 6, 2012 part of the customer contract negotiations and coordination of various meetings held by the emails and photos submitted testimony and the court.

21, a lot of facts and legal basis prove, the plaintiff dismissed the defendant belongs to the illegal termination of labor relations, labor and personnel arbitration commission and * * * award the plaintiff paid illegal remove labor contract damages of 17478 yuan, the defendant requested the court to maintain the arbitration results.

Fifth, the defendant has completed 26 sales contract negotiations to sign and follow-up work, the plaintiff should pay 6104 yuan performance royalty basis commission scheme plaintiff formulated?

22, the plaintiff refused a performance royalty reasons, in the labor arbitration said, according to the provisions of the twenty-second paragraph of article third labor contract twelfth, was fired after the defendant did not finish the work before the handover, the plaintiff has the rightNot hairThe economic compensation and Commission (arbitral award third to last page line 7-6), namely the "unfinishedWorkHandover ", this does not accord with the facts, please see the following evidence provided by the defendant. Also note, arbitration said "not to send its economic compensation and commission", to the lawsuit was completely denied shall issue, obviously its promise and then deny in succession.

23, the text of the labor contract signed by the defendant, to recover the seized so far did not return, how to remember the twelfth defendants in the third paragraph twenty-second terms? This is not too high? "Labor contract law" sixteenth paragraph second: "the unit and the laborer shall each hold one copy of the labor contract." The illegal seizure of. The law eighty-first stipulation: "the employer fails to deliver the labor contract to the employee, the labor administration department shall order rectification; causes damage to the employee, it shall bear the liability for compensation." The seizure of the labor contract and causes losses to the defendant, pay for performance royalty and relevant compensation for at least the responsibility.

24, as mentioned before, the 4 point of the afternoon of December 28, 2012, in the busy work, without prior warning, suddenly issued a "Notice of dismissal", with particular emphasis on "today, and you no longer have any labor relations", but not the specific arrangements for the recipient, also did not say what should be handed over, the defendant has wait until after work, also did not wait until the receiver, that the plaintiff refused to handle the transfer procedures, but not what can be over things, if there is a need to make instruments, equipment, materials, information, the plaintiff won't wait for this genius. If there is what need to transfer, the responsibility should also is the plaintiff, the plaintiff did not send the recipient is. Excuse me, the plaintiff also need the defendant over what? Because of "not over" to the plaintiff causing what losses? Please list submitted to the court testimony.

In September 6, 2012 25, the plaintiff will adjust to report the "binding and printing or temporary arrangement of clerical work"(see the penalty notice, in accordance with the instructions.) every day to do a work report, in fact every day in handling the work handover, the daily working report from September 6, 2012 to December 28th. / the email records attached, for forensic examination. Excuse me the arrangement of these temporary business also need to hand over what work?

26, in early September 6, 2012, the defendant is according to the requirements for equipment, files, data, all transfer procedures, a personnel manager Tao **2012 year in September 6th the "receipt", in September 25, 2012 on **/ Chen * * as the recipient, (company) beam * * manager as a prison of files and documentation for it.

27, the plaintiff submitted without democratic procedure "Employee Handbook" and a "reading record sheet", it should be noted that, since it is a "staffManual"It should be" a "hand, not only let the job worker entry and see at a glance as labor contract annex, blame the workers comply, it clearly is" overlord "practices, it is obviously unfair. Also it should be emphasized that, the defendant is not in the "reading record form" signed, the signature is a mix the spurious with the genuine imitation, but omitted the last word "Hui", and the defendant has been omitted signature never last "Hui" habit does not match, so the "staff handbook" no binding on the defendant.

28, the defendant apply for labor arbitration provided 244 pages of evidence and materials, but also in the specified evidence within the time limit provided two, the plaintiff and engage in before a court of law be skilled in debate, not only rack sth. read and chiseled time of plenty of many defense opinions, but did not provide the 2012 annual performance royalty scheme in the time limit of arbitration the specified inside, just at the first session (March 6th) identified 2011 Annual Performance royalty scheme is true and effective. The 2011 Annual commission scheme applicable deadline is December 31, 2011, so the arbitration tribunal repeated questioning and no commission of the new program, the plaintiff said there are 2012 annual performance royalty scheme, the arbitration tribunal limit its next session before submission. Unfortunately, until the second session (March 31st) when the plaintiffs still does not have a 2012 annual performance royalty scheme.In accordance with the law, the employer within the specified time limit, do not provide evidence, shall bear the adverse consequences,So * * * labor arbitration commission only on the basis of the 2011 Annual royalty scheme decision support in accordance with the law, the part of the request of 6104 yuan.

29, as mentioned before, the plaintiff until labor arbitration in March 31st second session could not take performance royalty scheme 2012 year, but Sue the provides a so-called "2012 annual marketing department staff performance salary and commission plan", this plan is dated 2012 01 month 30 days. This time the defendant the plaintiff is still normal work, in addition to the Prime Minister Assistant such an important position, formulated and issued such a big company rules, the defendant may don't know, strange is the defendant never drafted the regulations and the formulation of the hearing, this does not have to not let the people questioned the submission is a to action and assault forged "masterpiece".

30,"Labor contract law" fourth stipulates: "the employer in the formulation, amendment or decisions directly involves the vital interests of labor remuneration, working hours, rest and vacations, labor safety and hygiene, insurance and welfare, staff training, labor discipline and labor quota management rules or important matters, shall be approved by the assembly of employee representatives or all the employees for discussion, put forward a proposal and opinion, determine with the trade union or employee representatives through consultation on an equal footing.""Directly involving the immediate interests of the employee rules and regulations should be publicity, or inform the workers." The2012Annual performance royalty scheme is directly related to the interests of labor wages, labor discipline and labor regulations, the defendantNever heard ofThe workers' Congress or all the employees for discussion,Never heard ofPlease workers put forward proposals and opinions,Never heard ofDetermination and the representatives of the employees of negotiation,Never seeTo the regulations of the publicity, the plaintiffAlso did not tellAfter the defendant. If the plaintiff has fulfilled the democratic procedures, please issue to the signature table and staff to discuss speech record of the original, otherwise the scheme has no legal effect on the workers, is a paper invalid blank to the defendant, the court not to believe this not legal regulations for handling this case basis.

31, the labor department issued the "Interim Provisions on the payment of wages" (Ministry of labour (1994) No. 489) the ninth stipulation: "the labor relations between the two sides according to the lifting or termination of the labor contract, the employer shall pay the wages of workers in a labor contract is terminated in the termination or." The plaintiff did not terminate the labor relationship in December 28, 2012 to pay a one-time performance royalty, including wages, in violation of the labor department regulations.

    32Now, the performance royalty accounting provide labor arbitration summary table, submitted to the court by the signing time re ordering.2011Years successfully signed19One, the contract amount650000Yuan, it shall commission5200Element;2012Years successfully signed7One, the contract amount113000Yuan, it shall commission904Element. Two of the contract amount763000Yuan, the total should commission6104Element. Calculate the percentage is based on the "2011Annual performance bonus and subsidy scheme (release)3.2.4.bParagraph, each contract reward ratio contract amount0.8%.

33, the plaintiff, in2012Years successfully signed7A, a* *Huaiyuan Logistics Industry Co. ltd.,Hu JintaoThe industry of plastic processing factory,* *Wanbao special refrigeration equipment Co., Ltd., Panasonic.Wanbao (* * *Electric iron Co. Ltd.),* *Wanbao Group Co., Ltd., China petroleum Limited by Share Ltd* *Sales branch unitService payment confiscated Qi, but did not provide specific facts and evidence, in accordance with the law shall bear the adverse consequences. The accused does not accord with the facts, one is* * *Foley Construction Engineering Co., Ltd. Jiangmen branch of the contract is not2012Signed, but2011Years to complete, request the court to verify. TwoHu JintaoThe industry of plastic processing plants, * * Wanbao special refrigeration equipment Co., Ltd. and other units are called tail paid in full, the people on the two unit of the telephone recording and transcript attached. The plaintiff said "service payment confiscated Qi" does not fit the facts.

34, * * * Labor Arbitration Commission finally found the defendant completed 26 sales contract and the subsequent work, the plaintiff shall pay 6104 yuan performance royalty basis commission scheme and its recognition, thus ruling, the defendant requested the court to maintain the arbitration results.

To sum up, from the treatment of labor arbitration and the prosecution case, the plaintiff in the drilling process of the loopholes, intentional abuse their right, ignoring and waste of judicial resources, delay shall pay the amount, in an attempt to evade legal responsibility, the law cannot make such party may be, in order to maintain the social fairness and justice, promote social public the law of fear and faith. In order to safeguard the legitimate rights and interests of the defendant, request the court rejected the plaintiff all requests, to maintain the labor arbitration first, two or three, four or five award.

                       The respondent (signature):

                              2013Years5Month16Day

(this case adjudicates the result is as follows:

 

(allograph person: the case of the court6Month4The first session,6Month7The second session,6Month26Japan issued its verdict, fully support all advocated the defendant, rejected all of the plaintiff's claim. The answer is the Scrivener in passes before the court investigation and debate and all of the trial court closed, according to the plaintiff to provide information, collect the original defendant confrontation, gradually collected into view. The plaintiff against the unreasonable guidance at any time, at any time to the court's opinion guidance. The answer is actually a collective creation of plaintiff and defendant,, the presiding judge, is also the author of a successful case after the remote guidance of kindergarten teachers in Shandong, Guiyang graphic designer, Guangzhou girl body hair removal of labor arbitration and civil litigation after, save a lot of attorney fees for more distant plaintiff)

 (the author consulting mobile phone 18321864965)