In the field of labor law, employees should fulfill their duties and prudently safeguard the interests of the employer in the process of performing the labor contract. When an employee violates the rules and regulations of the employer or the provisions of the labor contract, causing economic losses to the employer, the employer has the right to impose certain punishments. In this case, Zhang made a mistake at work, which caused economic losses to a certain science and technology, which led to a series of compensation disputes.
Zhang joined a technology company in August 2019, but there were two major mistakes during his work. On November 16, 2019, during the maintenance of the equipment, Zhang did not take pictures and record the connection at the rear of the host, resulting in a prompt that the graphics card was not installed and the software failed to open after reconnection. To this end, Zhang admitted this mistake in the report "Equipment Maintenance Mistakes" and expressed his willingness to bear the costs incurred in follow-up maintenance. Soon after, in December 2019, Zhang caused damage to the accessories due to an operation error, causing an economic loss of $1,300 to the company. For this reason, Zhang admitted this mistake in the "Minutes of Accessories Damage Error" and expressed his willingness to deal with it at his own expense.
However, after Zhang resigned and actually worked until January 10, 2020, the company applied to the Labor and Personnel Dispute Arbitration Commission for arbitration, demanding that Zhang compensate for economic losses of 55,800 yuan. When hearing the case, the court first confirmed that Zhang had made mistakes in the performance of the labor contract and caused actual economic losses to the company. According to the relevant provisions of the Labor Law, the employer has the right to claim compensation for economic losses caused to the employer due to the employee's violation of the employer's rules and regulations or the provisions of the labor contract.
Although Zhang expressed his willingness to bear the corresponding responsibilities and expenses after the two mistakes, the company still made a high demand for compensation. In hearing the case, the court conducted a rigorous review of the company's claim for compensation. The court held that although Zhang's mistake caused economic losses to the company, the company must comply with the relevant laws and regulations when claiming compensation. Therefore, the court clearly pointed out in the judgment that if the employer requires the employee to compensate for economic losses, it should provide corresponding evidence to prove the causal relationship between the employee's mistakes and the economic losses. At the same time, the court also pointed out that the employer shall inform the employee in writing of the reason and amount of the deduction in advance when deducting the employee's wages, and shall not make the deduction if it is not notified in writing.
To sum up, in this case, Zhang caused economic losses to the company due to his mistakes in the process of performing the labor contract, and should bear the corresponding liability for compensation. However, the company must provide sufficient evidence to prove the causal relationship between the loss and Zhang's mistake when claiming compensation. At the same time, the employer must also comply with the relevant laws and regulations when deducting the employee's wages, and inform the employer in writing of the reason and amount of the deduction in advance. Only in this way can the fairness, reasonableness and legitimacy of labor relations be ensured.