垫付三年超过时效不给报销？法院厘清争议对企业提出警示

Core Viewpoint - The court ruled that the statute of limitations for arbitration does not simply start from the time expenses were incurred, but rather from when the rights were denied or infringed, clarifying the timeline for employee rights protection and warning companies about compliance management [1][2]. Group 1: Case Background - An employee, Zhao, worked for a construction company and incurred expenses totaling 16,032.29 yuan from January 2021 to October 2022, which were not reimbursed [1]. - Zhao left the company in May 2024 due to unpaid wages and insufficient social security contributions, subsequently applying for labor arbitration [1]. Group 2: Company Defense - The company argued that Zhao's reimbursement claim exceeded the one-year arbitration statute of limitations since the expenses were incurred between 2021 and 2022, and the arbitration request was made in 2024 [2]. - The company stated that the delay in reimbursement was due to financial constraints and not a refusal to pay, claiming that they would resolve employee reimbursements once project funds were received [2]. Group 3: Court Ruling - The court found that the company's defense regarding the statute of limitations was invalid, ruling that Zhao should be paid over 110,000 yuan in unpaid wages, 110,000 yuan in economic compensation for contract termination, and the reimbursement amount of 16,032.29 yuan [3].