论美国法上的“禁止报复性解雇”规则

发布时间：2018-12-12 01:40

【摘要】：雇佣自由原则是调整美国不定期雇佣关系的基本准则,其对美国经济运行活力、效率与竞争力的支撑作用不言而喻。但它又是建立在劳资地位不平等基础上的。随着资本积累的加剧,其内含的对劳方利益牺牲、对资方利益偏袒的弊端愈加明显。顺应效率与公平相协调、契约正义以及积极权利理念的兴起,联邦和州制定法上的举报人保护规则以及判例法上的公共政策例外规则逐渐确立,形成对雇主任意解雇权的限制。我国可借鉴美国立法、司法经验,构建起完善的禁止报复性解雇法律法规体系。司法实践中确立用人单位不仅负有"解雇正当理由"的证明责任,还要承担"解雇决定不存在报复性动机"的说服责任。这既有利于规范雇主的内部行为,落实企业社会责任,又有利于平衡雇员、雇主和社会的三方利益关系。
[Abstract]:The principle of freedom of employment is the basic criterion to adjust the employment relationship in the United States, and its supporting function to the vitality, efficiency and competitiveness of American economy is self-evident. But it is based on the unequal position of labor and capital. With the aggravation of capital accumulation, its disadvantages of sacrificing the interests of labor and favouring the interests of management become more and more obvious. Conforming to the coordination of efficiency and fairness, the rise of the concept of contractual justice and positive rights, the rules of whistleblower protection in federal and state laws and the rules of public policy exceptions in case law are gradually established, forming restrictions on the employer's right of arbitrary dismissal. Our country can draw lessons from American legislation and judicial experience to construct a perfect system of laws and regulations against retaliatory dismissal. In judicial practice, the employer should not only bear the burden of proof of "just reason for dismissal", but also bear the burden of persuasion that "there is no retaliatory motive in the decision of dismissal". This is not only conducive to regulating the internal behavior of employers and implementing corporate social responsibility, but also conducive to balancing the tripartite interests of employees, employers and society.
【作者单位】：山东大学法学院;
【分类号】：D971.2;DD912.5

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