我国劳动合同中止制度之构建

发布时间：2018-02-02 21:11

本文关键词： 劳动合同中止必要性可行性制度架构　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：劳动合同中止是指在劳动合同的履行过程中,因为出现了法律规定的事由或者是用人单位和劳动者达成一致约定,劳动合同暂时无法履行又不能或者不愿终止,故而将劳动合同置于一种暂停的状态。劳动关系继续保持,但劳动关系双方在合同中的权利义务均暂停履行,待中止情形消失后,恢复履行或者终止原来的劳动合同。事实上,在劳动合同的履行过程中,劳动合同中止的现象大量存在。然而,由于我国的劳动合同履行制度中只规定了合同的订立、履行、变更、解除和终止,对于劳动合同中止未做出明确的规定。因此对于实践中产生的劳动合同中止的情形出现无法可依的现象,既无法确定何种情形下可以认定为劳动合同中止,更无法对劳动合同中止后的法律后果进行有效处理。我国的《劳动合同法》(草案)和《劳动合同法实施条例》(草案)在送审稿中都曾经纳入过劳动合同中止制度的相关内容,对于劳动合同中止的情形、中止情形消失后的处理及合同的中止期限均作出了规定。遗憾的是在最终的敲定稿中均删除了该部分内容。虽然出于实务操作的便利,我国部分省市如山东省、江苏省、宁夏回族自治区、安徽省、上海市等先后出台了针对劳动合同中止的地方性法规,但各地规定不一以及地方性立法的低位阶性也使得司法实践中仍然无法对此类问题作出权威和统一的认定。解决此问题最好的方式仍然是从国家立法的层面出台相关规定,形成以国家立法为主、地方立法为辅的统一的劳动合同中止制度。本文基于对现有的学术研究成果的研究分析,结合当前我国对于劳动合同中止问题的立法现状及司法实践中对此类案件的处理情况,对建立劳动合同中止制度的必要性以及可行性进行了深入的阐述。在此基础上,对劳动合同中止适用的情形以及劳动合同中止期间双方的权利义务分配两方面的内容提出了制度构建的建议。劳动合同中止适用的情形应区分法定情形和约定情形,服兵役、劳动者被限制人身自由、不可抗力、劳动者下落不明但尚未宣告失踪等是法定的应该被中止的情形。除此之外只要用人单位和劳动者达成一致且不违反法律的强制性规定,劳动合同即可约定中止。司法实践中常见的约定中止的情形包括停薪留职、脱产学习与进修、事假、借调等。针对劳动合同中止期间双方权利义务的分配,本文则在劳动合同中止期间是否需要支付劳动报酬及社会保险、劳动合同中止期限如何确定、劳动合同中止期间是否计入工作年限、劳动合同中止期间是否可与其他单位建立劳动关系以及劳动合同中止期满后的一些后续处理问题等方面具体展开。
[Abstract]:The termination of labor contract refers to the process of performance of labor contract, because of the cause of the matter stipulated by law or the agreement reached between the employer and the laborer, the labor contract is temporarily unable to be performed and unable or unwilling to terminate. Therefore, the labor contract is placed in a state of suspension. The labor relationship continues to be maintained, but the rights and obligations of both parties in the contract are suspended until the suspension disappears. In fact, in the process of performing the labor contract, the phenomenon of termination of labor contract exists in a large number. Because our country's labor contract performance system only stipulated the contract conclusion, the performance, the change, the cancellation and the termination. There is no clear stipulation for the termination of labor contract. Therefore, it is impossible to follow the situation of termination of labor contract arising in practice, and it is impossible to determine what circumstances can be considered as termination of labor contract. It is also impossible to deal with the legal consequences after the termination of labor contract effectively. China's "Labor contract Law" (draft) and "regulations on the implementation of Labor contract Law" (draft). In the draft has been included in the labor contract suspension system related content. In the case of termination of the labour contract. After the suspension disappeared and the duration of the suspension of the contract have been stipulated. Unfortunately, in the final draft of the finalization of the deletion of this part of the content. Although for the convenience of practical operation, some provinces and cities in China, such as Shandong Province. Jiangsu Province, Ningxia Hui Autonomous region, Anhui Province, Shanghai and other local laws and regulations have been issued for the termination of labor contracts. However, the differences in local regulations and the low rank of local legislation also make judicial practice still unable to make authority and unified determination of such problems. The best way to solve this problem is still from the level of national legislation. Relevant regulations. Form a unified labor contract suspension system based on national legislation and local legislation. This paper is based on the research and analysis of the existing academic research results. Combined with the current situation of legislation on termination of labor contract in China and judicial practice to deal with this kind of cases. The necessity and feasibility of establishing the labor contract suspension system are expounded in depth. This paper puts forward some suggestions on the construction of the system for the suspension of the application of labor contract and the distribution of rights and obligations between the two parties during the termination of the labor contract. The situation of termination of the labor contract should distinguish between the legal situation and the contractual situation. Shape. Military service, workers are restricted personal freedom, force majeure. The laborer unaccounted for but has not declared missing and so on is the legal situation which should be suspended. In addition, as long as the employer and the laborer reach an agreement and do not violate the mandatory provisions of the law. Labor contract can be agreed to terminate. Judicial practice commonly agreed termination of the situation including suspension of pay retention, off-duty study and further study, leave, secondment and so on. For the termination of labor contract during the distribution of rights and obligations of both parties. This article is in the labor contract termination period whether to pay the labor remuneration and the social insurance, how to determine the labor contract termination time limit, whether the labor contract suspension period is counted into the working years. Whether labor relations can be established with other units during the termination of labor contract and some follow-up problems after the termination of labor contract are carried out.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D922.52

【相似文献】