企业并购中雇员的工作选择权

发布时间：2018-03-16 17:15

本文选题：劳动合同法　切入点：企业并购　出处：《法商研究》2017年01期 　论文类型：期刊论文

【摘要】：《中华人民共和国劳动合同法》第34条确立了劳动合同强制继受规则,排除了新雇主以劳动报酬给付负担过重或生产经营出现严重困难为由进行经济性裁员的权利,也似乎排除了雇员的工作选择权。该法第33、34条分别适用于股权收购和资产收购的情形,其中的"等事项"、"等情况"应按"等后说"来解释。域外劳动合同承继制度包括强制继受、默示继受、自愿继受等规则,其中,雇员享有不同程度的工作选择权,这些规则可以为我国劳动合同承继制度的完善提供借鉴。企业并购中原劳动合同继续有效、由新雇主继续履行的制度设计,对于新雇主而言是强制性的,但对于雇员而言是任意性的,应劣后于雇员的工作选择权。雇员有权选择拒绝为新雇主继续工作或要求旧雇主调整工作岗位,若雇员因企业并购引起的劳动条件显著变化而主动选择离职的,雇主应支付经济补偿金。
[Abstract]:Article 34 of the Labor contract Law of the people's Republic of China establishes the rules for compulsory succession of labor contracts and excludes the right of new employers to make economic layoffs on the grounds of overburden of labor remuneration payments or serious difficulties in production and operation. It also appears to rule out the employee's right to work. Section 33-34 of the Act applies to equity acquisitions and asset acquisitions, respectively. The "such matters" and "other circumstances" should be interpreted in accordance with "etc.". The extraterritorial system of inheritance of labor contracts includes rules such as compulsory succession, implied succession, voluntary succession, and so on, in which employees enjoy different degrees of work option. These rules can be used for reference for the perfection of the inheritance system of labor contract in our country. The system design that the original labor contract in the merger and acquisition of enterprises continues to be valid and continues to be performed by the new employer is mandatory for the new employer. However, it is arbitrary for the employee to be inferior to the employee's right to work. The employee has the right to choose to refuse to continue working for the new employer or to require the old employer to adjust the position, The employer shall pay financial compensation if the employee chooses to quit voluntarily because of the significant change in labor conditions caused by the merger and acquisition of the enterprise.
【作者单位】：北京大学法学院;
【分类号】：D922.52

【相似文献】