受领迟延下非法解雇期间劳动者报酬请求权研究

发布时间：2018-06-25 00:43

  本文选题：非法解雇 + 受领迟延　； 参考：《南京大学》2017年硕士论文

【摘要】：非法解雇期间劳动者报酬请求权属于受领迟延制度在劳动合同法中的具体体现,解雇行为一旦被认定为非法,用人单位即陷于受领迟延。劳动者提供给付的特性(劳务)、劳动合同中对用人单位解除合同的限制以及保护劳工利益的政策考虑是劳动者获得报酬请求权的事实依据。从比较法的角度来看,部分国家由于债法总则中存在受领迟延制度、分则中有雇佣合同这一有名合同,基于劳动合同与雇佣合同之间的特殊与一般之关系,使得劳动者报酬请求权可以直接获得请求权基础。此外,有的国家尽管规定地不明确,但从保护劳工利益的角度出发,通过解释依然可以得出相同结论。在认定非法解雇期间劳动者报酬请求权的前提下,对于非法解雇期间劳动者因无法向原来的用人单位提供劳务而节省的费用(比如交通费等)、劳动者向其他单位提供劳务而获得的报酬以及在非法解雇期间怠于取得的利益等费用是否可以扣除以及如何扣除不是一刀切的问题,需要结合不当得利、损益相抵等制度具体讨论。各地实务部门基于现实的问题需求,针对非法解雇期间劳动者报酬请求权作出了回应。但由于对该问题并无可无条件适用的全国性规范,导致实务部门做法不一甚至出现同案不同判的情形,影响司法的统一性、公正性,而且也没有切实体现保障劳动者权益的社会法理念。现行实定法中对于该问题的规定存在严重不足,并且该漏洞无法通过法解释学进行妥善地解决。从实定法应提供确定的规范指引以及现实中存在劳动者要求主张非法解雇期间报酬的需求等方面出发,我国法可以考虑建立受领迟延制度、雇佣合同以及相应配套制度与措施,在法律上针对该问题提出具体的解决方案,杜绝实务中可能出现的裁判不一致的情形,以回应劳动者的现实需求以及实现保障劳动者的立法目的。
[Abstract]:The right to claim compensation during the period of unlawful dismissal belongs to the specific embodiment of the system of receiving delay in the labor contract law. Once the dismissal is considered illegal, the employer will be caught in the delay of receiving the payment. The characteristics (labor services) of laborer's providing payment, the restriction of the employer's rescission of the contract in the labor contract and the policy consideration of protecting the labor's interests are the factual basis of the laborer's right to claim compensation. From the perspective of comparative law, due to the existence of receiving delay system in the general principles of debt law, some countries have a famous contract of employment contract, which is based on the special and general relationship between labor contract and employment contract. Make laborer compensation claim right can obtain claim basis directly. In addition, some countries can draw the same conclusion through interpretation from the angle of protecting labor interests, although the stipulation is not clear. On the premise of determining the right to claim compensation for workers during the period of unlawful dismissal, For the cost savings (such as transportation expenses, etc.) caused by the worker's inability to provide services to the original employer during the period of unlawful dismissal, the remuneration received by the worker for the provision of services to other units, and the lack of taking during the period of unlawful dismissal It is not a one-size-fits-all question whether and how to deduct the benefits, etc. Need to combine improper enrichment, profit and loss balance and so on system specific discussion. Based on practical problems, local departments respond to compensation claims during illegal dismissal. However, as there is no unconditional application of the national norms to this issue, the practice of the substantive departments is different and even different judgments of the same case occur, which affects the unity and impartiality of the judiciary. And also did not embody the social law idea that protects laborer's rights and interests. There are serious deficiencies in the current law, and the loophole can not be solved properly by legal hermeneutics. In view of the fact that the actual law should provide definite normative guidance and that there is a demand for workers to claim the remuneration during the period of unlawful dismissal, the law of our country may consider the establishment of the system of delay in receiving payment, the employment contract and the corresponding supporting systems and measures. In order to respond to the actual needs of the laborer and realize the legislative aim of protecting the laborer, the author puts forward the concrete solution to the problem in law, and puts an end to the inconsistent judgment situation that may appear in practice.
【学位授予单位】：南京大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D922.52
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本文编号：2063720