劳动合同单方解除制度若干问题研究

发布时间：2018-01-18 01:20

本文关键词：劳动合同单方解除制度若干问题研究　出处：《东北财经大学》2010年硕士论文　论文类型：学位论文

【摘要】：随着经济体制改革的发展和现代企业制度的建立,企业逐渐成为市场的独立人组织主体和竞争主体。企业劳动关系也逐渐由行政化走向法制化。劳动合同不同于民事合同,因为劳动合同的双方当事人人格地位并不平等,因此通过单独立法来规制这种带有人身属性的特殊合同。随着我国《中华人民共和国劳动法》(以下简称《劳动法》)、《中华人民共和国劳动合同法》(以下简称《劳动合同法》)、《中华人民共和国劳动合同法实施条例》(以下简称《劳动合同法实施条例》)的颁布,我国初步构成了劳动法体系。以劳动合同为核心,明确双方的权利义务,确定劳动关系。劳动者与人单位劳动关系的建立及双方在劳动过程中的权利和义务的确立都要通过劳动合同这一合法有效的形式来确定和规范。劳动合同为劳动制度改革、稳定劳动关系、使劳动关系走向法制化起到了重要作用。劳动合同的解除,是劳动关系的非自然终止,是在劳动合同订立后,尚未全部履行以前,由于某种原因导致劳动合同的一方或者双方当事人提前消灭劳动关系的法律行为。其中单方解除劳动合同对劳动合同相对人影响重大,不利于劳动关系的稳定,因此立法必须充分考虑到劳动合同双方当事人的权益,完善相关制度,在保证劳动关系稳定性前提下实现劳动关系的流动性。本文共包括四部分。第一部分对劳动合同单方解除制度进行了概述,介绍了劳动合同单方解除的概念、特征,依据不同标准对劳动合同单方解除区分成不同种类以及区分的原因,明确了劳动合同解除与劳动合同的终止、劳动合同解除与民事合同解除的区别,最后介绍了劳动合同单方解除制度在立法上的价值定位,有助于明确立法宗旨。第二部分笔者提出第一个问题,即劳动者预告解除劳动合同的预告期与形式问题。笔者认为在劳动者预告解除劳动合同的预告期问题上,立法既没有结合劳动合同期限确定不同预告期,也没有区分不同素质不同类型的劳动者,在这一点上,国外立法有许多立法经验值得借鉴。在预告形式问题上,目前《劳动合同法》只承认书面通知一种形式,立法本意是为了保证劳动合同单方解除的严肃性,防止劳动者滥用单方解除权,可是由于实践中可能存在劳动者是否书面通知到用人单位的举证问题,实际上阻碍了劳动者单方解除劳动合同。针对这两个问题,借鉴劳动立法上相对成熟国家的经验,提出了完善劳动者单方解除劳动合同制度的建议。第三部分笔者提出了工会在用人单位单方解除劳动合同时的职能问题,这一部分介绍了用人单位单方解除劳动合同的类型及特殊性,工会在用人单位单方解除劳动合同时应该行使的职能。笔者认为工会缺乏独立性,并且工会的建议权在立法上没有任何明确的程序规定,没有程序保障,导致了在用人单位不听取工会的建议或者干脆不给工会提出建议的机会时,用人单位无须承担任何法律后果,无法保障工会实现其真正的职能。针对以上问题,笔者提出了对于解决工会独立性问题、完善工会与用人单位的协商程序以及用人单位承担一定法律责任的建议,最终保障工会职能的实现。第四部分笔者对劳动者预告解除劳动合同的性质问题进行了探讨,因为在学术界仍存在争议,笔者认为劳动者提前解除劳动合同从体系解释的角度看不属于违约行为,它是《劳动合同法》明确授予劳动者的一项法定权利。本文的创新点：在劳动者提前解除劳动合同的预告期问题上,笔者认为可以由双方约定,但必须对约定的程序进行严格的规定,防止双方权益损害；在签订劳动合同时,用人单位应当承担一个告知义务,令劳动者明确如何具体实施劳动合同预告解除权；在用人单位单方解除劳动合同时,从实体和程序上保证工会维权职能的实现。
[Abstract]:With the development and economic reform to establish a modern enterprise system, enterprises have gradually become market independent bodies and the main competition. Labor relations are gradually from administrative toward legalization. The labor contract is different from the civil contract, because the parties of the labor contract when the personal status of parties are not equal, therefore through a single independent special contract law to regulate this with personal property. As China's "People's Republic of China labor law" (hereinafter referred to as the "labor law"), "People's Republic of China labor contract law" (hereinafter referred to as the "labor contract law"), the implementation of regulations of People's Republic of China labor contract law (hereinafter referred to as the "labor contract law" promulgated the implementation regulations) in China, the initial composition of the labor law system. As the core of the labor contract, clearly the rights and obligations of both parties, to determine the establishment of labor relations. Labor and labor relations and The establishment of the rights and obligations of both parties in labor process goes through the validity of the labor contract to identify and standardize the form. The labor contract labor system reform, stable labor relations, the labor relations legal system has played an important role. The lifting of the labor contract, labor relations is the non natural termination is. In the labor contract, but has not been fully carried out, for some reason the legal behavior of the labor contract a party or parties to advance the elimination of labor relations. The unilateral lifting of the labor contract labor contract a significant impact on the relative person, is not conducive to the stability of labor relations, so the legislation should give full consideration to the labor contract, the rights and interests of the parties. Improve the relevant system, to ensure the stability of labor relations under the premise of realizing the liquidity of labor relations.
This paper consists of four parts. The first part of the labor contract system is summarized, introduces the concept, characteristics of the unilateral termination of the labor contract, according to different standards of the unilateral termination of labor contract into different types and distinguishing reasons, the termination of the labor contract and labor contract, labor contract and civil contract difference lift, finally introduced the system of value orientation in the legislation on the unilateral termination of labor contract, to help clear the purpose of legislation. In the second part, the author puts forward the first problem, namely laborer notice period and form of labor contracts. The author thinks that the advance notice period for rescission of the labor contract in labor legislation, neither with the the term of the labor contract to determine the different notice period, there is no distinction between the different quality of different types of workers, at this point, there are many foreign legislation Many legislative experience is worth learning. In the form of notice on the issue of the "labor contract law" only admit the written notice of a form, the legislative intention is to ensure the seriousness of the unilateral termination of the labor contract, laborer abuse of the right of rescission to prevent, but due to the possible presence of labor is written notice to the employer's burden of proof in practice in fact, hindered the worker unilaterally terminate the labor contract. In order to solve the two problems, from the labor legislation is relatively mature countries experience, put forward to perfect the worker unilaterally terminate the labor contract system. The third part proposes the function of trade unions to terminate the labor contract by the employer unilaterally in time, this part introduces the types of the employer unilaterally terminate the labor contract and the particularity of trade unions to terminate the labor contract with the employer unilaterally should exercise the functions. The author thinks. The lack of independence, and the right advice union without any clear procedural provisions in the legislation, no procedural safeguards, resulting in employers do not listen to their advice or not to trade union recommendations opportunities, the employer does not assume any legal consequences, cannot guarantee the realization of the true function of trade unions for. The above problems, the author puts forward to solve the problem of the independence of trade unions, trade unions and employers to improve the negotiation procedure and the employer to bear some legal responsibility, to achieve the ultimate protection of trade union functions. The fourth part of the laborer nature of labor contracts is discussed, because there are still disputes in academic circles the author thinks, the workers to terminate the labor contract from the perspective of interpretation system does not belong to the breach, it is the "labor contract law" expressly granted a laborer Statutory rights.
The innovation of this paper: in the period of notice to terminate the labor contract of the workers, I believe that can be agreed upon by both parties, but must carry on the strict provisions of the agreed procedures, to prevent damage to the interests of both sides; when the labor contract, the employer shall bear an obligation, to make clear how the implementation of the labor contract workers notice of termination of the specific right to terminate the labor contract; in the employerunilaterally, from entity and procedure to ensure the realization of the functions of trade union rights.

【学位授予单位】：东北财经大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：D922.5

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