用人单位知情权研究

发布时间：2018-03-26 09:25

本文选题：知情权　切入点：用人单位　出处：《西南政法大学》2016年硕士论文

【摘要】：关于知情权问题的研究,最初以行政法领域研究为主,对私法领域知情权研究较少。知情权进入法学研究范围之初也被认为是公法领域的概念,随着知情权理论研究和法制实践的演进,知情权的内涵和外延不断扩大,私法领域知情权不断凸显,私法领域知情权研究成果逐渐丰富,但专门对劳动法领域内用人单位知情权研究仍较为少见。基于此,本文结合《劳动合同法》第8条规定对用人单位知情权法律制度相关问题展开分析。除“引言”和“结语”之外,本文分为以下四个部分:第一部分介绍用人单位知情权的基本理论,并在知情权的研究成果基础上对用人单位知情权概念、性质、构成要件展开分析,本文认为用人单位知情权是具备社会法属性的一种民事权利。同时,用人单位须主动请求劳动者说明相关信息以实现知情权,只有在特定情况下劳动者负有主动向用人单位如实说明相关信息的义务。第二部分介绍用人单位知情权的理论基础。本文认为劳动力市场也是非均衡市场,信息不对称理论同样适用。同时,诚实信用原则和劳动合同附随义务理论也是用人单位知情权理论来源。第三部分通过对用人单位知情权相关法律规定和用人单位知情权的司法现状的梳理,本文认为用人单位的现有法律制度存在以下问题:首先,我国法律没有对用人单位知情权做出清晰界定。其次,劳动关系建立后用人单位知情权缺乏法律规制。最后,用人单位知情权的法律救济制度存在不足。第四部分则针对用人单位知情权法律制度存在的问题提出有针对性的解决建议,并提出限制用人单位知情权的行使的原则,以期为实践中用人单位行使知情权提供原则性的指导,也为司法裁判提供解决纠纷的思路。
[Abstract]:The research on the right to know is mainly focused on the field of administrative law, but less on the right to know in the field of private law. At the beginning, the right to know is also considered as a concept in the field of public law. With the evolution of the theoretical research and legal practice of the right to know, the connotation and extension of the right to know has been expanded, the right to know in the field of private law has been highlighted, and the research results of the right to know in the field of private law have been gradually enriched. However, research on the right to information of employers in the field of labor law is still relatively rare. This paper analyzes the legal system related to the right to know of the employer in accordance with the provisions of Article 8 of the Labor contract Law, except for the introduction and conclusion. This article is divided into the following four parts: the first part introduces the basic theory of the right to know of the unit of choose and employ persons, and on the basis of the research results of the right to know, analyzes the concept, nature and constitutive elements of the right to know of the unit of choose and employ persons. This paper holds that the right to know is a kind of civil right with the attribute of social law. At the same time, the employer must request the laborer to explain the relevant information to realize the right to know. Only under certain circumstances should the laborer take the initiative to explain the relevant information to the employer. The second part introduces the theoretical basis of the employer's right to know. The theory of information asymmetry also applies. At the same time, The principle of good faith and the theory of collateral obligation of labor contract are also the theoretical sources of the right to know of the employer. The third part combs the relevant laws and regulations of the right to know of the unit of choose and employ persons and the judicial status quo of the right to know of the unit of choose and employ persons. This paper argues that the existing legal system of employers has the following problems: firstly, the right to know of employers is not clearly defined in Chinese law. Secondly, after the establishment of labor relations, the right of employers to know lacks of legal regulation. The fourth part puts forward some suggestions to solve the problems existing in the legal system of the right to know, and puts forward the principles of restricting the exercise of the right to know of the unit of choose and employ persons. In order to practice the unit of choose and employ persons to exercise the right to know to provide principled guidance, but also for the judicial decision to provide ideas for the resolution of disputes.
【学位授予单位】：西南政法大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：D922.52

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