论情势变更原则在劳动合同领域的运用

发布时间：2018-03-31 06:14

本文选题：情势变更原则　切入点：劳动合同　出处：《复旦大学》2008年硕士论文

【摘要】： 2007年是我国劳动立法不平凡的一年,经过改革开放的三十年,我国劳动立法迎来了一个新时期。2007年6月29日,汇总了全国各地民意的《劳动合同法》通过,并于2008年1月1日实行,对我国的用工状态产生了极大的影响。劳动合同法作为劳动法中调整劳动关系的一项法律制度,应有其特有的法律原则。情势变更原则的引入,既与劳动法的基本原则—保护劳动者原则相适应,又与契约自由所要求的诚实信用原则相衔接,能够具体地指导劳动关系建立、履行、解除、终止的各个方面,可以作为一个调整个别劳动关系的基本原则。本文共四章,约3万多字。第一章介绍了情势变更原则的定义、适用范围、适用条件,存在的理论基础、两大法系中情势变更的演变及存在必要和适用效力。由于经济的快速发展,社会变化的不可预料,“契约必须严守”的基本原则被打破,渐渐演变出了“情势变更”原则。在客观情况发生变化导致合同无法继续履行时,对合同做相应的变更或解除、终止,以使当事人的权利得到救济,公平得以实现。第二章介绍了情势变更原则在劳动关系中适用的必要性和可能性。情势变更原则作为一项法律原则,其可以指导和协调着全部社会关系或某一领域的社会关系,是社会经济发展推动下的法律发展的结果。劳动法作为从民法中分离出来的民事法律部门,其同样可以适用民法的基本原则。特别在全球一体化的环境下,劳动合同的长期性,劳动合同的人身依附性,劳动合同的双赢性,劳动合同的持续性,劳动合同的类同性,劳动关系的复杂性,劳动关系的国际化,均使得情势变更原则在劳动合同领域中的适用成为必要。第三章论证了情势变更原则在劳动关系中适用的现实基础。本章第一节从劳动者存在的客观情况、用人单位存在的客观情况,及法律规定的法定变更情况看,需要适用情势变更原则的情形,以便公平解决一旦不可归责于任何一方且导致劳动合同无法履行的客观情况发生时所带来的严重失衡的状况。同时,从劳动合同的救济方式、劳动合同救济后的法律后果及劳动合同救济的程序性要求方面,论证了劳动合同法律救济上与民事法律具有相融性,进一步论证了情势变更原则具有适用的现实基础。当然,基于保护劳动者的原则出发,情势变更原则的适用应有一些例外,特别是针对老弱病残人员。第四章分析了我国《劳动合同法》上情势变更原则的体现,《劳动合同法》第四十条共三款及第四十一条的规定,给予了用人的单位在劳动合同订立时所依据的客观情况发生变化时,可以解除劳动合同的权利。并就劳动合同履行中情势变更原则适用的实际情况进行了司法实践考查,分析了相关因情势变更引发的案例,充分论证了将情势变更原则引入劳动合同领域的必要性,其同样有利于保护劳动者的合法权益。进而,对劳动合同立法中情势变更原则的引入进行了展望,明确将情势变更原则确定为劳动合同履行的基本原则之一,赋予劳动者和用人单位面临客观情形发生变化的解除或变更权,同时,在行使解除或变更权时引入工会的参与机制,以保护劳动者的合法权益及公平正义的最后实现。通过本文,我们可以了解到情势变更原则虽然尚未在我国得到正式的立法承认,但无论是在司法实践还是立法中,依然以其独特的方式存在着。本文实际案例的分析和引用,更说明情势变更原则在劳动合同法中适用的必要性和可行性。恰当的运用情势变更原则,将对维护和促进和谐劳动关系起着积极的作用。
[Abstract]:2007 is China's labor legislation is not an ordinary year, after thirty years of reform and opening up, China's labor legislation ushered in a new period of.2007 in June 29th, the labor contract law > summary of the public opinion throughout the country "by, and in January 1, 2008, has a great impact on China's employment status of labor. The contract law as a legal system, the adjustment of labor relations in the labor law, should have its specific legal principles. The introduction of the principle, basic principles of labor law and the principle of the protection of workers to adapt, and combined with the principle of honesty and credit for the freedom of contract, instruct to establish labor relations, performance all aspects of the termination, termination, can be used as a basic principle of adjustment of individual labor relations.
This article is a total of four chapters, about more than 30 thousand words.
The first chapter introduces the definition, principle of the applicable scope, applicable conditions, the existence of the theoretical basis for the evolvement of variation and necessity and effect of application in two legal systems. Due to the rapid development of economy, the unpredictable social changes, "the contract will have to observe the basic principles of" being broken, gradually evolved out of principle of "change of circumstances". In the objective situation happened to cause the contract can not continue to perform the contract, do the corresponding modification or rescission, termination, in order to protect the party's rights and benefits, fairness can be achieved.
The second chapter introduces the necessity and possibility of the principle of change of circumstances in the application of labor relations on the principle of change of circumstances. As a legal principle, which can guide and coordinate all social relations or social relations in the field of social and economic development, is to promote the development of law. The labor law is a civil law department separated from civil law, it can also be the application of the fundamental principles of civil law. Especially in the environment of globalization, long term labor contract, the labor contract of personal attachment, win-win labor contract, persistent labor contract, the labor contract of the same, the complexity of labor relations, the internationalization of labor relations. The principle of change of circumstances in the labor contract in the field is necessary.
The third chapter discusses the realistic basis of the principle of change of circumstances in the application of labor relations on this chapter. The first section from the objective existence, with the objective situation units exist, legal changes and legal provisions, apply the principle of change of circumstances in order to solve the unfair situation needs, once can not be caused by the imbalance of liability in the circumstances any party and the labor contract is unable to perform the occurred condition. At the same time, from the labor contract remedy, procedural requirements and the legal consequences of the labor contract labor contract relief after the relief, demonstrates the labor contract legal relief and civil law has the compatibility, and further demonstrates the realistic basis the principle of change of circumstances applicable. Of course, the principle of protection of workers based on the application of the principle of variation should have some exceptions, especially for weak People.
The fourth chapter analyzes the manifestation of China's "labor contract law" on the principle of change of circumstances, and a total of three "provisions of the labor contract law > fortieth of article forty-one, given the changes in the objective situation of labor contract is based on the employer may terminate the labor contract, and rights. The test of judicial practice on the actual situation of the application of variation of the performance of the labor contract, analyses the related cases result from the change of circumstances, fully demonstrates the necessity of the principle of change of circumstances into the field of labor contract, which is also conducive to protecting the legitimate rights and interests of workers. Furthermore, the introduction of labor contract legislation in the principle of change of circumstances the future will clear the principle of change of circumstances is one of basic principles of labor contract, entrusts with the employee and the employer faces objective circumstances change termination or change More rights, at the same time, in the exercise of the rescission or change of power to introduce the participation mechanism of trade unions, in order to protect the legitimate rights and interests of workers and the final realization of fairness and justice.
Through this, we can understand the principle of change of circumstances although has not been recognized in the legislation of our country, but regardless of is in the judicial practice in the legislation still exists in its special way. This paper analysis and reference to the actual case, it explains the necessity and possibility of the principle of change in the application of the labor contract law. The appropriate use of the principle of change of circumstances, to maintain and play a positive role in promoting the harmonious labor relations.

【学位授予单位】：复旦大学
【学位级别】：硕士
【学位授予年份】：2008
【分类号】：D922.52

【引证文献】