无固定期限劳动合同:劳资伦理定位与制度安排

发布时间：2018-05-06 16:37

本文选题：无固定期限劳动合同 + 劳资关系　；参考：《中国法学》2010年02期

【摘要】：无固定期限劳动合同之所以在实践中难以推行,在于在立法指导思想上将其看作是对劳动者的"福利性"待遇以及对用工单位的"惩罚",在司法实践中则对用工单位解除劳动合同实行过于严苛的限制政策,导致劳动用工单位对与劳动者订立无固定期限劳动合同产生了畏惧、排斥和规避的态度。在现有立法允许其可以选择与劳动者订立不同期限劳动合同的情况下,资方选择与劳动者订立固定期限与短期化的劳动合同,应当说是不难理解的事情。故此,在建构无固定期限劳动合同制度的过程中,我们应摈弃劳资对立的传统思维,确立和培育劳资身份伦理和协作与共存的理念,在立法上明确将无固定期限劳动合同作为劳资双方订立劳动合同的常态形式,同时应充分尊重双方的自主选择、意思自治和自我调适,赋予双方在有正当理由前提下解除与终止无固定期限劳动合同的自由。
[Abstract]:Non-fixed term labor contracts are difficult to implement in practice, In the guiding ideology of legislation, it is regarded as "welfare" treatment for workers and "punishment" for employment units. In judicial practice, too strict restriction policy is carried out on the termination of labor contracts by employment units. As a result, labor units are afraid, repelled and evaded to conclude indefinite labor contracts with workers. If the existing legislation allows them to conclude labor contracts with different periods of time, it should be said that it is not difficult to understand that the management chooses to conclude a fixed term and a short-term labor contract with the workers. Therefore, in the process of constructing the system of indefinite labor contract, we should abandon the traditional thinking of labor and capital opposition, and establish and cultivate the concept of identity ethics and cooperation and coexistence of labor and capital. In legislation, the indefinite labor contract should be regarded as the normal form of labor contract between labor and management, and the autonomy, autonomy and self-adjustment of both sides should be fully respected at the same time. To grant both parties the freedom to terminate and terminate an indefinite labor contract on reasonable grounds.
【作者单位】：南京师范大学法学院;
【分类号】：D922.5

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