用人单位单方变更劳动者工作岗位和劳动报酬的法律探析

发布时间：2018-05-26 09:05

本文选题：调岗调薪 + 法律性质　；参考：《苏州大学》2011年硕士论文

【摘要】：基于企业管理与生产经营的需要,用人单位有调整劳动者的工作岗位和劳动报酬的客观需求。此种调整是用人单位内部的一种正常管理机制,本质上属于用人单位的用工自主行为。《中华人民共和国劳动合同法》第十七条规定,工作内容和劳动报酬是劳动合同的必备条款,对其变更将被视为对劳动合同内容的变更。因此,调岗调薪一方面是用人单位用工自主权的行使,另一方面是用人单位与劳动者劳动合同履行内容的变更。我国《劳动合同法》第三十五条与第四十条规定了用人单位可以变更劳动者工作岗位的情形。一方面,用人单位经与劳动者协商一致,可以变更劳动合同约定的内容。另一方面,在下列三种情形下,用人单位得调整劳动者的工作岗位:(1)劳动者患病或者非因工负伤,在规定的医疗期满后不能从事原工作,用人单位得另行安排劳动者工作;(2)劳动者不能胜任工作,用人单位得调整其工作岗位;(3)劳动合同订立时所依据的客观情况发生重大变化,致使劳动合同无法履行,用人单位得与劳动者协商调岗调薪。目前,我国关于用人单位调整劳动者工作岗位的法律规定无法调和用人单位用工自主权与劳动者职业稳定权间的冲突,更引发了实践中的一些难题。本文通过对用人单位调岗命令权性质的分析来探讨用人单位得对劳动者进行调岗之依据,并着重分析用人单位行使调岗命令权的约束,即如何评价用人单位调岗决定的合法性与合理性。尤其在金融危机环境下,用人单位承担了更多的社会责任,往往采取调岗调薪的方法以替代解除劳动合同之激烈手段。在此情形下若用人单位与劳动者无法达成一致意见,双方应如何正确适用劳动合同法的相关规定。
[Abstract]:Based on the needs of enterprise management and production management, employers have the objective need to adjust the workers' jobs and remuneration. Such adjustment is a normal management mechanism within the employing unit, which is essentially an autonomous act of employing workers. Article 17 of the Labor contract Law of the people's Republic of China stipulates that The work content and the labor reward are the necessary clauses of the labor contract, and the change of the work contract content will be regarded as the change of the labor contract content. Therefore, the adjustment of salary on the one hand is the exercise of the employer's autonomy of employment, on the other hand, it is the change of the content of the performance of the labor contract between the employer and the laborer. Articles 35 and 40 of the Labor contract Law of China stipulate that employers may change the position of workers. On the one hand, unit of choose and employ persons and laborer consultation consensus, can change the content of labor contract agreement. On the other hand, under the following three conditions, the employing unit may adjust the worker's work position: (1) if the worker is ill or is not injured by work, he will not be able to engage in the original work after the prescribed medical treatment expires, The employer may otherwise arrange for the work of the laborer (2) the laborer shall not be able to do the work, and the employer may adjust the position of the laborer. (3) the objective circumstances upon which the labor contract is concluded shall undergo major changes, resulting in the inability to perform the labor contract, The unit of choose and employ persons may negotiate with the workers to adjust their salaries. At present, the laws and regulations on the adjustment of workers' jobs in our country can not reconcile the conflict between the employers' autonomy of employment and the workers' right of occupational stability, which leads to some difficult problems in practice. Based on the analysis of the nature of the right of the unit of choose and employ persons to transfer the post, this paper probes into the basis on which the unit of choose and employ persons can transfer the post, and emphatically analyzes the restriction of the right of the unit of choose and employ persons to exercise the right of the order of That is, how to evaluate the legitimacy and rationality of the employer's decision to transfer posts. Especially in the environment of financial crisis, employers take on more social responsibility, and often take the method of adjusting salary to replace the drastic means of lifting labor contract. In this case, if the employer and the laborer can not reach an agreement, how to apply the relevant provisions of labor contract law correctly.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：D922.5

【参考文献】