劳动争议处理程序中的“裁审”关系研究

发布时间：2018-06-07 23:24

本文选题：劳动争议 + 劳动争议“裁审”关系　；参考：《河北经贸大学》2014年硕士论文

【摘要】：劳动关系是维系人类社会存在的最基本社会关系。随着我国经济体制改革的不断深入，劳动关系日趋多元化，劳动争议的案件数量逐年大幅度增加，内容日趋复杂，影响力不断扩大。不管哪种社会体制，随着时代的发展都会暴露出不适应经济、社会发展的弊端。当然，我国现行的劳动争议处理体制也不例外。目前，这一体制已经表现出不能满足劳动争议案件处理需要的一面。所以，有必要改革我国现行的劳动争议处理体制。我国现行的劳动争议处理体制是以“一协、一调、一裁二审、仲裁前置，但有例外”为特征的体制。由于协商、调解属于非法律强制性的纠纷解决方式，故而，其在处理劳动争议案件中很少被运用。仲裁、诉讼属于法律强制性的纠纷解决方式，而被广泛运用。所以，也可将我国现行劳动争议处理体制进一步概括为“一裁二审，仲裁前置，但有例外”的模式。被广泛运用的劳动争议仲裁和诉讼暴露出的问题，则主要集中在劳动争议“裁审”关系方面。因此，理顺劳动争议“裁审”关系，是解决现行劳动争议处理体制与经济、社会发展不适应的关键。本文共分为五章：第一章：引言。包括研究目的及意义；国内、外研究现状；研究方法与创新。第二章：劳动争议“裁审”关系模式及相关概念。该部分分析了劳动争议“裁审”关系所涉及的基础概念劳动关系和劳动争议，在理论及立法上对这两概念进行了区分，对劳动争议的本质特征进行了归纳，对劳动争议类型进行了划分，分析了劳动争议与民事纠纷的区别，评析了理论界提出的劳动争议“裁审”关系模式。第三章：评析现行劳动争议“裁审”关系制度。分析了我国现行劳动争议“裁审”关系模式的优势，提出现行劳动争议”裁审“关系模式存在的必要性。同时，分析了现行劳动争议“裁审”关系模式存在的缺陷。比如，程序环节多，给当事人造成诉累；仲裁前置程序形式化；法院和仲裁机构对法律理解和适用存在差异；仲裁机构和法院沟通不畅；民事诉讼程序审理劳动争议案件不合适；仲裁机构与法院审理劳动争议案件适用不同的证据规则；法院对仲裁裁决不得做出维持或改判的裁判；裁审标准不同等问题。第四章：比较法学上的劳动争议“裁审”关系模式及启示。从比较法学的角度对德国、美国、澳大利亚等国的劳动争议“裁审”关系模式进行了分析，并归纳出各国建立专门的劳动法院（庭）制度；主张在劳动法庭的人员配置上，进一步落实“三方原则”；仲裁裁决应受到法院的审查、监督等先进经验。这些先进经验对完善我国劳动争议“裁审”关系具有十分重要的借鉴意义。第五章：完善我国劳动争议“裁审”关系模式的建议。提出加强法院与仲裁机构之间的沟通和协调机制；建立专门的劳动法庭；建立法院对仲裁裁决的合法性监督、审查体制；统一证据规则，实行卷宗移交制度；做强仲裁，提升仲裁的权威性，减少法院负担等建议，以便完善我国现行劳动争议“裁审”关系模式，，更好的维护劳动争议的各方当事人尤其是劳动者的合法权利。本文在坚持现行劳动争议处理体制的基础上，通过对国外劳动争议“裁审”关系模式的分析，研究国外劳动争议“裁审”关系模式存在的优点，深入剖析我国现行劳动争议“裁审”关系存在的不足。通过借鉴德国、美国、澳大利亚等国劳动争议“裁审”关系的先进经验，提出做强仲裁，加强仲裁机构与法院的沟通协调，在法院内部建立专门的劳动法庭，建立法院对仲裁裁决合法性审查、监督体制。与此同时，本文还提出通过建立移送案卷机制、统一证据规则，实现完善我国现行劳动争议“裁审”关系的目的，并使其最终达到保障劳动争议当事人，尤其是劳动者合法权利的宗旨。
[Abstract]:Labor relations are the most basic social relations to maintain the existence of human society. With the deepening of the reform of our economic system, labor relations are becoming more and more diversified. The number of cases of labor disputes has increased year by year, the content is increasingly complex and the influence is constantly expanding. No matter which social system is, it will be exposed with the development of the times. Of course, the current labor dispute handling system in China is no exception. At present, this system has shown the need to meet the needs of the handling of labor disputes. Therefore, it is necessary to reform the existing labor dispute handling system in our country.
The existing system of handling labor disputes in China is a system characterized by "one association, one tune, one cutting second trial, arbitration preposition, but there are exceptions". Because of negotiation, mediation belongs to the illegal law compulsory dispute resolution. Therefore, it is rarely used in the handling of labor dispute cases. Arbitration and litigation belong to a legal compulsory dispute settlement. It is widely used. Therefore, the current labor dispute processing system in China can be further generalized as a model of "a second trial, an arbitration preposition, but an exception". The problems exposed by the widely used labor dispute arbitration and litigation are mainly focused on the "trial" relationship of labor disputes. Therefore, the "trial" of labor disputes is straightened out. Relationship is the key to solve the current labor dispute handling system and economic and social development.
This article is divided into five chapters.
Chapter 1: introduction, including the purpose and significance of the study, the current research situation at home and abroad, research methods and innovation.
The second chapter: the relationship pattern and related concepts of labor dispute "disputation". This part analyses the basic concept of labor relations and labor disputes involved in the relationship between labor dispute and disputation, distinguishes the two concepts in theory and legislation, sums up the essential features of labor disputes, and divides the types of labor disputes. This paper analyzes the difference between labor disputes and civil disputes, and comments on the "dispute trial" relationship model of labor disputes put forward by the theorists.
The third chapter analyzes the current labor dispute "trial" relationship system, analyzes the advantages of the current labor dispute "trial" relationship model in China, and puts forward the necessity of the existing labor dispute "trial" relationship mode. At the same time, it analyzes the existing defects of the current labor dispute "trial" relationship model. For example, many procedures are given to it. It is the cause of complaint; the formalization of the prepositional procedure of arbitration; the discrepancy between the court and the arbitration institution on the understanding and application of the law; the poor communication between the arbitration institution and the court; the improper handling of the labor dispute cases in the civil proceedings; the rules of evidence that are different between the arbitration institutions and the court to hear the labor disputes; the court's arbitral award It is not necessary to make decisions on maintaining or changing the judgment, and the standard of different standards.
The fourth chapter is to compare the pattern and Enlightenment of the "trial" relationship of labor disputes in jurisprudence. From the perspective of comparative jurisprudence, this paper analyzes the "trial" relationship model of labor disputes in Germany, the United States, Australia and other countries, and concludes the establishment of a special labor court (court) system in various countries, and advocates that the staffing of the labor court is further improved. The "Three Party principles" should be implemented, and the arbitral awards should be subject to the review and supervision of the court and other advanced experiences. These advanced experiences are of great significance for the improvement of the "trial" relationship of labor disputes in China.
The fifth chapter: the suggestion of perfecting the mode of the relationship between the labor dispute and arbitration in our country. It puts forward the mechanism of strengthening the communication and coordination between the court and the arbitration institution, establishing a special labor court, establishing the legal supervision of the arbitration award by the court, reviewing the system, unifying the rules of evidence, making the transfer system of the file, making the arbitration and improving the arbitration. The authority to reduce the burden of the court and other suggestions, in order to improve our current labor dispute "trial" relationship model, better safeguard the parties to labor disputes, especially the legitimate rights of the workers.
On the basis of insisting on the existing labor dispute processing system, this paper analyzes the relationship mode of foreign labor disputes, and studies the advantages of the foreign labor dispute "trial" relationship mode, and deeply analyzes the disappearance of the current labor dispute "trial" relationship in China. The advanced experience of the labor dispute "disarmament" relationship puts forward to make strong arbitration, strengthen the communication and coordination between the arbitration organization and the court, establish a special labor court within the court, establish the court to examine the legitimacy of the arbitral award and supervise the system. At the same time, this paper also proposes to establish the mechanism of transferring files, unifying the rules of evidence and achieving perfection. The purpose of the current "labor dispute" relationship in China is to achieve the purpose of protecting the parties involved in labor disputes, especially the legitimate rights of workers.
【学位授予单位】：河北经贸大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：D922.591

【引证文献】