用人单位辞退超生者法律问题研究

发布时间：2018-07-02 14:40

本文选题：劳动合同解除 + 辞退　；参考：《西南政法大学》2016年硕士论文

【摘要】：调和劳动关系、预防和解决劳动纠纷是企业生存和发展的一个重要课题,也是我国构建和谐社会、发展社会主义市场经济的重要基础。随着劳动者权利意识的日益高涨,用人单位为严格执行计划生育而辞退超生者引发的劳动争议也越来越多。我国《劳动法》《劳动合同法》以及《人口与计划生育法》并未明确规定用人单位有权辞退超生的员工,学界对此问题的研究较少,且存在着截然不同的观点,而各地计划生育的法规规定又不统一,导致各地法院的裁判出现了同案不同判的情况。本文收集整理了各地相关的裁判文书46份以及31个省级行政区的人口与计划生育法规,借鉴诸多学者的研究,除引言和结语外,从以下三个方面进行论述:第一部分:用人单位辞退超生者的司法实践和地方法规。首先,通过简介两个案情基本相同的案例,揭示法院对于用人单位能否辞退超生者的问题出现不同的裁判结果的情况;其次,为证明这两个案例并非个案、同时全面掌握司法裁判的真实情况,笔者从中国裁判文书网、法律文书网以不同的关键字组合对同类型的案例进行收集和筛选,并对这些案件进行了分类整理后发现,司法实践中该类型案件同案不同判的情况较为普遍;再次,通过整理我国各省级行政区的人口与计划生育立法发现,各地对于用人单位中超生者应负的法律责任也出现了较大的分歧。第二部分:以违反劳动规章制度为由辞退超生者的分析。一方面,通过研究劳动规章制度的性质、内容和劳动规章制度制定的合法性、合理性,可知用人单位单方解除与超生者的劳动合同值得商榷;另一方面,为辨别用人单位是否科学合理地以其即时辞退权解除劳动合同,笔者着重分析了劳动者的超生行为是否严重违反用人单位的劳动规章合同制度,以及用人单位行使惩戒权的限制、行使惩戒权应当遵循的原则。第三部分:以违法为由辞退超生者的分析。用人单位以违反《人口与计划生育法》及地方计划生育立法作为辞退理由,是司法实务中常见的另一类做法。超生者需缴纳社会抚养费,笔者通过分析社会抚养费含义以及征收社会抚养费与追究刑事责任的区别,分析用人单位能否以超生者被追究刑事责任为由而将其辞退;其后,通过对《人口与计划生育法》的要求、行政执法主体资格以及地方性法规能否限制劳动权进行考量,分析追究超生者法律责任应如何科学立法;最后,分析法律对妇女的保护能否以超生为划分界限。
[Abstract]:Reconciling labor relations, preventing and resolving labor disputes is an important issue for the survival and development of enterprises. It is also an important foundation for building a harmonious society and developing socialist market economy in China. With the rising awareness of workers' rights, labor disputes caused by employers' dismissal for strict implementation of family planning are becoming more and more. The Labor contract Law and the population and Family Planning Law of China do not explicitly stipulate that employers have the right to dismiss employees who have more than one student. And local family planning laws and regulations are not uniform, leading to different judgments in local courts. In this paper, 46 relevant adjudication documents and 31 provincial administrative regions' laws and regulations on population and family planning have been collected and sorted, and many scholars' studies have been used for reference, in addition to the introduction and conclusion. From the following three aspects: the first part: the unit of choose and employ persons dismissed the judicial practice and local laws and regulations. First of all, by introducing two cases with basically the same case, this paper reveals that the court has different results on whether the employing unit can be dismissed. Secondly, in order to prove that these two cases are not individual cases, At the same time, I have a comprehensive grasp of the true situation of the judicial decision. The author collects and selects the same type of cases with different keyword combinations from the Chinese judgment documents Network and the legal documents Network, and finds out after sorting out these cases. In judicial practice, it is quite common to find different judgments in the same cases. Thirdly, through sorting out the population and family planning legislation of the provincial administrative regions of our country, we find that, Local employers should be responsible for the legal liability of the larger differences. The second part: the analysis of the dismissal of superlivists on the basis of violating labor rules and regulations. On the one hand, by studying the nature, content, legality and rationality of labor rules and regulations, we can see that the employer unilaterally rescinds the labor contract with the overborn; on the other hand, it is worth discussing. In order to distinguish whether the employer scientifically and reasonably rescinds the labor contract with its right of immediate dismissal, the author emphatically analyzes whether the excess behavior of the laborer seriously violates the labor regulation and contract system of the employer. And the unit of choose and employ persons exercise disciplinary power restrictions, the exercise of disciplinary power should follow the principles. The third part: the analysis of the dismissal of the outliers on the grounds of breaking the law. It is another common practice in judicial practice for employers to take violation of population and Family Planning Law and local family planning legislation as grounds for dismissal. The author analyzes the meaning of social maintenance and the difference between levying social maintenance and investigating criminal responsibility to analyze whether the employer can dismiss the superlivior on the grounds of being investigated for criminal responsibility. By considering the requirements of the population and Family Planning Law, the qualification of administrative law enforcement subjects and whether local laws and regulations can restrict the right to work, this paper analyzes how to scientifically legislate the legal liability of the superlivists. Analyze whether the legal protection of women can be divided into transcendence.
【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】：D922.5

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