我国工资集体协商职工代表权研究

发布时间：2018-07-06 13:52

本文选题：集体协商 + 职工代表权　；参考：《南京大学》2014年硕士论文

【摘要】：工资集体协商制度是保障职工合法劳动权益的有效举措同时也是解决集体纠纷的制度基础。我国推行工资集体协商制度已经有十多年的历史,但是集体协商制度中仍有很多不足以及尚待完善的地方,尤其是关于集体协商职工代表权的规定,许多企业内部的工会形同虚设,没有起到职工代表应有的作用,有的工会甚至与企业勾结损害职工的合法权益,工会的行政与经济的依附性直接导致了职工的利益受损,集体合同流于形式。在企业层面的工资集体协商中存在工会的代表性不足、工会的不作为以及职工自发推选的代表参与工资集体协商的合理性以及合法性等问题；在行业、区域层面,存在区域性、行业性工资集体协商的主体缺位以及上级工会能否代替下级工会参与集体协商等问题；此外还有劳务派遣工的集体协商代表权等都是实践中经常涉及的问题。本文从南海本田案入手,从法学理论和司法实务两个层面对我国集体协商职工方代表权制度进行分析。在架构上本文主要由引言、正文、结语三部分组成。遵循提出问题、分析问题,解决问题的逻辑顺序。具体来讲：第一部分绪论。首先由南海本田案引入,通过对该案件的叙述分析发掘出该案例所反映出的现实问题。在此部分,本文还阐述了选题背景与意义以及国内外文献综述等内容。第二部分集体协商代表权的法理分析。从代表权的基本理论出发,逐步分析工资集体协商代表权的特性,理论的内部关联以及与代理权的异同,为后文的阐述铺垫理论基础。第三部分我国工资集体协商职工代表权制度的主要问题。本章以南海本田案为基础,逐渐剖析我国目前集体协商职工代表权行使的现实困境,并且从四个层面来剖析问题的根源：一是企业层面集体协商中工会代表权问题,这其中包括工会的不作为以及职工推选的代表的适用性问题；二是行业性、区域性集体协商中职工代表权问题,主要体现在行业性的集体协商经常出现的工会缺位以及各级工会职能划分不清晰等问题；三是劳务派遣工的集体协商代表权问题,主要体现在劳务派遣工能否加入用工单位工会,能否参加用工单位的工资集体协商等问题；四是集体协商代表权的争议处理机制问题,即如若职工不承认工会的代表权或者在代表权行使过程中产生异议该如何处理等问题。第四部分完善我国工资集体协商职工代表权法律制度的建议。此章从上述四个问题层次相对应的提出了解决对策。对于企业级别的工资集体协商建议完善工会的选举制度,保障代表权的合法性,并且适时限制职工自主推选的代表的适用场合以及范围；在区域性行业性级别建议完善行业性工会的组建以及集体合同的扩展程序,切实做到依法保障职工的合法权益；建议立法明确劳务派遣工加入用工单位工会以及参与用工单位工资集体协商的权利,并且建议适时提出构建完整的职工代表权确认程序与保护机制。工资集体协商只有在制度层面上进行完善才能保证劳动者的合法权益能够得到充分的保障,并且使我国的劳资关系朝着和谐、稳定的方向发展。
[Abstract]:The system of collective wage consultation is an effective measure to guarantee the legitimate rights and interests of workers and workers, and also the institutional basis for solving collective disputes. The system of collective bargaining in China has been more than 10 years old, but there are still a lot of shortcomings in the collective bargaining system, and there are still yet to be perfected, especially on collective bargaining. According to the regulations, the trade unions in many enterprises are in the form of deficiency, and they do not play the role that the workers' representatives should have. Some unions even collude with the enterprises to damage the legitimate rights and interests of the workers and workers. The administrative and economic dependence of the trade union directly leads to the damage of the interests of the workers and workers, and the collective contracts are in the form of form. In the industry, the regional level, the regional level, the lack of the main body of the collective bargaining in the industry, and whether the higher union can take the place of the lower trade union to participate in collective consultation. The collective bargaining representation of labor dispatched workers is a problem often involved in the practice. Starting with the case of the South China Sea Honda, this paper analyzes the system of employee representation in China's collective consultation from two layers of legal theory and judicial practice. In the framework, this article is composed of the introduction, the positive article and the conclusion of the three parts. Analyze the problem and solve the logical sequence of the problem. In the first part, the first part of the introduction. First introduced by the South China Sea Honda case, through the narrative analysis of the case to find out the actual problems reflected in the case. In this part, this article also describes the background and significance of the topic and the literature review at home and abroad. The second part of the collective negotiation generation On the basis of the basic theory of the right of representation, we gradually analyze the characteristics of the collective bargaining representation of the wage, the internal correlation of the theory and the similarities and differences with the agency power, and lay the foundation for the theory of the latter. The third part is the main problem of the collective bargaining of workers in our country. This chapter is based on the case of the South China Sea Honda. The actual plight of the exercise of the collective bargaining of workers in our country is gradually analyzed, and the root causes are analyzed from four aspects: first, the trade union representation in the collective bargaining of the enterprise level, which includes the inaction of the trade unions and the applicability of the representatives of the workers and workers; and the two is in the industry and in the regional collective consultation. The problem of employee representation is mainly reflected in the absence of trade unions and the unclear division of trade union functions at all levels. Three is the collective bargaining representation of labor dispatch workers, which is mainly reflected in whether the labor dispatch workers can join the labor union, and can participate in the collective wage consultation of the employment units. The four is the dispute handling mechanism of the collective bargaining power, that is, if the workers do not recognize the representation of the trade unions or how to dissent in the process of exercising the representative power. The fourth part improves the proposal of the legal system of the collective bargaining of workers in our country. This chapter is relative to the above four problems. The corresponding countermeasures are put forward. For the collective wage consultation at the enterprise level, it is suggested to improve the union election system, to ensure the legitimacy of the representative rights, and to limit the applicable occasions and scope of the representatives of the workers and workers at the right time, and to recommend the establishment of the trade unions and the expansion of the collective contracts at the regional industrial level. In order to ensure the legitimate rights and interests of the workers and workers in accordance with the law, it is suggested that the legislation clear the labor dispatch workers to join the labor union and the right to participate in the collective wage consultation of the employment units, and propose to put forward a complete establishment of a complete procedure and protection mechanism for the confirmation of the rights of workers and workers in a timely manner. Only in this way can we ensure that the legitimate rights and interests of labourers can be fully guaranteed, and that our labor relations will develop in a harmonious and stable direction.
【学位授予单位】：南京大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：D922.5

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