修法背景下《劳动合同法》第39条的完善

发布时间：2018-10-31 11:15

【摘要】：《劳动合同法》第39条之规定使得除法定列举的5种解雇事由外,规章制度成为了即时解雇的唯一依据,由此陷入了对劳资双方皆不利的双重困境。一则封闭列举事由过度限制了用工自主权;二则"严重违反规章制度"事由的滥用严重威胁到解雇保护权。这一立法缺陷自始存在,并随当前国内经济下行而凸显,实难满足日益增长且日趋复杂之即时解雇争议解决的客观需要。立足于我国立法、司法实践并借鉴域外经验,第39条应重归"列举事由+概括条款"的立法例,即作出符合即时解雇制度功能的系统性修订,从确定存在违约行为,到认定违约严重,再到审查除斥期间,环环相扣地在平衡劳资利益的同时发挥其兜底的积极功能。
[Abstract]:Article 39 of the Labor contract Law makes the rules and regulations become the only basis for immediate dismissal, except for the five reasons listed by law, and thus falls into a double dilemma which is unfavorable to both employers and employees. A closed list of causes unduly limits employment autonomy, and abuse of "serious violations" seriously threatens the right to fire protection. This legislative flaw exists from the beginning, and with the current domestic economic downturn, it is difficult to meet the growing and increasingly complex objective need of immediate dismissal dispute resolution. Based on the legislation of our country, judicial practice and foreign experience, Article 39 should be returned to the legislative example of "enumerating the general provisions of the subject matter", that is, to make a systematic revision in line with the function of the immediate dismissal system, from determining the existence of breach of contract. When the breach of contract is found to be serious, and during the period of review and exclusion, the positive function of balancing the interests of labor and capital is brought into play at the same time.
【作者单位】：上海交通大学凯原法学院;
【基金】：上海市浦江人才计划项目(14PJC075) 司法部国家法治与法学理论研究中青年课题“劳动规章争议条款的司法审查研究”(15SFB3029) 上海市哲学社会科学规划青年课题“劳动规章制度的内容审查研究”(2016EFX002)的阶段性成果
【分类号】：D922.52

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