违纪解雇正当性研究

发布时间：2018-04-09 22:37

本文选题：违纪解雇　切入点：正当性　出处：《安徽大学》2017年硕士论文

【摘要】：解除劳动合同直接涉及到劳动者的核心利益,违纪解雇使劳动者失去工作且得不到任何补偿。但由于劳动者严重违反规章制度是合法的解除劳动合同事由,因此违纪解雇侵犯劳动者权益的问题变得相对隐蔽,对于究竟在劳动者的不当劳动行为达到何种程度能够予以违纪解雇,理论研究和司法实务中均关注较少。研究违纪解雇正当性问题,思考违纪解雇正当性的建构,完善不当的违纪解雇的救济方式,对于劳动者、用人单位以及整个社会都具有积极作用。我国立法对违纪解雇的规定较为原则,仅规定了在劳动者严重违反用人单位规章制度等情形下,用人单位可以解除劳动合同,具体的不当行为及其严重程度的认定均交由用人单位的规章制度自主规定。但目前用人单位规章制度制定过程中的民主程序形同虚设,劳动备案制度也名存实亡,对规章制度制定的制约作用微乎其微,用人单位依据不合理的规章制度对劳动者做出的违纪解雇,便如同"毒树之果",其正当性难以保证。由于目前我国用人单位内部民主法治程度不高,法律人才缺乏,用人单位法律意识淡薄,难以判断何种不当行为将达到严重违纪的程度,对违纪解雇的正当性把握不当。部分用人单位中重"人治"轻"法治"、重"效益"轻"权益"的意识盛行,有可能为了自身利益,制定严苛的规章制度,在劳动者稍有小错的情形下即予以解除劳动关系,导致劳动者遭遇不当的违纪解雇。劳动者遭遇不当的违纪解雇诉至司法机关,我国司法机关对作为违纪解雇依据的规章制度的合理性一般不做审查,加之成文法国家的限制,使得在立法没有明确条文的情况下,法官和仲裁员不能在判决中引用法理或者司法判例,通常选择回避规章制度存在合理性的问题,以其他事由完成对劳动者的救济,但这种做法是非常规和非系统化的,不值得提倡。笔者从国家立法、用人单位、司法机关层面探究了不当违纪解雇的根源后,提出了对违纪解雇正当性建构的思考。应当明确正当性的内涵,尊重劳动者的个别劳动权和集体劳动权,明确严重违纪的标准;确立规章制度审查备案制,以推进规章制度的合理化建设;遵循最后手段原则,建立分级惩戒处分体系,根据劳动者不当行为的严重程度给予相应的惩戒处分;加强违纪解雇的程序规制,规范违纪解雇的程序,明确除斥期间。在司法救济方面,赋予司法机关对规章内容合理性的实质审查权,明确复职补偿,重构经济赔偿金方式,以此保障对劳动者的司法救济。
[Abstract]:Rescission of labor contract is directly related to the core interests of workers. Disobedient dismissal makes workers lose their jobs and can not get any compensation.However, as serious violation of rules and regulations by workers is a legitimate reason for the dissolution of labor contracts, the issue of violating discipline and dismissal and infringing workers' rights and interests becomes relatively hidden.Theoretical research and judicial practice have paid little attention to the extent to which the improper labor behavior of workers can be dismissed in violation of discipline.It has a positive effect on workers, employers and the whole society to study the legitimacy of disciplinary dismissal, to think about the construction of the legitimacy of disciplinary dismissal, and to perfect the relief method of improper disciplinary dismissal.The provisions of our country's legislation on disobeying discipline and dismissal are more principled. They only stipulate that the employer may terminate the labor contract if the laborer seriously violates the rules and regulations of the employer, etc.The specific misconduct and its severity are determined by the employer's rules and regulations.However, at present, the democratic procedures in the process of formulating the rules and regulations of the employing units are virtually empty, and the system of labour filing also exists in name only, and has little effect on restricting the formulation of the rules and regulations.According to unreasonable rules and regulations, employers dismiss workers in violation of discipline, just like "the fruit of poisonous trees", its legitimacy is difficult to guarantee.At present, the degree of democracy and rule of law in our country is not high, the legal talents are lacking, and the legal consciousness of the employing unit is weak, it is difficult to judge what kind of improper behavior will reach the degree of serious violation of discipline, and it is improper to grasp the legitimacy of the disciplinary dismissal.In some employing units, the awareness of attaching importance to "rule by man" rather than "rule of law" and "emphasizing efficiency" over "rights and interests" prevails. It is possible to formulate strict rules and regulations for the sake of one's own interests, and to remove the labor relationship in the event of a slight error on the part of the laborer.Resulting in improper dismissal of workers in violation of discipline.Workers encounter improper disciplinary dismissal to the judicial organs, our judicial organs generally do not review the reasonableness of the rules and regulations that are the basis for disciplinary dismissal, coupled with the restrictions of statutory countries, which make the legislation without clear provisions.Judges and arbitrators cannot invoke jurisprudence or judicial precedents in their judgments, and usually choose to avoid the question of reasonableness of the rules and regulations, and to complete the relief to the laborer with other reasons, but this practice is unconventional and unsystematic.It is not worth advocating.The author probes into the root of improper disciplinary dismissal from the aspects of national legislation, employing units and judicial organs, and puts forward some thoughts on the construction of the legitimacy of disciplinary dismissal.We should clearly define the connotation of legitimacy, respect the individual and collective labor rights of workers, clarify the standards for serious violations of discipline, establish a system for reviewing and filing rules and regulations in order to promote the rationalization of the rules and regulations, and follow the principle of last resort.To establish a system of graded disciplinary punishment, according to the severity of workers' misconduct, to give corresponding disciplinary sanctions, to strengthen the procedural regulation of disciplinary dismissal, to standardize the procedure of disciplinary dismissal, and to clear the period of punishment.In the aspect of judicial relief, the judicial organs should be given the substantive right to review the rationality of the rules and regulations, make clear the compensation for reinstatement, and reconstruct the way of economic compensation so as to guarantee the judicial relief to the laborer.
【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D925.2

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