高等学校毕业生就业协议制度探究

发布时间：2018-01-28 10:18

本文关键词： 就业协议法律性质现存问题对策探究　出处：《山东大学》2017年硕士论文　论文类型：学位论文

【摘要】：《全国普通高等学校就业协议》在日常生活中通常被称为三方协议的原因在于大部分省市规定其需要经过毕业生、用人单位、高校这三方主体签署之后生效(少数省份将高校仅作为监管者故不在本文讨论范围),进而通过三方主体的签署行为和协议内容来对各自的权利和义务关系进行规范和约束。就业协议制度产生于我国社会经济发展的特殊时期,它可以说是介于国家分配派遣和市场自由配置之间的特殊产物,原国家教委在1997年颁布的《关于统一使用全国普通高等学校就业协议书的通知》使就业协议制度在我国确定施行。自产生之后,就业协议制度就在规范高校毕业生就业秩序以及辅助相关部门进行就业率统计等方面发挥了重要的作用。然而,随着社会经济的快速发展以及我国就业环境和背景的改变,就业协议制度产生了一些问题,进而也引发了社会的讨论。这其中关于其法律性质的定位和相关司法救济僵局的争议尤为激烈且至今仍没有定论。因此,本文将尝试对其法律性质进行分析。本文作为一篇基础理论型论文,将主要采用归纳和演绎推理,同时结合文献研究和比较研究等方法,除引言与结论外分为四个部分来探究就业协议制度。第一部分将对就业协议进行概括性介绍,包括其产生背景,内容和主要特征以及其起到的主要作用。就业协议的作用主要包括是相关政府部门进行就业率统计的重要依据,是用人单位和毕业生权利义务的规范等。第二部分主要着墨于当下关于就业协议性质的观点学说,包括民事合同论,劳动合同论,行政合同论和劳动合同预约论等。在介绍各种主流观点的基础上,将根据自己所学法律知识对其进行逐一分析。其中,着重点将放在介绍预约合同和本约合同以及二者之间的区别联系作为突破口,论证就业协议实际上具有预约合同的属性。这一结论从其签订的目的,合同内容和合同标的几个方面得到了印证。第三部分着重归纳就业协议现存的普遍问题及其产生原因,主要包括高校主体地位和责任不明确,各方违约违规现象严重,法律适用和纠纷解决机制不明以及就业协议内容不规范等。第四部分是关于完善就业协议制度的建议和对策探究,主要包括借鉴日本采用内定就业制度和法国首次雇佣制度的经验和教训来完善就业协议的主体定位,剔除高校一方使其符合我国《劳动合同法》的适用范围;另一方面可以不改变其预约合同的法律性质,着重规范协议书违约内容等。
[Abstract]:The reason why the National Agreement on Employment of Colleges and Universities is usually called the Tripartite Agreement in daily life is that most provinces and cities stipulate that they need to pass through graduates and employing units. After the signing of these three subjects, the university will take effect (a few provinces will only act as the regulator, so it is not under discussion in this paper). Then through the signing of the tripartite subjects and agreement content to regulate and restrict the relationship between their rights and obligations. The employment agreement system emerged in the special period of the social and economic development of our country. It can be said to be a special product between national distribution dispatch and free market allocation. In 1997, the former State Education Commission promulgated the notice on the uniform use of the employment agreement of the national ordinary institutions of higher learning, which made the employment agreement system be established and implemented in our country. The employment agreement system has played an important role in standardizing the employment order of college graduates and supporting the employment statistics of relevant departments. With the rapid development of social economy and the change of employment environment and background of our country, some problems have arisen in the employment agreement system. And it also triggered the discussion of the society, which about its legal nature of the positioning and related judicial relief deadlock dispute is particularly fierce and still not conclusive. This paper will try to analyze its legal nature. As a basic theoretical paper, this paper will mainly use inductive and deductive reasoning, combined with literature research and comparative research and other methods. In addition to the introduction and conclusions are divided into four parts to explore the employment agreement system. The first part will give a general introduction to the employment agreement, including its background. The main contents and characteristics of the employment agreement and its main role. The role of employment agreement mainly includes the relevant government departments to carry out employment statistics important basis. The second part mainly focuses on the theory of the nature of employment agreement, including civil contract theory, labor contract theory. Administrative contract theory and labor contract reservation theory. On the basis of introducing various mainstream views, it will be analyzed one by one according to its own legal knowledge. The emphasis will be on introducing the appointment contract and the contract and the difference between them as a breakthrough to demonstrate that the employment agreement actually has the attribute of the reservation contract. This conclusion is based on the purpose of its signing. The third part mainly summarizes the existing general problems of employment agreement and its causes, mainly including the status and responsibility of the main body of colleges and universities is not clear. The breach of contract by the parties is serious, the legal application and dispute resolution mechanism is unclear, and the content of the employment agreement is not standardized. Part 4th is about the suggestions and countermeasures to improve the employment agreement system. It mainly includes using the experience and lessons of Japan's internal employment system and France's first employment system to perfect the main position of employment agreement, and eliminating the university party to make it conform to the scope of application of Labor contract Law of our country. On the other hand, the legal nature of the contract can not be changed, focusing on the content of breach of contract.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D922.5;G647.38

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