用人单位单方调岗行为的法律规制研究

发布时间：2018-08-22 20:58

【摘要】：劳动合同属于继续性合同,劳动合同的履行状态始终处于一种变动的状态中,企业出于自身经营管理的需要,用人单位对其所雇佣的劳动者进行岗位调动、薪资调整、具体工作地点变动等比较普遍。《中华人民共和国劳动合同法》第十七条规定,工作内容和劳动报酬是劳动合同的必备条款,对其变更将被视为对劳动合同内容的变更。因此,调岗调薪一方面是用人单位用工自主权的行使,另一方面是用人单位与劳动者劳动合同履行内容的变更。我国《劳动合同法》仅在第四十条规定了用人单位可以变更劳动者工作岗位的三种情形:(1)劳动者患病或者非因工负伤,在规定的医疗期满后不能从事原工作,用人单位得另行安排劳动者工作;(2)劳动者不能胜任工作,用人单位得调整其工作岗位;(3)劳动合同订立时所依据的客观情况发生重大变化,致使劳动合同无法履行,用人单位得与劳动者协商调岗调薪。除此之外,用人单位在哪些情形下可以行使调岗权并没有明确规定,各地司法机关针对用人单位单方调岗行为所引发的争议裁判方法也不一致。现今,由调岗所引发的劳资双方间的争议层出不穷,我国关于用人单位调整劳动者工作岗位的法律规定无法调和用人单位用工自主权与劳动者职业稳定权间的冲突,更引发了实践中的一些难题。因此,本文就如何规制用人单位的调岗行为展开论述,以求寻得解决问题的良方。本文由四部分组成,首先简要介绍用人单位单方调岗行为的相关理论,包含用人单位单方调岗行为的概念、权力来源、种类及其接受法律规制的必要性;第二部分介绍了国外一些国家、地区对于该问题的规制及评价,以求从中学习有益的经验;第三部分说明了我国用人单位单方调岗行为的规制现状及存在的问题;最后,提出了针对我国在用人单位单方调岗行为存在的问题提出了的三点规制建议,希望对改善我国劳资双方间调岗争议频发现状起到有益的作用。
[Abstract]:The labor contract is a continuing contract, and the performance of the labor contract is always in a state of change. In order to meet the needs of the enterprise's own operation and management, the employing unit transfers the position and adjusts the salary of the workers it employs. Article 17 of the Labor contract Law of the people's Republic of China stipulates that the content of work and the remuneration of labor are the necessary clauses of the labor contract, and the change of the contents of the labor contract shall be regarded as the change of the content of the labor contract. Therefore, the adjustment of salary on the one hand is the exercise of the employer's autonomy of employment, on the other hand, it is the change of the content of the performance of the labor contract between the employer and the laborer. The Labor contract Law of our country stipulates only in Article 40 three situations in which the employer may change the position of the laborer: (1) the worker is ill or not injured by work and cannot engage in the original work after the expiration of the prescribed medical treatment. The unit of choose and employ persons may arrange the work of the laborer separately; (2) if the laborer is not competent for the work, the employer may adjust his or her working position; (3) the objective circumstances on which the labor contract is based have undergone major changes, resulting in the inability of the labor contract to be fulfilled, The unit of choose and employ persons may negotiate with the workers to adjust their salaries. In addition, the unit of choose and employ persons under which circumstances can exercise the right to transfer the post is not clearly stipulated, the judicial organs in various places in view of the unit of choose and employ persons unilateral transfer of posts caused by the controversial adjudication methods are not consistent. Nowadays, disputes between employers and employees arising from the transfer of posts are endless. The laws and regulations concerning the adjustment of workers' jobs by our country cannot reconcile the conflict between the employers' autonomy in employment and the workers' right to occupational stability. It also leads to some difficult problems in practice. Therefore, this paper discusses how to regulate the behavior of the employer, in order to find a solution to the problem. This paper is composed of four parts. Firstly, it briefly introduces the relevant theories of unilateral job transfer, including the concept, power source, types and the necessity of accepting legal regulation. The second part introduces the regulation and evaluation of this problem in some foreign countries and regions in order to learn useful experience from it. This paper puts forward three suggestions for regulating the problems existing in the unilateral job transfer of employers in China, hoping to improve the current situation of frequent job transfer disputes between employers and employees in China.
【学位授予单位】：辽宁大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D922.52

【参考文献】