我国无固定期限劳动合同强制订立制度的反思
发布时间：2018-09-07 17:51
【摘要】：无固定期限劳动合同是指用人单位与劳动者之间缔结的没有明确规定终止时间的用以确立双方之间劳动关系的合同,它是我国三种法定的劳动合同类型之一。它具有高度稳定性、利益平衡性、强制性、无固定期限性的特点。它通过协商一致、强制订立或者拟制订立方式订立。强制订立方式是无固定期限劳动合同的主要订立方式。我国无固定期限劳动合同强制订立制度主要存在以下缺陷:第一,《劳动合同法》第十四条第二款第(三)项的规定存在表述上的漏洞,该条款还存在没有合理控制“强制”的程度、不利于培养民众的守法意识的问题;第二,现行无固定期限劳动合同强制订立制度适用范围划定不合理,设定的适用条件参考因素过于单一,未能将劳动关系中影响劳动合同期限的诸多因素均加以考虑。针对以上问题,提出以下完善建议:第一,将《劳动合同法》第十四条第二款第(三)项规定的情形,从第二款中单列出来。以使其不受该条第二款所确立的无差别的全面强制方式的制约。第二,在十年以下(不包括十年)的范围内确定一个连续两次签订劳动合同的合计时间长度,在这个时间长度以内的,则将连续两次续订劳动合同后,第三次续订时是否续订的选择权完全交给劳、资双方;在这个时间长度以上的,则仍按照全面强制订立的方式处理。第三,适当增加无固定期限劳动合同强制订立制度考虑的因素,增加制度的包容性和灵活性。第四,《劳动合同法》应对强制订立的无固定期限劳动合同的内容确定方式作出明确规定。
[Abstract]:Non-fixed term labor contract refers to the contract concluded between employer and laborer which does not specify the termination time to establish the labor relationship between the two parties. It is one of the three legal types of labor contract in our country. It has the characteristics of high stability, balance of interests, compulsion and no fixed term. It is made by consensus, by force or by way of fictitious conclusion. The method of compulsory conclusion is the main way to conclude the labor contract without fixed term. The system of compulsory conclusion of labor contracts with no fixed term has the following defects: first, the provisions of Article 14 (2) (3) of the Labor contract Law contain loopholes in the expression, There is also the problem that there is no reasonable control over the degree of "compulsion", which is not conducive to the cultivation of the public's consciousness of abiding by the law. Secondly, the current system of compulsory conclusion of labor contracts with no fixed term is unreasonable in its scope of application. The reference factors of the applicable conditions are too single to take into account the factors that affect the term of the labor contract in the labor relations. In view of the above problems, the following suggestions are put forward: first, the article 14 (2) (c) of the Labor contract Law shall be listed separately from the second paragraph. So as not to be subject to the full and non-discriminatory enforcement established in paragraph 2 of the article. Second, to determine the total length of time for the signing of a labor contract for two consecutive times within a period of not more than ten years (excluding ten years), and within that period, the contract will be renewed twice in a row. The option of whether or not to renew the contract on the third renewal is entirely vested in the employer and the employer; if the renewal is longer than this period, it shall still be dealt with in a fully mandatory manner. Thirdly, we should increase the factors to be taken into account in the system of compulsory conclusion of labor contracts with no fixed term, and increase the inclusiveness and flexibility of the system. Fourth, the Labor contract Law should define the content of the compulsory labor contract with no fixed term.
【学位授予单位】：湘潭大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D922.52
本文编号：2228985
[Abstract]:Non-fixed term labor contract refers to the contract concluded between employer and laborer which does not specify the termination time to establish the labor relationship between the two parties. It is one of the three legal types of labor contract in our country. It has the characteristics of high stability, balance of interests, compulsion and no fixed term. It is made by consensus, by force or by way of fictitious conclusion. The method of compulsory conclusion is the main way to conclude the labor contract without fixed term. The system of compulsory conclusion of labor contracts with no fixed term has the following defects: first, the provisions of Article 14 (2) (3) of the Labor contract Law contain loopholes in the expression, There is also the problem that there is no reasonable control over the degree of "compulsion", which is not conducive to the cultivation of the public's consciousness of abiding by the law. Secondly, the current system of compulsory conclusion of labor contracts with no fixed term is unreasonable in its scope of application. The reference factors of the applicable conditions are too single to take into account the factors that affect the term of the labor contract in the labor relations. In view of the above problems, the following suggestions are put forward: first, the article 14 (2) (c) of the Labor contract Law shall be listed separately from the second paragraph. So as not to be subject to the full and non-discriminatory enforcement established in paragraph 2 of the article. Second, to determine the total length of time for the signing of a labor contract for two consecutive times within a period of not more than ten years (excluding ten years), and within that period, the contract will be renewed twice in a row. The option of whether or not to renew the contract on the third renewal is entirely vested in the employer and the employer; if the renewal is longer than this period, it shall still be dealt with in a fully mandatory manner. Thirdly, we should increase the factors to be taken into account in the system of compulsory conclusion of labor contracts with no fixed term, and increase the inclusiveness and flexibility of the system. Fourth, the Labor contract Law should define the content of the compulsory labor contract with no fixed term.
【学位授予单位】：湘潭大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D922.52
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