企业高级管理人员适用劳动法问题研究

发布时间：2018-05-13 03:06

本文选题：劳动者 + 企业高级管理人员　；参考：《华中科技大学》2016年硕士论文

【摘要】：改革开放以后,我国市场经济不断发展,职业经理人这一群体数量逐渐增多,企业高级管理人员身份特殊性导致的其与普通劳动者之间的差别逐渐受到人们的关注,其劳动者身份受到学者质疑。企业高级管理人员与企业之间究竟成立劳动关系还是委任关系?作为企业中的一员其是否应该与企业签订书面劳动合同?如果未签订是否应该支持其“二倍工资”请求?企业高级管理人员加班后是否应该支付加班工资?这些问题是司法实践中法院每天面临的问题。但是我国法律对此并没有给出明确的答案,就现有法律、法规来看仍然将企业高级管理人员视为普通劳动者,并且不加区分地适用劳动法,受到劳动法倾斜保护。对此有学者呼吁将企业高级管理人员排除在劳动法之外,但是这种做法显然也是有失偏颇的。虽然企业高级管理人员有其自身优势,比普通劳动者强势,但是相对企业来说,他们仍然是企业中的个体,在某些情况下并不能完全依靠自己的力量维护合法权利。如果完全不对其进行保护,那么他们的权益又该如何防止被侵害?因此认清企业高级管理人员身份,厘清企业高级管理人员与企业之间的关系,正确的保护企业高级管理人员的合法权益对社会和谐和发展有着深远的现实意义。本文拟从现有的司法实践出发,通过对企业高级管理人员与企业劳动争议的裁判文书的阅读、统计和分析,具体梳理了当前司法实践中争议较大的三类问题——企业高级管理人员书面劳动合同订立问题、企业高级管理人员工时制度适用问题以及企业是否可以通过董事会解除与高级管理人员之间的劳动合同问题的司法逻辑。通过分析这三类问题的审判逻辑,最终确定企业高级管理人员应该如何适用劳动法,劳动法对企业高级管理人员的保护应该有什么样的限度。
[Abstract]:After the reform and opening up, the market economy of our country has been developing continuously, the number of professional managers has been increasing gradually, the difference between them and ordinary workers caused by the particularity of the identity of senior managers of enterprises has been paid more and more attention by people. Its laborer status is questioned by scholars. Is there a labor relationship or an appointment relationship between senior managers and enterprises? As a member of the enterprise, should it sign a written labor contract with the enterprise? If not, should it support its "double wage" request? Should senior management pay overtime after overtime? These problems are the problems that the court faces every day in judicial practice. However, the law of our country has not given a clear answer to this problem. In terms of the existing laws and regulations, the senior managers of enterprises are still regarded as ordinary workers, and the labor law is applied indiscriminately, which is protected by the preference of the labor law. Some scholars have called for the exclusion of senior executives from labour laws, but this is also clearly biased. Although the senior managers have their own advantages and are stronger than the ordinary workers, they are still the individuals in the enterprise, and under certain circumstances, they can not completely rely on their own strength to safeguard their legal rights. If they are not protected at all, how can their rights and interests be prevented from being infringed upon? Therefore, recognizing the identity of senior managers, clarifying the relationship between senior managers and enterprises, and correctly protecting the legitimate rights and interests of senior managers of enterprises have far-reaching practical significance for social harmony and development. This article intends to proceed from the existing judicial practice, through to the enterprise senior management personnel and the enterprise labor dispute judgment document reading, the statistics and the analysis, Specifically combing the three kinds of controversial issues in the current judicial practice, that is, the conclusion of written labor contracts for senior managers of enterprises, The judicial logic of how to apply the man-hour system to the senior managers and whether the enterprise can remove the labor contract with the senior managers through the board of directors. By analyzing the trial logic of these three problems, the author finally determines how to apply the labor law to the senior managers of the enterprise, and what kind of limitation the labor law should have for the protection of the senior managers of the enterprises.
【学位授予单位】：华中科技大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：D922.5

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