劳动者“不能胜任”之认定与处置

发布时间：2017-12-28 18:17

本文关键词：劳动者“不能胜任”之认定与处置　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：《劳动合同法》第四十条第(二)项规定了劳动者在出现“不能胜任”的情形后用人单位该如何处置。而《劳动法》和《劳动合同法》针对劳动者“不能胜任”并没有给出明确的定义,只在原来劳动部发布的文件中对“不能胜任”做了简单的说明。故在司法实践中劳动者“不能胜任”的认定出现了一定困难和争议,对认定“不能胜任”后的处置也由于不同的理解产生了实践中的困惑与争议。本文针对司法实践中的劳动者“不能胜任”的认定及处置展开分析,核心内容是劳动者“不能胜任”的认定标准之确立。首先,围绕该问题,本文通过梳理已有的相关学术著作和论文,结合司法实践中的相关案例进行研析。笔者对“不能胜任”的内涵进行了阐释,对“不能胜任”的原因及学说进行梳理,如客观说、主客观兼采说。对确立劳动者“不能胜任”之认定标准的必要性进行了阐述。对确立“不能胜任”之认定标准的必要性进行分析,并从不同层面、不同角度论证。并且回应了学界对于有关劳动者“不能胜任”在立法上的一些质疑,提出了自己的观点和建议。辨析与“不能胜任”易混淆的不符合录用条件、劳动者的失误和错误,以及实践中的“末位淘汰”的关系,为劳动者“不能胜任”的认定标准确立打好基础。其次,笔者对实际工作中针对认定劳动者“不能胜任”情形的相关问题进行梳理和分析,而后提出该认定标准的具体内容。针对学界一些质疑“不能胜任”认定后处置的可行性和实效进行回应,如在“不能胜任”这一问题上用人单位的举证责任是否过重,劳动者的工作成果计量问题,并提出了自己的观点。在司法实践中,对作为认定劳动者“不能胜任”的用人单位绩效考核提出了要求,从绩效考核的内容、制定方式及流程方面进行了具体分析和阐述,以期为确立“不能胜任”之认定标准提供参考。除此之外,在司法实践中用人单位制定的规章制度也会作为劳动者“不能胜任”工作的依据。由于这些内容涉及到劳动合同能否继续履行及劳动者利益,故用人单位在制定时要按照法律规定的程序,在程序上与劳动者共同协商,内容须符合法律规定,不得损害劳动者合法权益。用人单位制定的关于工作量或岗位要求的内容,在内容符合法律规定的情况下,也可以作为判定劳动者“不能胜任”的依据。最后,在劳动者被认定“不能胜任”后,笔者对用人单位的处置方式进行了细致分析。回应了质疑用人单位调岗对“不能胜任”的解决意义,提出了自己的观点和看法。因培训和调岗是法律要求用人单位为了回避解雇作出的努力,故即便法律没有明文规定,但培训或调岗应符合的一定的原则和潜在要求。培训须以提高劳动者的工作能力为目的,而调整岗位要在合理的范围内,不能超过一般人能接受的限度,并对培训和调岗期间劳动者的工资待遇进行了探讨。若经过用人单位的合法处置措施,劳动者仍被用人单位合法举证为“不能胜任”,用人单位有解除劳动合同的权利。但此时用人单位在解除劳动合同的过程中仍需按照一定的法定程序,并向劳动者支付经济补偿金,且不能违反法律对禁止解雇的规定。
[Abstract]:The fortieth article (two) of the labor contract law stipulates how the employer should dispose of the "incompetent" situation. The labor law and the labor contract law do not provide a clear definition for workers who are "incompetent". Therefore, in judicial practice, it is difficult and controversial to identify laborers' incompetence. It also causes confusion and controversy in practice due to different understanding. This paper analyzes the identification and disposition of laborers' incompetence in judicial practice, and the core content is the establishment of the standard of "incompetence" of laborers. First of all, around the problem, this article through the combing of existing relevant academic works and papers, combined with the relevant cases in judicial practice to study. The author explains the connotation of "incompetence", and combs the reasons and theories of "incompetence", such as objective theory, subjective and objective view. The necessity of establishing the standard for determining the "incompetence" of the workers is expounded. The necessity of establishing the standard of "incompetent" is analyzed, and it is demonstrated from different levels and different angles. And in response to the academic community on the "incompetence" in the legislation of some questions, put forward their own views and suggestions. Discrimination and "incompetent" confusing does not meet the recruitment conditions, workers' mistakes and errors, and the relationship between the practice of "elimination", established to lay the foundation for the standard of "incompetent" workers. Secondly, the author combs and analyzes the related problems in determining the labourers' incompetence, and then puts forward the specific content of the identification standard. In response to some queries in the academic circles, it is possible to respond to the feasibility and effectiveness of the disposal after being identified. In judicial practice, the workers identified as "incompetent" of the performance evaluation unit requests, from the formulation and process performance evaluation in terms of content, detailed analysis and elaboration, in order to establish "incompetent" reference standard. In addition, in judicial practice, the rules and regulations formulated by the employers will also serve as the basis for the "incompetent" work of the workers. Since these contents relate to whether the labor contract can continue to perform and the interests of the laborers, the employing units should consult with the workers in accordance with the procedures prescribed by law according to the procedures prescribed by law, and the contents must conform to the provisions of the law, so as not to damage the legitimate rights and interests of the laborers. The content of workload or job requirements formulated by the employer can be used as a basis for judging laborers' "incompetence" when contents conform to the requirements of law. Finally, after the labourer was identified as "incompetent", the author made a detailed analysis of the disposition of the employers. It responds to the question of solving the meaning of "incompetent" by the employers, and puts forward their views and views. Because training and post adjustment are the efforts made by employers to avoid firing. Therefore, even though laws do not expressly stipulate, training or post adjustment should meet certain principles and potential requirements. Training must be aimed at improving the working capacity of workers, while adjusting jobs should be within a reasonable scope, not exceeding the limits acceptable to ordinary people, and discussing wages and salaries of workers during training and post adjustment. If the legal measures are taken by the employers, the labourers are still legally cited as "incompetent" by the employers, and the employers have the right to dissolve the labor contract. But at the same time, employers still need to pay certain economic compensation in accordance with certain legal procedures in the process of terminating the labor contract, and can not violate the law's prohibition of dismissal.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D922.52

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