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  本文關(guān)鍵詞：勞動(dòng)合同單方解除制度若干問(wèn)題研究　出處：《東北財(cái)經(jīng)大學(xué)》2010年碩士論文　論文類型：學(xué)位論文

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【摘要】：隨著經(jīng)濟(jì)體制改革的發(fā)展和現(xiàn)代企業(yè)制度的建立,企業(yè)逐漸成為市場(chǎng)的獨(dú)立人組織主體和競(jìng)爭(zhēng)主體。企業(yè)勞動(dòng)關(guān)系也逐漸由行政化走向法制化。勞動(dòng)合同不同于民事合同,因?yàn)閯趧?dòng)合同的雙方當(dāng)事人人格地位并不平等,因此通過(guò)單獨(dú)立法來(lái)規(guī)制這種帶有人身屬性的特殊合同。隨著我國(guó)《中華人民共和國(guó)勞動(dòng)法》(以下簡(jiǎn)稱《勞動(dòng)法》)、《中華人民共和國(guó)勞動(dòng)合同法》(以下簡(jiǎn)稱《勞動(dòng)合同法》)、《中華人民共和國(guó)勞動(dòng)合同法實(shí)施條例》(以下簡(jiǎn)稱《勞動(dòng)合同法實(shí)施條例》)的頒布,我國(guó)初步構(gòu)成了勞動(dòng)法體系。以勞動(dòng)合同為核心,明確雙方的權(quán)利義務(wù),確定勞動(dòng)關(guān)系。勞動(dòng)者與人單位勞動(dòng)關(guān)系的建立及雙方在勞動(dòng)過(guò)程中的權(quán)利和義務(wù)的確立都要通過(guò)勞動(dòng)合同這一合法有效的形式來(lái)確定和規(guī)范。勞動(dòng)合同為勞動(dòng)制度改革、穩(wěn)定勞動(dòng)關(guān)系、使勞動(dòng)關(guān)系走向法制化起到了重要作用。勞動(dòng)合同的解除,是勞動(dòng)關(guān)系的非自然終止,是在勞動(dòng)合同訂立后,尚未全部履行以前,由于某種原因?qū)е聞趧?dòng)合同的一方或者雙方當(dāng)事人提前消滅勞動(dòng)關(guān)系的法律行為。其中單方解除勞動(dòng)合同對(duì)勞動(dòng)合同相對(duì)人影響重大,不利于勞動(dòng)關(guān)系的穩(wěn)定,因此立法必須充分考慮到勞動(dòng)合同雙方當(dāng)事人的權(quán)益,完善相關(guān)制度,在保證勞動(dòng)關(guān)系穩(wěn)定性前提下實(shí)現(xiàn)勞動(dòng)關(guān)系的流動(dòng)性。 本文共包括四部分。第一部分對(duì)勞動(dòng)合同單方解除制度進(jìn)行了概述,介紹了勞動(dòng)合同單方解除的概念、特征,依據(jù)不同標(biāo)準(zhǔn)對(duì)勞動(dòng)合同單方解除區(qū)分成不同種類以及區(qū)分的原因,明確了勞動(dòng)合同解除與勞動(dòng)合同的終止、勞動(dòng)合同解除與民事合同解除的區(qū)別,最后介紹了勞動(dòng)合同單方解除制度在立法上的價(jià)值定位,有助于明確立法宗旨。第二部分筆者提出第一個(gè)問(wèn)題,即勞動(dòng)者預(yù)告解除勞動(dòng)合同的預(yù)告期與形式問(wèn)題。筆者認(rèn)為在勞動(dòng)者預(yù)告解除勞動(dòng)合同的預(yù)告期問(wèn)題上,立法既沒(méi)有結(jié)合勞動(dòng)合同期限確定不同預(yù)告期,也沒(méi)有區(qū)分不同素質(zhì)不同類型的勞動(dòng)者,在這一點(diǎn)上,國(guó)外立法有許多立法經(jīng)驗(yàn)值得借鑒。在預(yù)告形式問(wèn)題上,目前《勞動(dòng)合同法》只承認(rèn)書面通知一種形式,立法本意是為了保證勞動(dòng)合同單方解除的嚴(yán)肅性,防止勞動(dòng)者濫用單方解除權(quán),可是由于實(shí)踐中可能存在勞動(dòng)者是否書面通知到用人單位的舉證問(wèn)題,實(shí)際上阻礙了勞動(dòng)者單方解除勞動(dòng)合同。針對(duì)這兩個(gè)問(wèn)題,借鑒勞動(dòng)立法上相對(duì)成熟國(guó)家的經(jīng)驗(yàn),提出了完善勞動(dòng)者單方解除勞動(dòng)合同制度的建議。第三部分筆者提出了工會(huì)在用人單位單方解除勞動(dòng)合同時(shí)的職能問(wèn)題,這一部分介紹了用人單位單方解除勞動(dòng)合同的類型及特殊性,工會(huì)在用人單位單方解除勞動(dòng)合同時(shí)應(yīng)該行使的職能。筆者認(rèn)為工會(huì)缺乏獨(dú)立性,并且工會(huì)的建議權(quán)在立法上沒(méi)有任何明確的程序規(guī)定,沒(méi)有程序保障,導(dǎo)致了在用人單位不聽取工會(huì)的建議或者干脆不給工會(huì)提出建議的機(jī)會(huì)時(shí),用人單位無(wú)須承擔(dān)任何法律后果,無(wú)法保障工會(huì)實(shí)現(xiàn)其真正的職能。針對(duì)以上問(wèn)題,筆者提出了對(duì)于解決工會(huì)獨(dú)立性問(wèn)題、完善工會(huì)與用人單位的協(xié)商程序以及用人單位承擔(dān)一定法律責(zé)任的建議,最終保障工會(huì)職能的實(shí)現(xiàn)。第四部分筆者對(duì)勞動(dòng)者預(yù)告解除勞動(dòng)合同的性質(zhì)問(wèn)題進(jìn)行了探討,因?yàn)樵趯W(xué)術(shù)界仍存在爭(zhēng)議,筆者認(rèn)為勞動(dòng)者提前解除勞動(dòng)合同從體系解釋的角度看不屬于違約行為,它是《勞動(dòng)合同法》明確授予勞動(dòng)者的一項(xiàng)法定權(quán)利。 本文的創(chuàng)新點(diǎn)：在勞動(dòng)者提前解除勞動(dòng)合同的預(yù)告期問(wèn)題上,筆者認(rèn)為可以由雙方約定,但必須對(duì)約定的程序進(jìn)行嚴(yán)格的規(guī)定,防止雙方權(quán)益損害；在簽訂勞動(dòng)合同時(shí),用人單位應(yīng)當(dāng)承擔(dān)一個(gè)告知義務(wù),令勞動(dòng)者明確如何具體實(shí)施勞動(dòng)合同預(yù)告解除權(quán)；在用人單位單方解除勞動(dòng)合同時(shí),從實(shí)體和程序上保證工會(huì)維權(quán)職能的實(shí)現(xiàn)。
[Abstract]:With the development and economic reform to establish a modern enterprise system, enterprises have gradually become market independent bodies and the main competition. Labor relations are gradually from administrative toward legalization. The labor contract is different from the civil contract, because the parties of the labor contract when the personal status of parties are not equal, therefore through a single independent special contract law to regulate this with personal property. As China's "People's Republic of China labor law" (hereinafter referred to as the "labor law"), "People's Republic of China labor contract law" (hereinafter referred to as the "labor contract law"), the implementation of regulations of People's Republic of China labor contract law (hereinafter referred to as the "labor contract law" promulgated the implementation regulations) in China, the initial composition of the labor law system. As the core of the labor contract, clearly the rights and obligations of both parties, to determine the establishment of labor relations. Labor and labor relations and The establishment of the rights and obligations of both parties in labor process goes through the validity of the labor contract to identify and standardize the form. The labor contract labor system reform, stable labor relations, the labor relations legal system has played an important role. The lifting of the labor contract, labor relations is the non natural termination is. In the labor contract, but has not been fully carried out, for some reason the legal behavior of the labor contract a party or parties to advance the elimination of labor relations. The unilateral lifting of the labor contract labor contract a significant impact on the relative person, is not conducive to the stability of labor relations, so the legislation should give full consideration to the labor contract, the rights and interests of the parties. Improve the relevant system, to ensure the stability of labor relations under the premise of realizing the liquidity of labor relations.
This paper consists of four parts. The first part of the labor contract system is summarized, introduces the concept, characteristics of the unilateral termination of the labor contract, according to different standards of the unilateral termination of labor contract into different types and distinguishing reasons, the termination of the labor contract and labor contract, labor contract and civil contract difference lift, finally introduced the system of value orientation in the legislation on the unilateral termination of labor contract, to help clear the purpose of legislation. In the second part, the author puts forward the first problem, namely laborer notice period and form of labor contracts. The author thinks that the advance notice period for rescission of the labor contract in labor legislation, neither with the the term of the labor contract to determine the different notice period, there is no distinction between the different quality of different types of workers, at this point, there are many foreign legislation Many legislative experience is worth learning. In the form of notice on the issue of the "labor contract law" only admit the written notice of a form, the legislative intention is to ensure the seriousness of the unilateral termination of the labor contract, laborer abuse of the right of rescission to prevent, but due to the possible presence of labor is written notice to the employer's burden of proof in practice in fact, hindered the worker unilaterally terminate the labor contract. In order to solve the two problems, from the labor legislation is relatively mature countries experience, put forward to perfect the worker unilaterally terminate the labor contract system. The third part proposes the function of trade unions to terminate the labor contract by the employer unilaterally in time, this part introduces the types of the employer unilaterally terminate the labor contract and the particularity of trade unions to terminate the labor contract with the employer unilaterally should exercise the functions. The author thinks. The lack of independence, and the right advice union without any clear procedural provisions in the legislation, no procedural safeguards, resulting in employers do not listen to their advice or not to trade union recommendations opportunities, the employer does not assume any legal consequences, cannot guarantee the realization of the true function of trade unions for. The above problems, the author puts forward to solve the problem of the independence of trade unions, trade unions and employers to improve the negotiation procedure and the employer to bear some legal responsibility, to achieve the ultimate protection of trade union functions. The fourth part of the laborer nature of labor contracts is discussed, because there are still disputes in academic circles the author thinks, the workers to terminate the labor contract from the perspective of interpretation system does not belong to the breach, it is the "labor contract law" expressly granted a laborer Statutory rights.
The innovation of this paper: in the period of notice to terminate the labor contract of the workers, I believe that can be agreed upon by both parties, but must carry on the strict provisions of the agreed procedures, to prevent damage to the interests of both sides; when the labor contract, the employer shall bear an obligation, to make clear how the implementation of the labor contract workers notice of termination of the specific right to terminate the labor contract; in the employerunilaterally, from entity and procedure to ensure the realization of the functions of trade union rights.

【學(xué)位授予單位】：東北財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2010
【分類號(hào)】：D922.5

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