报复性解雇认定标准及法律责任之构造——基于美国立法与司法经验的考察

发布时间：2018-06-06 18:39

本文选题：报复性解雇 + 认定标准　；参考：《上海财经大学学报》2017年06期

【摘要】：报复性解雇系指雇员在劳动关系存续期间因作出有利于社会公共利益的行为而惹怒雇主,导致后者产生报复的心理,以表面上符合劳动法上正当解雇的理由为借口而作出解雇,其与违法解雇、惩戒解雇、不当解雇等术语的外延存在明显差异。报复性解雇可类型化雇员因作出参与行为而被解雇与因作出反对行为而被解雇。我国现有解雇保护制度存在法律漏洞,造成司法机关在处理报复性解雇纠纷时不知如何认定以及怎样课责。借鉴美国立法与司法经验,对报复性解雇认定标准的构造,应分别对报复主体、报复对象、报复动机与因果关系四要素作出认定;而报复性解雇法律责任的构造,应建立以惩罚性赔偿金为中心的法律责任体系。欲将报复性解雇认定标准及法律责任规则嵌入我国解雇保护制度中,应通过立法来完善。
[Abstract]:Retaliatory dismissal refers to an employee who irritates an employer during the existence of a labor relationship because he has acted in the interests of the public interest, resulting in a mentality of revenge on the part of the latter, and making the dismissal under the pretext of ostensibly complying with the legitimate grounds for dismissal under the labor law. There are obvious differences in the extension of terms such as illegal dismissal, disciplinary dismissal, improper dismissal and so on. Retaliatory dismissal can be classified as dismissal of an employee for taking part in the act and dismissal for an act of opposition. There are legal loopholes in the protection system of dismissal in our country, which results in judicial organs not knowing how to identify and how to be held responsible when dealing with retaliatory dismissal disputes. For reference of American legislative and judicial experience, the construction of the recognition standard of retaliatory dismissal should be based on four elements: the subject of revenge, the object of retaliation, the motive of retaliation and the relationship between causality and causality, and the structure of legal liability for retaliatory dismissal. We should establish a legal liability system centered on punitive damages. If we want to embed the recognition standard of retaliatory dismissal and the rules of legal liability into the protection system of dismissal in our country, we should perfect it by legislation.
【作者单位】：武汉大学法学院;
【分类号】：D922.5;D971.2

【相似文献】