论劳动合同的变更

发布时间：2018-01-01 00:04

本文关键词：论劳动合同的变更　出处：《西南政法大学》2010年硕士论文　论文类型：学位论文

【摘要】： 根据《劳动合同法》的规定,劳动合同的变更需要劳动者与用人单位协商一致后才能进行,并且必须采取书面形式。劳动合同的单方变更和非书面形式的变更没有得到法律的认可。立法上做出这样的规定,主要目的在于保护劳动者的权益,防止用人单位滥用权利,同时便于纠纷发生后的举证和行政机关的监督管理。但是这种“协商一致+书面化”的变更模式却存在很大的缺陷。在市场经济的背景下,用人单位应当享有充分的用工自主权,可以根据需要对劳动者的劳动报酬、工作时间、工作岗位、工作地点等做出及时的调整,也劳动者有服从的义务。从性质上将,劳动合同属于继续性契约和关系契约,书面劳动合同的订立只是劳动关系的触发机制。当事人双方在缔约时不可能对未来有充分的预计,在履行劳动合同的过程中,当事人需要对生产经营状况等外在情况的变化作出应对,双方通过明示或者默示的方式,对原劳动合同的内容进行补充、修正,因此当事人双方的权利义务关系应当以实际履行状况为准,而不应拘泥于原先的书面劳动合同。从比较法的视角来看,学说与立法均承认用人单位和劳动者在特定情形下享有单方变更劳动合同的权利。大陆法系和英美法系国家也分别以不同的方式承认非书面形式的变更,这些规定对于我国劳动合同变更制度的完善具有借鉴意义。笔者认为,《劳动合同法》应当对劳动合同的单方变更作出规定,明确用人单位在何种情形下可以调整劳动者的工作岗位和工作地点。而对于工作时间、劳动报酬、劳动条件等内容的单方变更问题,则应当按照现有的规范劳动合同履行制度的法律、法规、规章等规范性文件执行,从而使得劳动合同的履行制度与变更制度得以有机协调。同时,《劳动合同法》应当取消劳动合同变更“书面化”的限制条件,确立实际履行原则,以实际履行状况来确定用人单位与劳动者之间的权利义务关系。目前我国对于劳动合同变更制度在立法上没有得到足够的重视,学者的著作也多是集中在用人单位对劳动者的工作岗位、工作地点变更等具体问题的研究上,极少有从宏观层面研究劳动合同变更制度的成果。本文则是将劳动合同的变更制度作为整体进行研究,通过比较研究的方法,从劳动合同的性质入手进行分析,并且在考察现行制度的实施效果的基础上,提出相应的立法完善建议。
[Abstract]:According to the provisions of the Labor contract Law, the change of the labor contract requires the laborer and the employing unit to consult with each other before proceeding. And must take the written form. The labor contract unilateral change and the non-written form change has not obtained the legal approval. The legislation makes such stipulation, the main purpose is to protect the laborer's rights and interests. In order to prevent employers from abusing their rights, and at the same time to facilitate the proof after disputes and the supervision and management of administrative organs, there are great defects in this mode of "consensual writing". Under the background of market economy, the employing unit should enjoy sufficient autonomy in employment, and can make timely adjustments to the laborer's remuneration, working time, working position, work place and so on according to the need. Also the laborer has the obligation of service. From the nature, the labor contract belongs to the continuing contract and the relationship contract. The conclusion of the written labor contract is only the trigger mechanism of the labor relations. When the parties conclude the contract, it is impossible for the parties to have sufficient expectations for the future, and in the process of performing the labor contract. The parties need to make a response to the changes in the external conditions such as production and operation, and both parties shall supplement and amend the contents of the original labor contract by means of express or implied means. Therefore, the rights and obligations of both parties should be based on the actual performance, and should not be confined to the original written labor contract. From the perspective of comparative law. The doctrine and legislation both recognize the right of employers and workers to unilaterally change the labor contract under certain circumstances. The countries of the civil law system and the common law system also recognize the non-written changes in different ways. These provisions have reference significance for the perfection of labor contract change system in our country. The author thinks that the Labor contract Law should stipulate the unilateral change of the labor contract and make clear the circumstances under which the employer can adjust the working position and the working place of the laborer. The unilateral alteration of labor remuneration and labor conditions shall be carried out in accordance with the existing laws, regulations, rules and regulations governing the performance of labor contracts. Therefore, the performance system of labor contract and the system of change can be coordinated organically. At the same time, the labor contract law should abolish the restriction of "writing" of the change of labor contract, and establish the principle of actual performance. To determine the status of actual performance between employers and workers between the rights and obligations. At present, our country does not pay enough attention to the system of labor contract change in legislation, and scholars mostly focus on the research of specific issues such as the employer's work position, the change of work place and so on. Very few studies from the macro level of labor contract change system results. This article is the labor contract change system as a whole, through the comparative study method, from the nature of the labor contract analysis. And on the basis of investigating the effect of the current system, the author puts forward some suggestions on how to perfect the legislation.
【学位授予单位】：西南政法大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：D922.5

【引证文献】