臆断与实情:工资集体协商制度运行的实证分析

发布时间：2018-01-01 22:15

本文关键词：臆断与实情:工资集体协商制度运行的实证分析　出处：《西南民族大学学报(人文社会科学版)》2014年01期 　论文类型：期刊论文

【摘要】：工资集体协商制度作为工业民主的主要制度平台早已完成其正当性的证成,但这一制度模式与我国劳动法实施机制以及工会体系相结合之后,其运行过程和效果受到了理论界的诸多质疑。为此,通过对S省C市130家建立工资集体协商制度三年以上的企业调查发现,工资集体协商制度在实践中发挥了积极作用,能够在一定程度上提高劳动者的收入水平,并促进了企业生产经营,但也存在职工参与率不高和签订协议中的基本工资偏低等问题。此项制度正反两方面的效果均根源于我国三方机制的特点,即由公权力从劳资关系外部强势推进合作型劳动关系,故而难以将对抗行为纳入到劳动法体制框架内予以正当化。对工资集体协商制度的批评和构建不应当脱离本土的宏观制度背景,而应在既有框架下寻求拓展劳资协商自治的空间及其保障机制。
[Abstract]:The collective wage consultation system as the main system of industrial democracy platform has already completed its justification of legitimacy of, but after the system model and implementation mechanism of China's labor law and union system combined with the operation process and effect has been questioned in the theoretical circles. Therefore, based on the S C 130 a the collective wage consultation system for more than three years of enterprise survey, the collective wage consultation system has played a positive role in practice, can improve the income level of workers in a certain extent, and promote the production and operation of enterprises, but also has the staff participation rate is not high and the problems in the basic agreement signed two aspects of low wages. This a system of positive and negative effects are rooted in the three party system in our country, namely public power from labor relations to promote a strong external cooperative labor relations, it is hard to fight into the Labor Act Within the framework of the legal system, we should be legitimated. The criticism and construction of collective bargaining system should not be divorced from the background of the local macro system, but we should seek to expand the space of labor consultation and autonomy and guarantee mechanism under the existing framework.

【作者单位】：四川大学法学院;
【基金】：国家社科基金青年项目“劳资协商法律机制研究”(11CFX034)阶段性成果
【分类号】：D922.5
【正文快照】： 早在2000年,当时的劳动和社会保障部就出台了《工资集体协商试行办法》(劳动和社会保障部令[2000]第9号),确立起了工资集体协商制度的基本框架。但是,这一制度在出台后的若干年间并未得到有效的落实。直到2008年之后,在世界金融危机的压力之下,积累已久的贫富分化和职工普遍

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