我国劳动争议调解制度的评析及完善

发布时间：2018-03-19 18:14

本文选题：劳动争议　切入点：调解制度　出处：《中国政法大学》2008年硕士论文　论文类型：学位论文

【摘要】： 劳动争议调解制度是我国劳动争议处理程序的一项重要制度。新近实施的《劳动争议调解仲裁法》对劳动争议调解制度进行了一定的变革,但尚有许多不足之处,诸如劳动争议调解机构的设立繁多而杂乱,劳动争议调解的程序不清晰,劳动争议调解员的准入门槛过低,劳动争议调解协议的法律效力不明确等。评析现有劳动争议调解制度的症结,借鉴国外的成熟制度,从广义的劳动争议调解角度构建统一的劳动争议调解体系,完善劳动争议调解中的不足和尚待明确之处,不仅对于解决日益增长的劳动法律纠纷,维护劳动关系和经济秩序的稳定具有切实的现实意义,而且对于劳动争议调解理论体系的构建也有一定的学术价值。本文除去前言和结语,共分为四部分。第一部分对劳动争议调解制度进行了简要的介绍,明确了其定义和范畴,也界定了本文所指的劳动争议调解制度为广义上的劳动争议调解制度。第二部分从辩证法的角度对我国现有劳动争议调解制度进行评析,指出其症结所在,即企业劳动争议调解委员会的调解瓶颈,基层人民调解组织的作用难以发挥,在乡镇、街道设立的具有劳动争议调解职能组织存在操作盲点,劳动争议调解协议的法律效力尚不明确。第三部分用比较研究的方法对国外及台湾地区劳动争议调解制度进行了介绍和分析,提炼出其七个特点,即强调调解在劳动争议处理机制中的作用,设有劳动争议调解专业机构,实行三方性原则,根据劳动争议性质分类而设有相应的调解程序,自愿调解与强制调解相结合,公权力发挥了积极作用,实行争议双方的积极沟通。第四部分在前面三部分研究的基础上,通过比较和借鉴,用实证的方法从制度构建上进行了对我国劳动争议调解制度完善的构想和设计,即成立专门的以政府为主导的劳动争议调解机构,对劳动争议按照其性质的不同(个别争议和集体争议)设置相应的调解层级和调解程序,组建具有专业性和长期性的劳动争议调解员队伍,以期充分发挥劳动争议调解制度的作用。在前面两个制度构想完全建立起来的过渡阶段,发挥法院已有的调解优势,建立诉前劳动争议调解机制,使劳动争议调解制度能够通过渐进的方法,逐步科学和完善。
[Abstract]:Labor dispute mediation system is an important system of labor dispute settlement procedure in China. The newly implemented Labor dispute Mediation and Arbitration Law has changed the labor dispute mediation system to some extent, but there are still many deficiencies. For example, the establishment of labor dispute mediation institutions is numerous and messy, the procedures for labor dispute mediation are not clear, and the barriers to entry for labor dispute mediators are too low. The legal effect of the labor dispute mediation agreement is not clear and so on. This paper analyzes the crux of the existing labor dispute mediation system, draws lessons from the foreign mature system, and constructs a unified labor dispute mediation system from the broad view of labor dispute mediation. The improvement of the deficiencies in labor dispute mediation and the need for clarity are not only of practical significance in resolving the growing labor legal disputes, but also in maintaining the stability of labor relations and economic order. Moreover, it has certain academic value for the construction of labor dispute mediation theory system. Apart from the preface and the conclusion, this paper is divided into four parts. The first part briefly introduces the system of labor dispute mediation, and defines its definition and category. It also defines the labor dispute mediation system referred to in this paper as the labor dispute mediation system in a broad sense. The second part analyzes the existing labor dispute mediation system in China from the perspective of dialectics and points out the crux of the system. That is, the mediation bottleneck of the labor dispute mediation committee of the enterprise, the function of the people's mediation organization at the grass-roots level is difficult to play, and the organizations with labor dispute mediation function set up in the towns and streets have operation blind spots, The legal effect of the labor dispute mediation agreement is not clear. The third part introduces and analyzes the labor dispute mediation system in foreign countries and Taiwan region with the method of comparative study, and abstracts its seven characteristics. That is to say, it emphasizes the role of mediation in the mechanism of handling labor disputes, the establishment of specialized organizations for mediation of labor disputes, the implementation of the tripartite principle, the establishment of corresponding mediation procedures according to the classification of the nature of labor disputes, and the combination of voluntary mediation and compulsory mediation. The public power has played a positive role in carrying out the positive communication between the two sides of the dispute. Part 4th is based on the previous three parts of the study, through comparison and reference, In this paper, an empirical method is used to construct the system of labor dispute mediation in our country, that is, to set up a special labor dispute mediation institution led by the government. To set up corresponding mediation levels and mediation procedures for labor disputes according to their different nature (individual disputes and collective disputes), and to set up a contingent of professional and long-term labor dispute mediators, In order to give full play to the role of the labor dispute mediation system. In the transitional stage when the former two systems were completely established, the court should give full play to the advantages of mediation, and establish the pre-lawsuit labor dispute mediation mechanism. To enable the labor dispute mediation system through a gradual approach, step by step scientific and perfect.
【学位授予单位】：中国政法大学
【学位级别】：硕士
【学位授予年份】：2008
【分类号】：D922.591

【引证文献】