非法解雇赔偿制度研究

发布时间：2018-05-01 08:22

本文选题：非法解雇 + 解雇权　；参考：《西南政法大学》2014年硕士论文

【摘要】：劳动合同解除是劳动关系运行中的重要环节，涉及到用人单位的解雇权和劳动者生存权利之间的衡平。解雇权是法律对用人单位用工自主权利的肯定，同时为了防止其肆意地运用这一权利，为处在劳动关系天然弱势地位的劳动者提供更加周密的权利保障氛围，劳动法为用人单位设置权利的限制，超越权利设置的界限，即为违法。近年来，基于用人单位用工自主权和劳动者生存权利之间调和的解雇限制制度成为学术界聚焦的热点，该制度立足于基础理论和劳动合同的各种制度安排，通过整合具体的法律制度，构建解雇保护制度的整体框架。其中，非法解雇的赔偿作为救济劳动者被违法解雇后的补救措施，体现劳动法倾斜保护劳动者的思想，是解雇保护制度的一部分，其理应着眼于非法解雇的认定及赔偿金给付的各个方面，以使劳动者得到更加周密的保护。非法解雇如何认定，违反实体和程序上的解雇事由是否一律适用非法解雇赔偿制度，现有的赔偿金确定是否合理等都是需要非法解雇赔偿制度予以解决的。明确非法解雇的界定及其赔偿制度，深化解雇保护制度研究，对构建和谐劳动关系，提高经济运行的效率起着不可估量的作用。虽然我国《劳动合同法》规定了用人单位非法解雇的赔偿责任，力求达到惩戒用人单位的违法行为和保护劳动者利益的双重目的，但从赔偿金的运行机制来看，劳动者的切身利益并没有考虑周全，相关配套制度包括复职要求，，用人单位的解雇程序等，都有待于进一步完善。本文将立足于基础理论和司法实践，分析非法解雇赔偿制度方面的不足，提出非法解雇在赔偿以及相关配套制度方面的完善建议。本文的结构如下：引言部分主要是从案例出发，引出本文需要探究的方向，指出非法解雇的界定以及劳动者受解雇后权利保护之必要。非法解雇的赔偿制度安排应该力求平衡用人单位和劳动者之间的利益，维护和谐稳定的劳动关系，进而促进非法解雇赔偿的相关制度构建。第一部分首先着眼于非法解雇的界定，参考国内外的文献，明确中国劳动法语境下对非法解雇涵义的理解。同时，对接国外的相关概念，探究国外对非法解雇的界定，为后文的非法解雇赔偿的比较法研究做出铺垫。从我国劳动法相关规定出发，针对违反不同事由的解雇是否构成非法解雇的问题，分析不同的学说观点，并做出界定。第二部分主要论述非法解雇赔偿的相关理论。首先界定非法解雇赔偿责任的性质，对非法解雇的赔偿金是旨在弥补劳动者的损失抑或重在对用人单位违法行为的惩罚，从理论上做出探讨，以此来确定其性质。其次是关于非法解雇赔偿制度的功能认识，赔偿制度的运行功能在于以衡量劳动者保有工作岗位利益和用人单位的自主经营权为切入点，提供了和谐劳动关系建构的理性思考。第三部分则是梳理我国关于非法解雇赔偿制度方面的规定，探究在赔偿金计算因素，非法解雇效力认定期间劳动者权利之保护，复职与赔偿制度的选择以及延伸的预告期制度设计等方面分析现有制度重构的理论和现实必要性，把握这一制度完善的方向。第四部分是从比较法的角度鉴别这一制度的国内外立法差异。在各国纷繁复杂的劳动立法中，美国、英国、德国、法国在非法解雇赔偿制度方面具有典型性。类型多样的赔偿金制度体现了不同国家对本国解雇限制的特殊法律构造，也是该国的法律体系结构、劳动力市场发展程度和社会保障水平的彰显。通过国内外相关制度比较，借鉴域外立法精神，为我国这一制度的完善寻求立法共鸣和制度移植的可能性。第五部分是文章的落脚点，在前文分析理论和实践的基础上，针对这一制度的不足，提出相关的立法完善建议。重新考量赔偿金的计算标准，正视持续的司法诉讼中劳资双方的信任关系易被打破的事实，考虑用人单位在劳动者要求复职时的正当利益诉求，给予双方协商的空间，引导当事人选择恰当的救济的途径。另外，应该根据不同的标准细化用人单位的预告期制度，减少解雇过程中的不利益状态。
[Abstract]:The dissolution of labor contract is an important link in the operation of labor relations, which involves the balance between the dismissal right of the employer and the right to survive the workers. The right of dismissal is the affirmation of the independent rights of the employer, and in order to prevent the wanton use of this right, it provides the labourers in the natural disadvantaged position of labor relations. In recent years, the system of dismissal restriction based on the coordination between employers' employment autonomy and the rights of workers' survival has become the focus of academic focus. This system is based on basic theory and labor contracts. Various system arrangements, through the integration of specific legal system, the overall framework for the establishment of the system of dismissal protection. Among them, the compensation for illegal dismissal is a remedy for the relief workers after the illegal dismissal, reflecting the labor law's inclination to protect the workers, and is a part of the dismissal protection system, which should be focused on the identification of illegal dismissal. And the various aspects of the payment of compensation in order to make the workers more carefully protected. How to identify the illegal dismissal, whether the illegal dismissal system is applicable to the entity and the procedural dismissal, whether the existing compensation is reasonable and so on is to be solved by the illegal dismissal system. The study of the compensation system and the deepening of the dismissal protection system play an immeasurable role in building harmonious labor relations and improving the efficiency of economic operation.
Although the labor contract law of China stipulates the liability for the compensation for the illegal dismissal of the employer, it tries to achieve the double purpose of punishing the illegal acts of the employers and protecting the interests of the workers. But from the view of the operation mechanism of the compensation gold, the vital interests of the workers are not considerate, and the relevant supporting systems include the requirements of the reemployment and the employers. The dismissal procedure, etc., should be further improved. This article will be based on the basic theory and judicial practice, analyze the shortcomings of the illegal dismissal system, and put forward the suggestions for the improvement of the unlawful dismissal in the compensation and related supporting system.
The structure of this article is as follows:
The introduction is mainly from the case, which leads to the direction that this article needs to explore, points out the definition of illegal dismissal and the necessity of protecting the right after the workers are dismissal. The arrangement of the compensation system for illegal dismissal should strive to balance the interests between the employers and workers, maintain and stabilize the labor relations, and then promote the illegal dismissal. The construction of the relevant system of compensation.
The first part first focuses on the definition of illegal dismissal, referring to the literature at home and abroad, and clarified the understanding of the meaning of illegal dismissal in the context of China's labor law. At the same time, the definition of illegal dismissal in foreign countries is explored and the definition of illegal dismissal in foreign countries is explored. Starting from the question of whether dismissal of a violation of a different cause constitutes an illegal dismissal, we analyze different views and define it.
The second part mainly discusses the related theories of the compensation for illegal dismissal. First, it defines the nature of the liability for compensation for illegal dismissal. The compensation for illegal dismissal is to make up for the loss of the workers or to punish the illegal acts of the employers, and to make a theoretical discussion to determine its nature. Secondly, it is about the illegal dismissal system. The function of the degree of function is that the function of the compensation system lies in the rational thinking of the construction of the harmonious labor relationship by measuring the interests of the workers and the independent management of the employers.
The third part is to comb our country's provisions on the system of unlawful dismissal compensation, and to explore the theoretical and practical necessity of the reconstruction of the existing system in the aspects of the calculation factors of the compensation, the protection of the rights of the workers during the identification of the validity of the illegal dismissal, the choice of the reposition and compensation system and the extension of the system design of the preview period. A perfect direction of the system.
The fourth part is to identify the domestic and foreign legislative differences from the perspective of comparative law. In the complex labor legislation of various countries, the United States, Britain, Germany and France are typical of the illegal dismissal system. The various types of compensation system reflect the special legal structure of the dismissal restrictions in different countries. The legal system structure of the country, the development of the labor market and the level of social security show the possibility of seeking legislative resonance and system transplantation for the perfection of the system by comparing the relevant systems at home and abroad and drawing on the extraterritorial legislation.
The fifth part is the foothold of the article. On the basis of the previous analysis theory and practice, in view of the deficiency of this system, it puts forward relevant legislative proposals, reconsiders the calculation standard of the compensation gold, and confront the fact that the trust relationship between the employers and the employers and the employers in the continuous judicial proceedings is easily broken, and considers the employer's request for remission in the labourer. When the legitimate interests of the demand, give both sides consultation space, guide the parties to choose the right way of relief. In addition, it should be according to different standards to refine the employer's notice period system, reduce the dismissal state of disinterest in the process of dismissal.

【学位授予单位】：西南政法大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：D922.5

【参考文献】