论我国集体利益劳动争议解决机制的完善

发布时间：2018-06-18 11:56

本文选题：集体利益劳动争议 + 集体谈判　；参考：《安徽大学》2012年硕士论文

【摘要】：本文主要研究了有关我国集体利益劳动争议解决机制的问题,认为在罢工事件如此频发的当下,集体利益劳动争议已经成为我国劳动争议的主要形式,而我国目前现有的劳动争议处理制度已经不能满足数量激增的集体利益劳动争议的处理需求,因此,完善我国的集体利益劳动争议解决机制已经成为当务之急。首先,本文通过阐述南海本田罢工事件引入了我国目前的工资集体谈判制度,在总结了此次工资集体谈判成功的原因之余,也提出了此次罢工和集体谈判所遗留下来的一些亟待解决的问题。本文在阐述了有关我国集体利益劳动争议解决方式的立法现状和制度安排之后,从集体协商制度的不成熟,行政协调制度的名存实亡,劳动争议仲裁制度的缺失,罢工权的法律规定模糊这四个方面分析了我国目前集体利益劳动争议解决机制的缺失。认为我国有关集体利益劳动争议的解决方式在法律法规的依据上还是比较贫瘠的,在处理制度的设计安排上也存在一些的不科学不合理之处,并且在实际操作过程中也面临许多严峻的问题。从制度的架构上而言,我国目前对于集体利益劳动争议的处理方式还没有形成一整套合理健全的机制。其中具体问题主要表现在：集体协商中劳资双方的地位和协商力严重不对等；劳动者借以对抗企业管理方的罢工权缺乏法律的保障；行政协调中行政协调部门缺乏组织功能上的独立性和工作上的积极性导致行政协调的公信力严重降低,协调率不断下降；相关的解决方式之间缺乏制度上的连接性和互补性。其次,本文从集体谈判的兴起和制度的确立,罢工权的立法和规范,集体利益劳动争议的调解制度,集体利益劳动争议的仲裁制度,集体利益劳动争议的实况调查制度这五个方面阐述了发达国家和地区的集体利益劳动争议解决机制。认为发达国家和地区的集体利益劳动争议解决机制的优势主要有：集体谈判制度相对成熟；立法明确赋予劳动者罢工权；集体利益劳动争议的调解以政府为主导且保证了调解组织的独立性和专业性；劳动仲裁的适用范围涵盖了集体利益劳动争议。发达国家和地区的集体利益劳动争议解决机制为完善我国集体利益劳动争议解决机制提供了借鉴。最后,本文针对我国集体利益劳动争议解决机制的缺失提出了通过建立具有中国特色的集体谈判制度,完善有关罢工权的立法和政策,形成由政府主导的行政性调解模式,建立集体利益劳动争议仲裁制度来完善我国的集体利益劳动争议解决机制的建议。主要观点建议包括：一是要加快我国相关劳动立法的进程,提高工会在我国集体协商中的维权实效性,通过立法赋予劳动者罢工权以实现我国集体协商向集体谈判的转型；二是要补充完善我国的《劳动争议调解仲裁法》和《集体合同规定》,组成独立的行政调解委员会,形成以政府为主导、当事人非完全自由启动的行政调解模式。三是要扩大我国劳动仲裁的调整范围,尽快建立健全集体利益劳动争议的仲裁制度。通过一系列的制度改革和模式完善,构建一套科学高效的集体利益劳动争议解决机制,以期切实地保护劳动者权益、化解劳资冲突、维持社会稳定。
[Abstract]:This paper mainly studies the problem of solving the labor dispute settlement mechanism of collective interests in China. It is believed that, at the moment of frequent strikes, collective interest labor disputes have become the main form of labor disputes in our country, and the existing labor dispute handling system in China has not been able to meet the collective interests of the labor dispute. Therefore, improving our collective interest dispute resolution mechanism has become a top priority.
First of all, this paper introduces the current wage collective bargaining system in China by introducing the Honda strike event in the South China Sea. After summarizing the reasons for the success of the collective bargaining, it also puts forward some problems left out by the strike and the collective bargaining. This paper expounds the solution to the labor dispute in China's collective interests. After the legislative situation and the system arrangement of the decision, from the four aspects of the immaturity of the collective consultation system, the death of the administrative coordination system, the absence of the labor dispute arbitration system and the vague legal provisions of the right to strike, this paper analyzes the lack of the labor dispute settlement system in the collective interests of our country. There are some unscientific and irrational ways in the design arrangement of the processing system, and there are many serious problems in the actual operation process. In the framework of the system, there is no way for our country to deal with the labor disputes of collective interests. A complete set of reasonable and sound mechanism is formed. The main problems are as follows: the position and negotiation power of the labor and capital between the two parties is seriously unequal in the collective consultation; the workers' right to fight against the enterprise managers is lack of legal protection; the administrative coordination department lacks the independence of the organization function and the positive work. Sex leads to a serious reduction in the credibility of administrative coordination and a decline in coordination rate. There is a lack of institutional connectivity and complementarity between the relevant solutions.
Secondly, from the five aspects of the rise and system of collective bargaining, the legislation and regulation of the right to strike, the mediation system of collective interest labor disputes, the arbitration system of collective interest labor disputes, and the fact finding system of collective interest labor disputes, the collective interest labor dispute settlement mechanism in the developed countries and regions is expounded. The main advantages of the collective interest labor dispute settlement mechanism for the developed countries and regions are as follows: the collective bargaining system is relatively mature; the legislation gives the workers the right to strike; the mediation of the collective interests of labor disputes is guided by the government and guarantees the independence and professionalism of the mediation organization; the scope of application of labor arbitration covers the collection. The labor dispute settlement mechanism of collective interests in developed countries and regions provides a reference for improving the collective labor dispute settlement mechanism in China.
Finally, in view of the lack of labor dispute settlement mechanism in China's collective interests, this paper puts forward a collective bargaining system with Chinese characteristics, perfect the legislation and policies on the right to strike, form a government led administrative mediation model, and establish a collective interest labor dispute arbitration system to improve our country's collective interest labor disputes. The main points of view are as follows: first, we should speed up the process of relevant labor legislation in our country, improve the effectiveness of the labor union in the collective consultation of our country, give the workers' right to strike through legislation to realize the transformation of collective bargaining in our country, and two, to supplement and perfect the mediation of labor dispute mediation in our country. To form an independent administrative mediation committee, and form an independent administrative mediation committee to form an administrative mediation model which is dominated by the government and the parties are not fully free. Three it is to expand the scope of the adjustment of labor arbitration in China, establish and perfect the arbitration system for the collective interests of labor disputes as soon as possible. Through a series of institutional reforms and patterns, A scientific and effective collective interest dispute resolution mechanism should be constructed to protect workers' rights and interests, resolve conflicts between labor and capital and maintain social stability.
【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：D922.5

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