无固定期限劳动合同解除制度研究

发布时间：2018-06-21 16:06

本文选题：无固定期限劳动合同 + 解除条件　；参考：《吉林大学》2009年博士论文

【摘要】： 无固定期限劳动合同有足够的理由成为我国劳动合同的主流形式,但这并不意味着其等同于固定工,因为它可以被依法解除。我国现有的劳动合同解除机制是一个“三合一”的样态,即包括无固定期限劳动合同在内的三种劳动合同统一适用一种解除机制,这种做法极不合理。我国立法应考虑在适当的时机对其进行剥离,即分别针对不同种类、性质的劳动合同建立不同的解除机制。就无固定期限劳动合同的解除机制重构而言,应该明确以下几点:明确无固定期限劳动合同为我国劳动合同的主流形式与常态,其他类型的劳动合同为特殊条件下有条件适用的补充形式;分别构建无固定期限劳动合同与其他种类劳动合同各自的解除机制;细化与改进无固定期限劳动合同的具体解除条件;完备无固定期限劳动合同解除后劳动者与用人单位的契约后义务,杜绝产生新的纠纷。
[Abstract]:Labor contract with no fixed term has enough reason to become the mainstream form of labor contract in our country, but this does not mean that it is equivalent to fixed work, because it can be dissolved according to law. The existing labor contract rescission mechanism of our country is a "three-in-one" pattern, that is, three kinds of labor contract including the labor contract with no fixed term apply one kind of rescission mechanism in a unified way, this kind of practice is extremely unreasonable. The legislation of our country should consider peeling it out at an appropriate time, that is to say, to set up different mechanism of rescission for different types and nature of labor contract. As far as the resetting mechanism of the labor contract with no fixed term is concerned, the following points should be made clear: the labor contract with no fixed term is the mainstream form and the normal state of the labor contract in our country. Other types of labor contracts are supplementary forms of conditional application under special conditions, and the respective dissolution mechanisms of non-fixed term labor contracts and other kinds of labor contracts are respectively constructed. To refine and improve the specific conditions of rescission of the labor contract with no fixed term; to complete the post-contract obligations between the laborer and the employer after the termination of the non-fixed term labor contract, and to put an end to new disputes.
【学位授予单位】：吉林大学
【学位级别】：博士
【学位授予年份】：2009
【分类号】：D922.5

【引证文献】