劳动争议调解机制的构造分析与改进构想

发布时间：2018-12-27 18:34

【摘要】：我国劳动争议调解机制的结构性缺陷为忽视了调解组织中立性、行动能力、行为动因、工会角色安排和交易费用承担等前提条件问题,其基本假设不可靠。参考国际社会的成功做法,结合我国实际,可建立健全企业内部劳资沟通渠道,配置给雇主以释明、沟通义务和相应的举证责任;可改造和充实三方机制,以建立区域性、行业性乃至国家层面的调解和指导调解机构;在诸多重要条件不具备的过渡时期,可选择政府主导的调解机制,同时培育和激励民间调解机构和人员的广泛参与;运用惩罚性赔偿的私法责任和行政处罚等公法责任,强化对劳资纠纷中侵权者特别是资方的法律约束,以确立劳资争议调解中促进妥协、和解的压力与诱导机制。
[Abstract]:The structural defects of China's labor dispute mediation mechanism are that it ignores the preconditions of mediation organization neutrality, action ability, behavior motivation, trade union role arrangement and transaction costs, and its basic assumptions are unreliable. Referring to the successful practices of the international community and combining with the reality of our country, we can establish and perfect the internal communication channels of labor and capital in enterprises, and allocate them to employers to explain, communicate their obligations and the corresponding burden of proof. Tripartite mechanisms could be revamped and strengthened to establish mediation and guidance institutions at the regional, industrial and even national levels; In the transitional period which many important conditions do not have, can choose the government to lead the mediation mechanism, at the same time cultivates and encourages the folk mediation organization and the personnel widespread participation; In order to establish the pressure and inducement mechanism of promoting compromise and reconciliation in labor dispute mediation, the author uses the public law liability of punitive damages and administrative punishment to strengthen the legal restriction on the infringer, especially the management, in the labor dispute.
【作者单位】：中国人民大学劳动人事学院
【分类号】：D922.591

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