發(fā)布時(shí)間：2018-01-13 10:17

  本文關(guān)鍵詞：我國(guó)事實(shí)勞動(dòng)法律制度完善研究　出處：《安徽大學(xué)》2012年碩士論文　論文類(lèi)型：學(xué)位論文

  更多相關(guān)文章： 事實(shí)勞動(dòng) 法律關(guān)系 勞動(dòng)合同 法律完善

【摘要】：當(dāng)前,我國(guó)正處于經(jīng)濟(jì)平穩(wěn)較快發(fā)展的黃金時(shí)期,各類(lèi)經(jīng)濟(jì)組織在社會(huì)主義市場(chǎng)經(jīng)濟(jì)條件下同生共長(zhǎng)、競(jìng)相發(fā)展,特別是,我國(guó)勞動(dòng)人口規(guī)模和流動(dòng)性在全球絕無(wú)僅有。在這樣的時(shí)代背景下,用人單位與勞動(dòng)者之間的關(guān)系是否和諧,不僅僅關(guān)系著企業(yè)生產(chǎn)經(jīng)營(yíng),更關(guān)系著社會(huì)的穩(wěn)定。近年來(lái),我國(guó)先后制定實(shí)施了《勞動(dòng)法》、《勞動(dòng)合同法》,對(duì)構(gòu)建和諧勞動(dòng)關(guān)系起到了一定的促進(jìn)作用。但是,在立法理念上,我國(guó)過(guò)于強(qiáng)調(diào)書(shū)面勞動(dòng)合同的作用,對(duì)事實(shí)勞動(dòng)關(guān)系抱著含糊不定的態(tài)度。現(xiàn)實(shí)經(jīng)濟(jì)生活中普遍存在這樣一種現(xiàn)象——因種種原因,用人單位與勞動(dòng)者之間沒(méi)有形成書(shū)面勞動(dòng)合同,但是勞動(dòng)者實(shí)際給付了有償勞動(dòng)服務(wù),而引發(fā)事實(shí)勞動(dòng)糾紛。同時(shí),由于我國(guó)經(jīng)濟(jì)發(fā)展正處于活躍期,事實(shí)勞動(dòng)關(guān)系還將長(zhǎng)期大量存在。我國(guó)勞動(dòng)法律學(xué)者在對(duì)待事實(shí)勞動(dòng)關(guān)系問(wèn)題上觀點(diǎn)不一。因此,為了更好地維護(hù)勞動(dòng)者的合法權(quán)益,很有必要立足我國(guó)基本國(guó)情,借鑒境外立法經(jīng)驗(yàn),對(duì)事實(shí)勞動(dòng)關(guān)系進(jìn)行更加深入細(xì)致的研究,為有效解決事實(shí)勞動(dòng)關(guān)系難點(diǎn)問(wèn)題提供思路。 事實(shí)勞動(dòng)關(guān)系的存在具有客觀必然性,是勞動(dòng)力市場(chǎng)供大于求、勞動(dòng)者和用工企業(yè)法律意識(shí)淡薄、勞動(dòng)法律體系自身缺陷等多方面因素共同形成的。事實(shí)勞動(dòng)關(guān)系具有表現(xiàn)形式不定、權(quán)利義務(wù)不清、形式要件不全、辨識(shí)程度不高等基本特征,其主要類(lèi)型有四種：未訂立有效書(shū)面合同而形成的事實(shí)勞動(dòng)關(guān)系、未及時(shí)續(xù)訂書(shū)面勞動(dòng)合同而形成的事實(shí)勞動(dòng)關(guān)系、勞動(dòng)合同被確認(rèn)無(wú)效而形成的事實(shí)勞動(dòng)關(guān)系、因雙重勞動(dòng)事實(shí)行為而形成的事實(shí)勞動(dòng)關(guān)系。我國(guó)事實(shí)勞動(dòng)法律制度很不健全,事實(shí)勞動(dòng)關(guān)系處理模式的法律設(shè)計(jì)邏輯性不強(qiáng),將訂立書(shū)面勞動(dòng)合同作為用人單位的單方義務(wù)造成了理論上的困難,過(guò)分強(qiáng)調(diào)勞動(dòng)合同要式性帶來(lái)很多不便。對(duì)此,我國(guó)學(xué)界對(duì)事實(shí)勞動(dòng)提出了“無(wú)效論”、“轉(zhuǎn)化論”、“保護(hù)論”三種解決路徑。比較大陸法系、英美法系及我國(guó)臺(tái)灣地區(qū)事實(shí)勞動(dòng)關(guān)系立法,大多數(shù)國(guó)家和地區(qū)都在盡力淡化勞動(dòng)合同形式要件,承認(rèn)各種勞動(dòng)合同形式的合法性、合理性。因此,完善我國(guó)事實(shí)勞動(dòng)法律制度,必須放寬對(duì)勞動(dòng)合同形式的限制,促進(jìn)勞動(dòng)合同形式多樣化、確立事實(shí)勞動(dòng)關(guān)系的履行規(guī)則、完善勞動(dòng)合同無(wú)效時(shí)的處理制度、規(guī)范兼職等雙重勞動(dòng)關(guān)系。
[Abstract]:At present, our country is in the golden period of steady and rapid economic development, all kinds of economic organizations in the socialist market economy are growing together, competing for development, especially. The scale and mobility of Chinese labor force is unique in the world. Under this background, whether the relationship between employers and workers is harmonious is not only related to the production and operation of enterprises. In recent years, China has formulated and implemented the Labor Law and the Labor contract Law, which has played a certain role in promoting the construction of harmonious labor relations. However, in the legislative concept. Our country emphasizes the function of the written labor contract too much, and holds a vague and uncertain attitude to the actual labor relations. There is such a phenomenon in the real economic life-for various reasons. There is no written labor contract between the employer and the laborer, but the laborer actually pays the paid labor service, which leads to the fact labor dispute. At the same time, the economic development of our country is in the active period. In order to protect the legitimate rights and interests of laborers, the views of Chinese labor law scholars on the treatment of factual labor relations will remain large for a long time. It is necessary to base on the basic national conditions of our country, draw lessons from the overseas legislative experience, carry on more thorough and meticulous research on the factual labor relations, and provide the train of thought for effectively solving the difficult problems of the factual labor relations. The fact of the existence of labor relations has an objective inevitability, is the labor market supply is more than demand, workers and employment enterprise legal consciousness is weak. The fact of labor relations has some basic characteristics, such as uncertain form, unclear rights and obligations, incomplete formal elements, and low degree of identification. There are four main types: the factual labor relationship formed without the conclusion of a valid written contract, and the factual labor relationship formed by the failure to renew the written labor contract in a timely manner. The factual labor relationship formed by the invalidation of the labor contract and the factual labor relation formed by the dual labor factual behavior. The legal system of our country's factual labor is not perfect. The fact that the legal design of labor relations processing model is not logical, the conclusion of a written labor contract as a unilateral obligation of employers has caused theoretical difficulties. Too much emphasis on the essential nature of labor contract brings a lot of inconvenience. For this, our academic circles put forward "invalid theory", "transformation theory", "protection theory" three ways to solve the problem. In Anglo-American law system and in Taiwan, most countries and regions try their best to desalinate the formal elements of labor contract, and recognize the legitimacy and rationality of various forms of labor contract. In order to perfect the legal system of factual labor in our country, we must relax the restrictions on the form of labor contract, promote the diversification of the form of labor contract, establish the performance rules of the factual labor relationship, and perfect the handling system when the labor contract is invalid. Regulate dual labor relations, such as part-time work.
【學(xué)位授予單位】：安徽大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類(lèi)號(hào)】：D922.5

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