【摘要】： 勞資問題,是西方國家在工業(yè)化過程中出現(xiàn)的社會現(xiàn)象。早期資本主義奉行“契約自由原則”,雇主與雇員之間是“自由的雇用關系”,聘任與解聘都是自由的,勞資之間是純粹的債權債務關系。這種“雇用自由關系”的后果是,工人工作不穩(wěn),生活水平低下。因此,各國工人運動日漸興起,勞資矛盾逐漸激化。為了化解這種矛盾,到了十九世紀末二十世紀初,西方國家紛紛制定勞工法保護勞工權益。這樣,具有社會連帶性質的勞動契約制度得以確立。 在中國,原本無勞資問題。自鴉片戰(zhàn)爭以后,隨著外國資本的涌入、洋務運動的興起和民族資本主義的發(fā)展,工業(yè)漸興,勞資矛盾也由此顯現(xiàn)。五四運動以后,中國工人階級開始覺醒,工人運動也發(fā)生了從自發(fā)到自為的轉變。自此,工人運動逐漸發(fā)展,各地工潮迭起。在這樣的社會背景下,從20世紀20年代起,社會各界對勞動立法的要求日漸強烈。但是,直至南京國民政府成立,才真正開始了大規(guī)模的勞動立法。具有社會色彩的勞動契約制度才得以在中國建立。 本文意在分析南京國民政府時期勞動契約制度的形成、變化、主要內(nèi)容和借鑒意義。 第一章主要內(nèi)容是勞動契約制度的時代背景。近代工業(yè)的產(chǎn)生,導致中國的勞資階級及其團體的產(chǎn)生,他們是勞動契約制度形成的階級基礎。勞資矛盾日漸尖銳,工人運動日益高漲,為勞動契約制度的建立奠定了政治基礎。而域外勞動思潮的演變也對中國勞動思潮及勞工運動產(chǎn)生了重大影響,中國勞工也開始了爭取勞動權利的立法斗爭。而域外先進的契約制度為南京政府的勞動契約制度的建立提供了先進的法制文化經(jīng)驗,在早期蘇俄勞動思潮對廣州國民政府產(chǎn)生重大影響,而北伐勝利后,南京國民政府更多的受法德等國的影響。 第二章主要內(nèi)容是勞動契約制度的萌芽及發(fā)展。民國早期的主客觀原因推動了勞動立法的興起。北洋政府進行了工會立法以應對工人要求權利的呼聲,廣州國民政府為了促進民主革命的發(fā)展,制訂了一系列勞工政策,頒布了勞工法規(guī),確認了工人的組織工會的權利,保護工人的合法權益。而中國勞動組合書記部也領導工人進行勞動立法運動。這些勞工立法活動促使了我國勞動契約制度的萌芽。但是,隨著北伐戰(zhàn)爭的進展,國民黨從最初推行比較激進的勞動政策逐漸轉向和緩漸進的勞動政策。在蔣介石發(fā)動“四·一二”政變之后,以暴力鎮(zhèn)壓工人運動,改變了原有的勞資關系格局。民國勞動契約法制思想與法制模式也隨之發(fā)生了變化。 第三章主要內(nèi)容是勞動契約制度的法律淵源。南京國民政府為調(diào)整勞資關系,進行了一系列勞動立法活動,頒布了許多勞工法規(guī),諸如《勞動契約法》、《工廠法》、《工會法》等等,其中規(guī)定了工時、工資、勞動衛(wèi)生、特殊群體的保護以及勞動保險等實體權利方面的內(nèi)容,這些規(guī)定為勞資的權利義務關系的建立提供了法律依據(jù)。這些規(guī)定構成了勞動契約制度的法律淵源。同時,國民黨的勞工政策也包含大量的勞動契約制度方面的內(nèi)容,也成為勞動契約制度法律淵源。另外,工廠規(guī)則、勞動協(xié)議等也作為確立勞資權利義務的依據(jù)。 第四章主要內(nèi)容是分析了勞動契約關系的含義和性質,介紹南京國民政府勞動契約規(guī)定的當事人的權利義務,并分析了勞動契約與民事雇傭、承攬等民事勞務契約的區(qū)別。勞動契約關系是勞工與雇主之間締結的、勞工提供勞動為雇主使用,而雇主給付報酬的協(xié)議。與民事合同相比,勞動契約具有從屬性、社會性、勞動對象的特殊性等屬性。 第五章主要內(nèi)容是介紹南京國民政府勞動標準與勞動福利制度。工時制度包括工作時間、休息和休假的有關規(guī)定;工資標準規(guī)定了工資標準確立的基本制度、工資形式和工資水平;在勞動福利方面,分析了勞動福利制度產(chǎn)生的原因,南京國民政府勞動福利制度的規(guī)定及實施情況�？偟膩碚f,南京國民政府的工時、工資等規(guī)定得較為苛刻,福利待遇也很差。 第六章主要內(nèi)容是介紹民國時期,中國特殊的勞動契約制度。近代中國特殊的社會背景,造成了社會上還存在大量的特殊用人方式,在舊中國資本家采用這些用人方式對工人進行殘酷剝削。本章分析了特殊勞動契約制度產(chǎn)生的原因,招工制、包工制等自由式的雇傭方式以及包身工、學徒工和養(yǎng)成工等特殊雇傭制度。這些特殊的勞動契約制度是半殖民地半封建社會的客觀情況產(chǎn)生的。這些特殊的勞動契約制度是民國時期實踐中客觀存在的,是當時勞動契約制度必不可少的組成部分。 第七章主要內(nèi)容是勞動契約制度的實施。勞動契約制度,作為一項法律,最終要通過實施,才能達到保護勞工,協(xié)調(diào)勞資關系的目的,才能實現(xiàn)勞動契約制度的價值。勞工法規(guī)中規(guī)定了勞動契約實施制度的一些內(nèi)容,這些內(nèi)容主要包括:勞動契約訂立的方式,民國時期勞動契約訂立的主要方式為口頭方式;勞動契約訂立的原則,為自由原則;勞動契約成立要件和生效要件;勞動契約的終了,包括勞動契約制度終止和解雇的原因、違法解雇的責任以及發(fā)給工人勞動證明書等問題。南京政府通過民國勞動契約制度實施的有關規(guī)定,從勞動契約的訂立到勞動契約終了的整個運行過程中對雙方進行制約,從而達到國民黨的“勞資調(diào)協(xié)政策”的目的。 第八章主要內(nèi)容是南京國民政府勞動契約制度的歷史意義及影響。本章首先在總體上對南京國民政府勞動契約制度作出評價,例如,規(guī)定了職業(yè)發(fā)明歸屬原理、工作地點及其變動原理以及勞動契約終止后,雇主發(fā)放證明書之義務。這些制度在今天看來仍有其合理性。同時,在一個傳統(tǒng)上以農(nóng)業(yè)為主的國家里,勞動契約制度的建立,與一大批學識淵博而又熟悉國外勞動法的法學家的貢獻密不可分。南京國民政府勞動契約制度正是在考察國外先進勞動法律制度的基礎上,結合當時中國的實際情況而構建的。南京國民政府勞動契約制度中的許多內(nèi)容具有相當?shù)目茖W性,即使在今天看來還具有一定的借鑒意義。當前,我國臺灣地區(qū)的勞動契約制度有了較大的變化,但是,從中也能看出對南京國民政府勞動契約制度的繼受性。新中國勞動合同制度,是經(jīng)濟體制改革之后逐漸建立的,是在中國用工制度的實際情況下發(fā)展起來的,建立的歷史不長,和南京國民政府勞動契約制度相比,有很大的差異性。但是,我國勞動合同制度也存在不足之處,例如定期勞動合同與不定期勞動合同問題方面,與國外以定期勞動合同為例外以不定期勞動合同為常態(tài)的制度相比,我國勞動合同制度由于將定期勞動合同制度作為常態(tài),導致勞動合同的短期化,勞動者的就業(yè)處于不穩(wěn)定狀態(tài);在勞動解雇保護方面,由于缺乏勞動解雇保護制度,用人單位解雇勞動合同幾乎沒有受到什么限制,承擔的責任也極為有限等。這些都不利于保護勞動者。因此,建立勞動解雇保護制度的時機是否已經(jīng)成熟,如何建立完善的勞動解雇保護制度已是擺在我們面前不容回避的問題。
[Abstract]:Labor and capital problems are social phenomena appearing in the process of industrialization in Western countries.Early capitalism pursued the principle of "freedom of contract". Employers and employees had a "free employment relationship". Employment and dismissal were both free. In order to resolve this contradiction, at the end of the nineteenth century and the beginning of the twentieth century, many western countries enacted labor laws to protect the rights and interests of workers. Thus, the labor contract system with the nature of social ties was established.
Since the Opium War, with the influx of foreign capital, the rise of Westernization Movement and the development of national capitalism, the rise of industry and the emergence of labor-capital contradictions have also emerged. After the May 4th Movement, the Chinese working class began to wake up, and the workers'movement also changed from spontaneity to self-reliance. In this social background, from the 1920s, the demand for labor legislation from all walks of life has become increasingly strong. However, it was not until the founding of the Nanjing National Government that large-scale labor legislation really began. The labor contract system with social characteristics was established in China.
This paper intends to analyze the formation, changes, main contents and reference significance of the labor contract system in the period of Nanjing National Government.
The first chapter is mainly about the background of the labor contract system. The emergence of modern industry has led to the emergence of the labor class and its organizations in China, which are the class basis for the formation of the labor contract system. The evolution of the tide also exerted a great influence on the labor ideological trend and labor movement in China, and the Chinese laborers began to struggle for labor rights. The advanced contract system outside the country provided advanced legal and cultural experience for the establishment of the labor contract system of the Nanjing government, and the labor ideological trend of the Soviet Union and Russia produced the Guangzhou National Government in the early days. After the northern expedition, the Nanjing national government was more influenced by France and Germany.
The second chapter is mainly about the sprout and development of the labor contract system.The subjective and objective reasons in the early period of the Republic of China promoted the rise of labor legislation. The right of workers to organize trade unions was affirmed and the legitimate rights and interests of workers were protected. The Secretariat of the Chinese Labor Union also led the workers in the labor legislation movement. These labor legislation activities helped to germinate the labor contract system in China. However, with the progress of the Northern Expedition, the Kuomintang gradually implemented a more radical labor policy from the beginning. After Chiang Kai-shek launched the "April 12th" coup, the violent suppression of the workers'movement changed the original pattern of labor-capital relations, and the legal system of labor contracts and patterns of the Republic of China also changed.
In order to adjust the labor relations, the Nanjing National Government has carried out a series of labor legislation activities and promulgated many labor laws and regulations, such as Labor Contract Law, Factory Law, Trade Union Law and so on, which stipulate working hours, wages, labor hygiene, protection of special groups and labor insurance. These provisions constitute the legal origin of the labor contract system. At the same time, the Kuomintang's labor policy also contains a large number of labor contract system content, but also become the legal origin of the labor contract system. Labor agreements are also the basis for establishing labor rights and obligations.
The fourth chapter mainly analyzes the meaning and nature of labor contract relationship, introduces the rights and obligations of the parties stipulated in the labor contract of Nanjing National Government, and analyzes the differences between labor contract and civil service contracts such as employment and contracting. Compared with civil contracts, labor contracts have subordinate nature, sociality and particularity of labor objects.
The fifth chapter mainly introduces the labor standard and the labor welfare system of Nanjing National Government.The man-hour system includes the relevant provisions of working hours, rest and vacation.The wage standard stipulates the basic system of wage standard establishment, wage form and wage level.In the aspect of labor welfare, it analyzes the causes of the labor welfare system,Nanjing. Generally speaking, the working hours, wages and other provisions of the Nanjing National Government are more stringent, and the welfare benefits are also very poor.
The sixth chapter mainly introduces the special labor contract system of China in the period of the Republic of China. The special social background of modern China has caused a large number of special employment methods in society. In old China, capitalists used these employment methods to exploit workers cruelly. These special labor contract systems were produced by the objective conditions of the semi-colonial and semi-feudal society. These special labor contract systems existed objectively in the practice of the Republic of China and were indispensable to the labor contract system at that time. Fewer components.
The seventh chapter is mainly about the implementation of the labor contract system.The labor contract system, as a law, must be implemented eventually to achieve the purpose of protecting labor and coordinating labor relations, and to realize the value of the labor contract system. In the period of the Republic of China, the main way to conclude the movable contract was oral; the principle of the labor contract was free; the important conditions for the establishment and validity of the labor contract; the end of the labor contract, including the reasons for termination and dismissal of the labor contract system, the responsibility for illegal dismissal and the labor certificate issued to workers, etc. Question: The Nanjing government, through the relevant provisions of the labor contract system of the Republic of China, restricts both sides in the whole operation process from the conclusion of the labor contract to the end of the labor contract, so as to achieve the purpose of the Kuomintang's "policy of labor and capital coordination".
The eighth chapter is mainly about the historical significance and influence of the labor contract system of Nanjing National Government.Firstly, this chapter evaluates the labor contract system of Nanjing National Government on the whole, for example, it stipulates the attribution principle of professional invention, the working place and its changing principle, and the employer's obligation to issue certificates after the termination of the labor contract. At the same time, in a country traditionally dominated by agriculture, the establishment of labor contract system is closely related to the contribution of a large number of jurists who are knowledgeable and familiar with foreign labor law. Many of the contents of the labor contract system of the Nanjing National Government are quite scientific and have some reference significance even today. At present, the labor contract system of Taiwan has changed greatly, but it can also be seen from it that the labor contract system of the Nanjing National Government has changed greatly. The labor contract system in New China was established gradually after the reform of the economic system and developed under the actual conditions of the employment system in China. The history of its establishment is not long. Compared with the labor contract system of Nanjing National Government, it is quite different. However, the labor contract system in China also has some shortcomings. For example, in terms of the problems of fixed-term labor contracts and non-fixed labor contracts, compared with the foreign system in which fixed-term labor contracts are the exception and non-fixed labor contracts are the norm, China's labor contract system takes the regular labor contract system as the norm, resulting in the short-term labor contract, and the employment of workers is in an unstable state. In the aspect of dismissal protection, due to the lack of labor dismissal protection system, the employer's dismissal of labor contract is hardly restricted, and its responsibilities are extremely limited. These are not conducive to the protection of workers. It is a problem that can not be avoided before us.
【學位授予單位】：華東政法大學
【學位級別】：博士
【學位授予年份】：2010
【分類號】：D929;D922.52

【引證文獻】

相關博士學位論文 前1條

1 李錦峰;國民黨治下的國家與工人階級，，1924-1949[D];復旦大學;2011年

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