本文選題：勞動規(guī)章制度　切入點(diǎn)：企業(yè)獎懲制度　出處：《黑龍江大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

【摘要】：勞動規(guī)章制度是用人單位為組織勞動過程，進(jìn)行勞動管理，依法制定和實(shí)施的規(guī)則和制度的總和。企業(yè)獎懲制度作為最重要的勞動規(guī)章制度之一，是企業(yè)為組織勞動過程，進(jìn)行勞動管理，依法制定和實(shí)施的內(nèi)部獎勵與懲罰方面的制度的總和。獎懲制度是企業(yè)勞動規(guī)章制度的“靈魂”和“生命”，合法有效的獎懲制度對于企業(yè)有序運(yùn)轉(zhuǎn)、建立和諧的勞動關(guān)系，并通過企業(yè)和諧發(fā)展推動我國和諧社會建設(shè)具有重要意義。 2008年1月1日，《勞動合同法》實(shí)施。同月，國務(wù)院廢止了施行25年之久的《企業(yè)職工獎懲條例》，廢止原因是該條例已為《勞動法》和《勞動合同法》所代替，在這一大背景下，企業(yè)如何確保內(nèi)部獎懲制度具有合法性，既保護(hù)企業(yè)正常的生產(chǎn)經(jīng)營秩序，又保障勞動者應(yīng)有的勞動權(quán)利，亟需在《勞動法》和《勞動合同法》框架下進(jìn)一步完善企業(yè)獎懲制度。如何重新設(shè)計(jì)企業(yè)對違反勞動紀(jì)律員工的懲戒方式，確定懲戒措施的具體內(nèi)容、實(shí)施程度等，都是我國企業(yè)必須面對和解決的重要課題。目前，我國企業(yè)獎懲制度存在的問題及對策研究這一熱點(diǎn)、難點(diǎn)課題已成為我國理論界和法學(xué)界的重點(diǎn)研究方向，雖然研究成果尚難稱得上全面和系統(tǒng)，但隨著研究的深入，假以時(shí)日，相信這一問題一定會得到很好解決。 筆者來自于大型地方性農(nóng)村金融企業(yè)，在日常工作中深深地感到：企業(yè)制定一部合法守規(guī)的內(nèi)部員工獎懲制度，獎勵先進(jìn)、懲戒違規(guī)行為，，對于企業(yè)順利實(shí)現(xiàn)又好又快發(fā)展的目標(biāo)，具有極為重要的現(xiàn)實(shí)意義和深遠(yuǎn)的長遠(yuǎn)意義。本文通過研究和分析佛山市順德區(qū)倫教工業(yè)區(qū)威德力木工機(jī)械廠與員工萬會祥經(jīng)濟(jì)補(bǔ)償金糾紛再審案、某金融機(jī)構(gòu)勞動爭議仲裁敗訴案及某省農(nóng)村合作金融機(jī)構(gòu)在企業(yè)職工獎懲條例廢止背景下修訂員工違規(guī)行為處理辦法等典型案例，從多個(gè)視角分析我國企業(yè)獎懲制度存在的問題，并對有關(guān)問題進(jìn)行了歸納研究，通過深入研究，提出：在現(xiàn)有法律框架下，我國企業(yè)應(yīng)該從內(nèi)容和程序等方面進(jìn)一步完善內(nèi)部獎懲制度，確保在新的勞動用工背景下企業(yè)獎懲制度具有合法性和有效性，并提出了若干對策。
[Abstract]:The labor rules and regulations are the summation of the rules and systems that the employing unit organizes the labor process, carries on the labor management, formulates and implements according to the law. As one of the most important labor rules and regulations, the enterprise rewards and punishment system is the enterprise organization labor process, The summation of the internal reward and punishment system formulated and implemented according to law. The reward and punishment system is the "soul" and "life" of the enterprise's labor rules and regulations, and the legal and effective reward and punishment system operates in an orderly manner for the enterprise. It is of great significance to establish harmonious labor relations and promote the construction of harmonious society through the harmonious development of enterprises. On January 1, 2008, the Labor contract Law came into effect. On the same month, the State Council repealed the Regulation on rewards and punishments for Enterprise Workers, which has been in force for 25 years, because it has been replaced by the Labor Law and the Labor contract Law. How to ensure the legitimacy of the internal reward and punishment system, which not only protects the normal production and operation order of the enterprise, but also guarantees the laborer's due labor rights, Under the framework of Labor Law and Labor contract Law, it is urgent to further improve the system of rewards and punishments for enterprises. How to redesign the disciplinary methods of employees who violate labor discipline, determine the specific content of disciplinary measures and the degree of implementation, etc. At present, the problems and countermeasures in the system of rewards and punishments in our country are hot spots, and the difficult topics have become the key research direction in the field of theory and law in our country. Although the research results can not be called comprehensive and systematic, with the development of the research, I believe this problem will be solved very well over time. The author, from large local rural financial enterprises, feels deeply in his daily work that the enterprise formulates a system of rewards and punishments for internal employees who legally abide by the rules, rewards the advanced, and discipline the violation of the rules. With regard to the smooth realization of the goals of good and rapid development of enterprises, It is of great practical significance and far-reaching long-term significance. Through the research and analysis of the case of the dispute between Weideli woodworking machinery factory and its employees in Lunjiao Industrial Zone, Shunde District, Foshan City, this paper tries to rehear the dispute over the compensation for economic compensation by Wan Huixiang. Typical cases, such as a financial institution's case of losing arbitration in labor disputes and a province's rural cooperative financial institution revising the measures for handling staff irregularities under the background of the abolition of the regulations on rewards and punishments of enterprise workers, This paper analyzes the problems existing in the system of rewards and punishments in Chinese enterprises from many perspectives, and summarizes and studies the related problems. Through in-depth study, it puts forward that: under the existing legal framework, Chinese enterprises should further improve the internal reward and punishment system from the aspects of content and procedure so as to ensure the legitimacy and effectiveness of the reward and punishment system in the new labor and employment background and put forward some countermeasures.
【學(xué)位授予單位】：黑龍江大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：D922.5

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