本文選題：應(yīng)當(dāng)訂立　切入點：視為訂立　出處：《中國律師》2012年11期

【摘要】：正我國《勞動合同法》規(guī)定,建立勞動關(guān)系應(yīng)當(dāng)訂立書面勞動合同,即訂立書面勞動合同為強制性規(guī)定。勞動合同具體又分為三類,無固定期限勞動合同即為其中的一類。《勞動合同法》對訂立無固定期限勞動合同情形分為三類,即"協(xié)商訂立"、"應(yīng)當(dāng)訂立"、"視為訂立"。勞動法律作為一部社會法,其本質(zhì)上有別于以"意思自治"為核心的合同法,其內(nèi)容體現(xiàn)了強烈的國家干預(yù),當(dāng)然亦不乏意思自治的部分體現(xiàn)。實踐中,對"應(yīng)當(dāng)訂立"與"視為訂立"二者之間的涵涉關(guān)系及法律后果有不同認識。有觀點認為"應(yīng)當(dāng)訂立",但因故未訂立書面勞動合同和"視為訂立"而未實際補訂
[Abstract]:The Labor contract Law of China stipulates that a written labor contract should be concluded in order to establish a labor relationship, that is, the conclusion of a written labor contract is mandatory, and the labor contract is specifically divided into three categories. Non-fixed term labor contract is one of the categories. The Labor contract Law can be divided into three categories, that is, "concluded through consultation", "should be concluded", "deemed to be concluded", and "labor law" as a social law. In essence, it is different from the contract law with "will autonomy" as the core. Its content embodies the strong state intervention, of course, there is also some embodiment of the autonomy of will. In practice, There is a different understanding of the relationship and legal consequences between "ought to be concluded" and "deemed to be concluded"... there is a view that "should be concluded", but no written labour contract and "deemed to be concluded" are not actually completed for some reason
【作者單位】： 北京高文律師事務(wù)所;
【分類號】：D922.52
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本文編號：1674069