本文選題：未簽訂 + 書面勞動(dòng)合同��； 參考：《法制與經(jīng)濟(jì)(中旬)》2014年04期

【摘要】：《勞動(dòng)合同法》及實(shí)施條例規(guī)定用人單位自用工之日起超過一個(gè)月不滿一年未與勞動(dòng)者訂立書面勞動(dòng)合同的,應(yīng)當(dāng)向勞動(dòng)者每月支付二倍的工資;用人單位自用工之日起滿一年不與勞動(dòng)者訂立書面勞動(dòng)合同的,視為用人單位與勞動(dòng)者已訂立無固定期限勞動(dòng)合同,并應(yīng)當(dāng)補(bǔ)訂勞動(dòng)合同�！秳趧�(dòng)合同法》實(shí)施后,有關(guān)未簽訂勞動(dòng)合同雙倍工資和簽訂無固定期限勞動(dòng)合同的新型勞動(dòng)爭(zhēng)議案件大量涌現(xiàn),也引發(fā)了對(duì)該兩個(gè)懲罰性規(guī)則如何適用的種種爭(zhēng)議。文章結(jié)合實(shí)際案例和立法目的,對(duì)未簽訂書面勞動(dòng)合同懲罰性規(guī)則的適用問題進(jìn)行探討。
[Abstract]:"Labor contract Law" and the implementing regulations stipulate that the employing unit shall pay the laborer twice the monthly wage if it fails to conclude a written labor contract with the laborer for more than one month or less than one year from the date of employment; If the employer does not conclude a written labor contract with the laborer for one year from the date of employment, it shall be deemed that the employer and the laborer have entered into a labor contract with no fixed term and shall make up the labor contract. After the implementation of the Labor contract Law, The emergence of new types of labor dispute cases about double wages without signing a labor contract and signing a labor contract with no fixed term has also led to various disputes on how to apply the two punitive rules. Combined with practical cases and legislative purposes, this paper probes into the application of punitive rules in the absence of written labor contracts.
【作者單位】： 福建君立律師事務(wù)所;
【分類號(hào)】：D922.52

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