本文選題：非法解雇 + 解雇權(quán)�。� 參考：《西南政法大學(xué)》2014年碩士論文

【摘要】：勞動(dòng)合同解除是勞動(dòng)關(guān)系運(yùn)行中的重要環(huán)節(jié)，涉及到用人單位的解雇權(quán)和勞動(dòng)者生存權(quán)利之間的衡平。解雇權(quán)是法律對(duì)用人單位用工自主權(quán)利的肯定，同時(shí)為了防止其肆意地運(yùn)用這一權(quán)利，為處在勞動(dòng)關(guān)系天然弱勢(shì)地位的勞動(dòng)者提供更加周密的權(quán)利保障氛圍，勞動(dòng)法為用人單位設(shè)置權(quán)利的限制，超越權(quán)利設(shè)置的界限，即為違法。近年來，基于用人單位用工自主權(quán)和勞動(dòng)者生存權(quán)利之間調(diào)和的解雇限制制度成為學(xué)術(shù)界聚焦的熱點(diǎn)，該制度立足于基礎(chǔ)理論和勞動(dòng)合同的各種制度安排，通過整合具體的法律制度，構(gòu)建解雇保護(hù)制度的整體框架。其中，非法解雇的賠償作為救濟(jì)勞動(dòng)者被違法解雇后的補(bǔ)救措施，體現(xiàn)勞動(dòng)法傾斜保護(hù)勞動(dòng)者的思想，是解雇保護(hù)制度的一部分，其理應(yīng)著眼于非法解雇的認(rèn)定及賠償金給付的各個(gè)方面，以使勞動(dòng)者得到更加周密的保護(hù)。非法解雇如何認(rèn)定，違反實(shí)體和程序上的解雇事由是否一律適用非法解雇賠償制度，現(xiàn)有的賠償金確定是否合理等都是需要非法解雇賠償制度予以解決的。明確非法解雇的界定及其賠償制度，深化解雇保護(hù)制度研究，對(duì)構(gòu)建和諧勞動(dòng)關(guān)系，提高經(jīng)濟(jì)運(yùn)行的效率起著不可估量的作用。 雖然我國《勞動(dòng)合同法》規(guī)定了用人單位非法解雇的賠償責(zé)任，力求達(dá)到懲戒用人單位的違法行為和保護(hù)勞動(dòng)者利益的雙重目的，但從賠償金的運(yùn)行機(jī)制來看，勞動(dòng)者的切身利益并沒有考慮周全，相關(guān)配套制度包括復(fù)職要求，，用人單位的解雇程序等，都有待于進(jìn)一步完善。本文將立足于基礎(chǔ)理論和司法實(shí)踐，分析非法解雇賠償制度方面的不足，提出非法解雇在賠償以及相關(guān)配套制度方面的完善建議。 本文的結(jié)構(gòu)如下： 引言部分主要是從案例出發(fā)，引出本文需要探究的方向，指出非法解雇的界定以及勞動(dòng)者受解雇后權(quán)利保護(hù)之必要。非法解雇的賠償制度安排應(yīng)該力求平衡用人單位和勞動(dòng)者之間的利益，維護(hù)和諧穩(wěn)定的勞動(dòng)關(guān)系，進(jìn)而促進(jìn)非法解雇賠償?shù)南嚓P(guān)制度構(gòu)建。 第一部分首先著眼于非法解雇的界定，參考國內(nèi)外的文獻(xiàn)，明確中國勞動(dòng)法語境下對(duì)非法解雇涵義的理解。同時(shí)，對(duì)接國外的相關(guān)概念，探究國外對(duì)非法解雇的界定，為后文的非法解雇賠償?shù)谋容^法研究做出鋪墊。從我國勞動(dòng)法相關(guān)規(guī)定出發(fā)，針對(duì)違反不同事由的解雇是否構(gòu)成非法解雇的問題，分析不同的學(xué)說觀點(diǎn)，并做出界定。 第二部分主要論述非法解雇賠償?shù)南嚓P(guān)理論。首先界定非法解雇賠償責(zé)任的性質(zhì)，對(duì)非法解雇的賠償金是旨在彌補(bǔ)勞動(dòng)者的損失抑或重在對(duì)用人單位違法行為的懲罰，從理論上做出探討，以此來確定其性質(zhì)。其次是關(guān)于非法解雇賠償制度的功能認(rèn)識(shí)，賠償制度的運(yùn)行功能在于以衡量勞動(dòng)者保有工作崗位利益和用人單位的自主經(jīng)營權(quán)為切入點(diǎn)，提供了和諧勞動(dòng)關(guān)系建構(gòu)的理性思考。 第三部分則是梳理我國關(guān)于非法解雇賠償制度方面的規(guī)定，探究在賠償金計(jì)算因素，非法解雇效力認(rèn)定期間勞動(dòng)者權(quán)利之保護(hù)，復(fù)職與賠償制度的選擇以及延伸的預(yù)告期制度設(shè)計(jì)等方面分析現(xiàn)有制度重構(gòu)的理論和現(xiàn)實(shí)必要性，把握這一制度完善的方向。 第四部分是從比較法的角度鑒別這一制度的國內(nèi)外立法差異。在各國紛繁復(fù)雜的勞動(dòng)立法中，美國、英國、德國、法國在非法解雇賠償制度方面具有典型性。類型多樣的賠償金制度體現(xiàn)了不同國家對(duì)本國解雇限制的特殊法律構(gòu)造，也是該國的法律體系結(jié)構(gòu)、勞動(dòng)力市場(chǎng)發(fā)展程度和社會(huì)保障水平的彰顯。通過國內(nèi)外相關(guān)制度比較，借鑒域外立法精神，為我國這一制度的完善尋求立法共鳴和制度移植的可能性。 第五部分是文章的落腳點(diǎn)，在前文分析理論和實(shí)踐的基礎(chǔ)上，針對(duì)這一制度的不足，提出相關(guān)的立法完善建議。重新考量賠償金的計(jì)算標(biāo)準(zhǔn)，正視持續(xù)的司法訴訟中勞資雙方的信任關(guān)系易被打破的事實(shí)，考慮用人單位在勞動(dòng)者要求復(fù)職時(shí)的正當(dāng)利益訴求，給予雙方協(xié)商的空間，引導(dǎo)當(dāng)事人選擇恰當(dāng)?shù)木葷?jì)的途徑。另外，應(yīng)該根據(jù)不同的標(biāo)準(zhǔn)細(xì)化用人單位的預(yù)告期制度，減少解雇過程中的不利益狀態(tài)。
[Abstract]:The dissolution of labor contract is an important link in the operation of labor relations, which involves the balance between the dismissal right of the employer and the right to survive the workers. The right of dismissal is the affirmation of the independent rights of the employer, and in order to prevent the wanton use of this right, it provides the labourers in the natural disadvantaged position of labor relations. In recent years, the system of dismissal restriction based on the coordination between employers' employment autonomy and the rights of workers' survival has become the focus of academic focus. This system is based on basic theory and labor contracts. Various system arrangements, through the integration of specific legal system, the overall framework for the establishment of the system of dismissal protection. Among them, the compensation for illegal dismissal is a remedy for the relief workers after the illegal dismissal, reflecting the labor law's inclination to protect the workers, and is a part of the dismissal protection system, which should be focused on the identification of illegal dismissal. And the various aspects of the payment of compensation in order to make the workers more carefully protected. How to identify the illegal dismissal, whether the illegal dismissal system is applicable to the entity and the procedural dismissal, whether the existing compensation is reasonable and so on is to be solved by the illegal dismissal system. The study of the compensation system and the deepening of the dismissal protection system play an immeasurable role in building harmonious labor relations and improving the efficiency of economic operation.
Although the labor contract law of China stipulates the liability for the compensation for the illegal dismissal of the employer, it tries to achieve the double purpose of punishing the illegal acts of the employers and protecting the interests of the workers. But from the view of the operation mechanism of the compensation gold, the vital interests of the workers are not considerate, and the relevant supporting systems include the requirements of the reemployment and the employers. The dismissal procedure, etc., should be further improved. This article will be based on the basic theory and judicial practice, analyze the shortcomings of the illegal dismissal system, and put forward the suggestions for the improvement of the unlawful dismissal in the compensation and related supporting system.
The structure of this article is as follows:
The introduction is mainly from the case, which leads to the direction that this article needs to explore, points out the definition of illegal dismissal and the necessity of protecting the right after the workers are dismissal. The arrangement of the compensation system for illegal dismissal should strive to balance the interests between the employers and workers, maintain and stabilize the labor relations, and then promote the illegal dismissal. The construction of the relevant system of compensation.
The first part first focuses on the definition of illegal dismissal, referring to the literature at home and abroad, and clarified the understanding of the meaning of illegal dismissal in the context of China's labor law. At the same time, the definition of illegal dismissal in foreign countries is explored and the definition of illegal dismissal in foreign countries is explored. Starting from the question of whether dismissal of a violation of a different cause constitutes an illegal dismissal, we analyze different views and define it.
The second part mainly discusses the related theories of the compensation for illegal dismissal. First, it defines the nature of the liability for compensation for illegal dismissal. The compensation for illegal dismissal is to make up for the loss of the workers or to punish the illegal acts of the employers, and to make a theoretical discussion to determine its nature. Secondly, it is about the illegal dismissal system. The function of the degree of function is that the function of the compensation system lies in the rational thinking of the construction of the harmonious labor relationship by measuring the interests of the workers and the independent management of the employers.
The third part is to comb our country's provisions on the system of unlawful dismissal compensation, and to explore the theoretical and practical necessity of the reconstruction of the existing system in the aspects of the calculation factors of the compensation, the protection of the rights of the workers during the identification of the validity of the illegal dismissal, the choice of the reposition and compensation system and the extension of the system design of the preview period. A perfect direction of the system.
The fourth part is to identify the domestic and foreign legislative differences from the perspective of comparative law. In the complex labor legislation of various countries, the United States, Britain, Germany and France are typical of the illegal dismissal system. The various types of compensation system reflect the special legal structure of the dismissal restrictions in different countries. The legal system structure of the country, the development of the labor market and the level of social security show the possibility of seeking legislative resonance and system transplantation for the perfection of the system by comparing the relevant systems at home and abroad and drawing on the extraterritorial legislation.
The fifth part is the foothold of the article. On the basis of the previous analysis theory and practice, in view of the deficiency of this system, it puts forward relevant legislative proposals, reconsiders the calculation standard of the compensation gold, and confront the fact that the trust relationship between the employers and the employers and the employers in the continuous judicial proceedings is easily broken, and considers the employer's request for remission in the labourer. When the legitimate interests of the demand, give both sides consultation space, guide the parties to choose the right way of relief. In addition, it should be according to different standards to refine the employer's notice period system, reduce the dismissal state of disinterest in the process of dismissal.

【學(xué)位授予單位】：西南政法大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：D922.5

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本文編號(hào)：1828515