本文選題：調(diào)崗調(diào)薪 + 法律性質(zhì)�。� 參考：《蘇州大學(xué)》2011年碩士論文

【摘要】：基于企業(yè)管理與生產(chǎn)經(jīng)營的需要,用人單位有調(diào)整勞動者的工作崗位和勞動報酬的客觀需求。此種調(diào)整是用人單位內(nèi)部的一種正常管理機(jī)制,本質(zhì)上屬于用人單位的用工自主行為�！吨腥A人民共和國勞動合同法》第十七條規(guī)定,工作內(nèi)容和勞動報酬是勞動合同的必備條款,對其變更將被視為對勞動合同內(nèi)容的變更。因此,調(diào)崗調(diào)薪一方面是用人單位用工自主權(quán)的行使,另一方面是用人單位與勞動者勞動合同履行內(nèi)容的變更。 我國《勞動合同法》第三十五條與第四十條規(guī)定了用人單位可以變更勞動者工作崗位的情形。一方面,用人單位經(jīng)與勞動者協(xié)商一致,可以變更勞動合同約定的內(nèi)容。另一方面,在下列三種情形下,用人單位得調(diào)整勞動者的工作崗位:(1)勞動者患病或者非因工負(fù)傷,在規(guī)定的醫(yī)療期滿后不能從事原工作,用人單位得另行安排勞動者工作;(2)勞動者不能勝任工作,用人單位得調(diào)整其工作崗位;(3)勞動合同訂立時所依據(jù)的客觀情況發(fā)生重大變化,致使勞動合同無法履行,用人單位得與勞動者協(xié)商調(diào)崗調(diào)薪。目前,我國關(guān)于用人單位調(diào)整勞動者工作崗位的法律規(guī)定無法調(diào)和用人單位用工自主權(quán)與勞動者職業(yè)穩(wěn)定權(quán)間的沖突,更引發(fā)了實(shí)踐中的一些難題。 本文通過對用人單位調(diào)崗命令權(quán)性質(zhì)的分析來探討用人單位得對勞動者進(jìn)行調(diào)崗之依據(jù),并著重分析用人單位行使調(diào)崗命令權(quán)的約束,即如何評價用人單位調(diào)崗決定的合法性與合理性。尤其在金融危機(jī)環(huán)境下,用人單位承擔(dān)了更多的社會責(zé)任,往往采取調(diào)崗調(diào)薪的方法以替代解除勞動合同之激烈手段。在此情形下若用人單位與勞動者無法達(dá)成一致意見,雙方應(yīng)如何正確適用勞動合同法的相關(guān)規(guī)定。
[Abstract]:Based on the needs of enterprise management and production management, employers have the objective need to adjust the workers' jobs and remuneration. Such adjustment is a normal management mechanism within the employing unit, which is essentially an autonomous act of employing workers. Article 17 of the Labor contract Law of the people's Republic of China stipulates that The work content and the labor reward are the necessary clauses of the labor contract, and the change of the work contract content will be regarded as the change of the labor contract content. Therefore, the adjustment of salary on the one hand is the exercise of the employer's autonomy of employment, on the other hand, it is the change of the content of the performance of the labor contract between the employer and the laborer. Articles 35 and 40 of the Labor contract Law of China stipulate that employers may change the position of workers. On the one hand, unit of choose and employ persons and laborer consultation consensus, can change the content of labor contract agreement. On the other hand, under the following three conditions, the employing unit may adjust the worker's work position: (1) if the worker is ill or is not injured by work, he will not be able to engage in the original work after the prescribed medical treatment expires, The employer may otherwise arrange for the work of the laborer (2) the laborer shall not be able to do the work, and the employer may adjust the position of the laborer. (3) the objective circumstances upon which the labor contract is concluded shall undergo major changes, resulting in the inability to perform the labor contract, The unit of choose and employ persons may negotiate with the workers to adjust their salaries. At present, the laws and regulations on the adjustment of workers' jobs in our country can not reconcile the conflict between the employers' autonomy of employment and the workers' right of occupational stability, which leads to some difficult problems in practice. Based on the analysis of the nature of the right of the unit of choose and employ persons to transfer the post, this paper probes into the basis on which the unit of choose and employ persons can transfer the post, and emphatically analyzes the restriction of the right of the unit of choose and employ persons to exercise the right of the order of That is, how to evaluate the legitimacy and rationality of the employer's decision to transfer posts. Especially in the environment of financial crisis, employers take on more social responsibility, and often take the method of adjusting salary to replace the drastic means of lifting labor contract. In this case, if the employer and the laborer can not reach an agreement, how to apply the relevant provisions of labor contract law correctly.
【學(xué)位授予單位】：蘇州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2011
【分類號】：D922.5

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本文編號：1936654