本文選題：治理權(quán) + 職工參與��； 參考：《華中師范大學》2011年碩士論文

【摘要】：職工公司治理權(quán)是一個熱點也是一個難點問題。計劃經(jīng)濟時代,國有、國營企業(yè)占據(jù)絕對控制的地位,企業(yè)職工以“工人階級主人翁”的地位參與公司治理。職工在企業(yè)中享有極其重要的地位及較大的職權(quán),但那是市場不太完善的情況下的治理,帶有濃厚的行政色彩。當前國有企業(yè)都逐漸改制成為符合市場要求的公司制度,并且出現(xiàn)了合資公司、合作公司、上市公司、一人有限公司等以前未曾出現(xiàn)的公司模式,這對傳統(tǒng)的模式是一個極大的挑戰(zhàn),企業(yè)職工的利益和原有職權(quán)受到極大的沖擊。正因為各種要素都在生產(chǎn)中發(fā)揮了相應(yīng)的作用,而資本作為最基礎(chǔ)的要素占據(jù)了重要的位置,從而出現(xiàn)了資本要素至上的觀念,擁有資本的人擁有公司的治理權(quán),原有的工人(職工)的權(quán)力逐漸弱化。但是,我國是社會主義制度,當然不可忽視工人階級作為國有企業(yè)主人的地位,職工理所應(yīng)該地享有相應(yīng)的職權(quán),這與現(xiàn)代公司制度及治理模式并不是水火不相容的。 我國的公司法中雖然明確了職工在企業(yè)中扮演著相當重要的角色,作為企業(yè)雇員,職工有權(quán)依法組織工會,維護自身合法權(quán)益,職工代表大會在涉及職工切身利益問題上應(yīng)具有與公司領(lǐng)導進行對話和協(xié)商的權(quán)利；作為重大利益相關(guān)者,職工有權(quán)選舉代表進入董事會參與決策,進入監(jiān)事會監(jiān)督?jīng)Q策執(zhí)行。但是在現(xiàn)實中,職工參與公司治理對公司實際控制人的制約力度遠遠不夠,在很多情況下甚至成為擺設(shè)。本文從法學的角度,著重圍繞職工公司治理權(quán)的實現(xiàn)進行由一般到具體的寫作方式進行探討 第一章：職工公司治理權(quán)的理論基礎(chǔ)。這一章對職工公司治理權(quán)的含義、特征和現(xiàn)實意義進行分步介紹,然后通過對各種理論學說的分析和比較,指出法學意義上職工公司治理權(quán)的內(nèi)涵及其特征：職工參與公司治理權(quán),是在廣義的公司治理范圍之內(nèi)討論的,是指職工通過一定方式、在一定程度上介入公司決策過程,從而影響決策結(jié)果、監(jiān)督?jīng)Q策實施的民主參與治理權(quán)利制度。職工公司治理權(quán)的性質(zhì)表現(xiàn)為職工通過權(quán)利過渡到權(quán)力的方式來影響公司決策以實現(xiàn)自身的特殊利益需求。其主要法律特點為公司普通職工以參與的方式融入到公司的管理中,并能適應(yīng)時代的需求體現(xiàn)出一定的合法性和廣泛性。且職工公司治理權(quán)受到經(jīng)濟民主理論、人力資本理論、社會責任理論和利益相關(guān)者理論等理論的支撐。 第二章：職工公司治理權(quán)立法的比較法考察。重點對前南斯拉夫、德國、日本、美國等幾種具有代表性的國家的職工公司治理立法和實踐進行介紹,然后進行比較分析和歸納,將其分為集體談判模式、工人委員會模式、參與內(nèi)部管理模式和集體小組自治制度,并分別指出每種形式的特點和利弊,最后在總結(jié)中指出職工公司治理權(quán)都擁有在一定思想理論指導下被合法化的一種具有廣泛形式并服從于客觀條件的共性,并對我國的職工公司治理權(quán)有一定的借鑒意義。 第三章：我國的職工公司治理權(quán)立法的現(xiàn)狀分析。分別通過從《憲法》、《勞動法》、《工會法》和《公司法》及相關(guān)法規(guī)制度三個層次對我國的職工公司治理權(quán)的現(xiàn)狀進行分析,這三個層面的法律的修改進程也分別隱射出了我國職工公司治理權(quán)實踐中的各種模式的發(fā)展,如職工代表大會制度、工會制度、職工進入內(nèi)部管理制度、職工持股制度等。通過綜合分析指出我國立法缺陷的原因是由于法規(guī)間的沖突、所有制立法范圍的不同和執(zhí)行上的形式化等問題所引起,最后對整個立法進行反思和總結(jié),并引出我國職工公司治理權(quán)所希冀的合理構(gòu)建。 第四章：我國職工公司治理權(quán)的立法完善。主要討論我國職工公司治理權(quán)的現(xiàn)實條件、立法限度、模式選擇及保障措施。指出我國是社會主義國家,有獨特的經(jīng)濟體制和國情,在職工治理權(quán)方面也有傳統(tǒng)理念的根基,國外的立法思想在運用到我國實際的職工公司治理方面需要做出適當抉擇,我國職工治理權(quán)的保護方面不應(yīng)受到利益相關(guān)者模式的干擾,應(yīng)構(gòu)建職工參與權(quán)模式下的職工代表大會制度和工會制度為基礎(chǔ)的合理機制,并加強職工代表進入公司機關(guān)行使決策的參與機制等相關(guān)配套模式。在建設(shè)職工代表大會制度方面,需要對相關(guān)法規(guī)進行統(tǒng)一規(guī)范并對其涉及范圍進行擴大,以增強職工代表大會的職能,還要協(xié)調(diào)好職代會與新三會和工會的關(guān)系；在完善工會制度方面,需要提升工會的法律地位并對工會的基本職能、環(huán)境建設(shè)和協(xié)調(diào)機制等方面進行加強；在職工董監(jiān)事方面需要從設(shè)置、人員選任、代表性質(zhì)和權(quán)限保障等方面進行合理設(shè)置。在職工治理權(quán)的救濟方面則應(yīng)明確不當行為內(nèi)容和賦予職工訴權(quán)。綜上各個方面都需要形成一套完整的制度,以保障職工公司治理權(quán)的實現(xiàn)。
[Abstract]:The management right of the staff and workers is a hot and difficult problem. In the era of planned economy, state owned enterprises occupy the position of absolute control, the employees of the enterprises take part in the corporate governance with the status of "working class master". The workers enjoy extremely important position and great power in the enterprise, but that is the situation that the market is not perfect. At present, the state-owned enterprises have gradually changed into the company system that meets the requirements of the market, and there are joint ventures, cooperative companies, listed companies, one limited company and other companies that have not appeared before. This is a great challenge to the traditional model, the interests and the original of the employees. Power has been greatly impacted. It is precisely because all kinds of elements have played a corresponding role in production, and capital occupies an important position as the most basic element, thus the concept of capital essential, the owner of capital has the right to govern the company, and the power of the original workers (workers) is gradually weakened. However, our country is a society. The institutionalism system, of course, should not ignore the position of the working class as the owner of the state-owned enterprise, and the staff and workers should enjoy the corresponding functions and powers, which are not incompatible with the modern company system and the governance model.
In the company law of our country, it is clear that employees play a very important role in the enterprise. As employees, employees have the right to organize trade unions according to law and maintain their legitimate rights and interests. The staff congress should have the right to talk and negotiate with the leadership of the company in relation to the vital interests of the staff and workers; as a major stakeholder, The workers have the right to vote for the representatives to enter the board of directors to participate in the decision-making, and to enter the board of supervisors to supervise and implement the decision. However, in reality, the constraints of the employees' participation in corporate governance are far from enough and even in many cases. A discussion of the way to specific writing
The first chapter is the theoretical basis of the management right of the employee company. This chapter introduces the meaning, the characteristics and the practical significance of the management right of the staff and workers, and then points out the connotation and characteristics of the corporate governance right of the staff and workers through the analysis and comparison of various theories and theories: the workers' participation in corporate governance is a broad company. The discussion within the scope of governance refers to the workers' involvement in the decision-making process in a certain way, to a certain extent, to influence the decision results, and to supervise the democratic participation in the system of governance rights. The nature of the management rights of the staff and workers is to affect the company's decision-making by means of the transition from rights to power. The main legal characteristics are that the common staff of the company are integrated into the management of the company in the way of participation, and can adapt to the needs of the times and reflect certain legality and universality. And the management rights of the staff and workers are supported by the theory of economic democracy, human capital theory, social responsibility theory and stakeholder theory. Support.
The second chapter: a comparative study of the legislation of the employees' corporate governance. It focuses on the legislation and practice of the employees' corporate governance in several representative countries, such as the former Yugoslavia, Germany, Japan and the United States, and then makes a comparative analysis and induction, and divides it into a collective bargaining model, a worker Committee model, and a participation in the internal management model. The collective group autonomy system, respectively, points out the characteristics and advantages and disadvantages of each form. Finally, in the summary, it is pointed out that the corporate governance rights of the staff and workers have the generality which is legalized under the guidance of a certain ideological and theoretical guidance and are subject to the objective conditions, and has certain reference significance to the management rights of the staff and workers in our country.
The third chapter is the analysis of the current situation of the legislation of the employees' corporate governance in our country. The present situation of the management rights of the employees in China is analyzed from three levels, including the constitution > the labor law > the labor law > the trade union law > the company law and the relevant regulations and regulations. The three levels of the law modification also reveal the corporate governance of the staff and workers in our country. The development of various modes in the practice of right, such as the system of the staff congress, the trade union system, the staff entering the internal management system and the employee stock ownership system. Through a comprehensive analysis, it is pointed out that the reasons for the legislative defects in our country are caused by the conflicts between the laws and regulations, the differences in the scope of the legislation and the formalization of the implementation, and the last to the whole Legislation is reviewed and summed up, and the rational construction of the right of corporate governance is proposed.
The fourth chapter: the legislative perfection of the management rights of the workers and workers in our country. It mainly discusses the actual conditions, the limitation of legislation, the choice of the mode and the safeguard measures. It is pointed out that China is a socialist country, with a unique economic system and national conditions, and the foundation of the traditional ideas in the administrative rights of the workers and workers. It is necessary to make appropriate decisions on the management of the employees' companies in China. The protection of the rights and workers of the workers in our country should not be disturbed by the stakeholder model. We should build a reasonable mechanism based on the staff congress system and the trade union system under the mode of employee participation, and strengthen the decision of the staff representatives to enter the company organs. In the construction of the staff congress system, it is necessary to standardize the relevant laws and regulations and expand the scope of the relevant regulations in order to enhance the functions of the staff congress and to coordinate the relationship between the professional conference and the new three meeting and the trade union; in the improvement of the trade union system, the law of the trade union should be improved. Law status and strengthen the basic functions of trade unions, environmental construction and coordination mechanism, and other aspects of the staff and supervisors should be set up reasonably from the aspects of setting, selecting and appointing personnel, the nature of the representative and the protection of rights and so on. In the relief of the workers' right of workers and staff, the contents of misconduct and the rights to appeal to the workers should be clearly defined. All of them need to form a complete system to ensure the realization of employees' right to corporate governance.
【學位授予單位】：華中師范大學
【學位級別】：碩士
【學位授予年份】：2011
【分類號】：D922.291.91

【引證文獻】

相關(guān)期刊論文 前1條

1 郭思佳;;從《公司法》角度淺議中小企業(yè)職工參與公司治理[J];經(jīng)濟研究導刊;2012年14期

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本文編號：1980018