本文選題：勞動(dòng)爭議 + 勞動(dòng)爭議“裁審”關(guān)系　； 參考：《河北經(jīng)貿(mào)大學(xué)》2014年碩士論文

【摘要】：勞動(dòng)關(guān)系是維系人類社會(huì)存在的最基本社會(huì)關(guān)系。隨著我國經(jīng)濟(jì)體制改革的不斷深入，勞動(dòng)關(guān)系日趨多元化，勞動(dòng)爭議的案件數(shù)量逐年大幅度增加，內(nèi)容日趨復(fù)雜，影響力不斷擴(kuò)大。不管哪種社會(huì)體制，隨著時(shí)代的發(fā)展都會(huì)暴露出不適應(yīng)經(jīng)濟(jì)、社會(huì)發(fā)展的弊端。當(dāng)然，我國現(xiàn)行的勞動(dòng)爭議處理體制也不例外。目前，這一體制已經(jīng)表現(xiàn)出不能滿足勞動(dòng)爭議案件處理需要的一面。所以，有必要改革我國現(xiàn)行的勞動(dòng)爭議處理體制。 我國現(xiàn)行的勞動(dòng)爭議處理體制是以“一協(xié)、一調(diào)、一裁二審、仲裁前置，但有例外”為特征的體制。由于協(xié)商、調(diào)解屬于非法律強(qiáng)制性的糾紛解決方式，故而，其在處理勞動(dòng)爭議案件中很少被運(yùn)用。仲裁、訴訟屬于法律強(qiáng)制性的糾紛解決方式，而被廣泛運(yùn)用。所以，也可將我國現(xiàn)行勞動(dòng)爭議處理體制進(jìn)一步概括為“一裁二審，仲裁前置，但有例外”的模式。被廣泛運(yùn)用的勞動(dòng)爭議仲裁和訴訟暴露出的問題，則主要集中在勞動(dòng)爭議“裁審”關(guān)系方面。因此，理順勞動(dòng)爭議“裁審”關(guān)系，是解決現(xiàn)行勞動(dòng)爭議處理體制與經(jīng)濟(jì)、社會(huì)發(fā)展不適應(yīng)的關(guān)鍵。 本文共分為五章： 第一章：引言。包括研究目的及意義；國內(nèi)、外研究現(xiàn)狀；研究方法與創(chuàng)新。 第二章：勞動(dòng)爭議“裁審”關(guān)系模式及相關(guān)概念。該部分分析了勞動(dòng)爭議“裁審”關(guān)系所涉及的基礎(chǔ)概念勞動(dòng)關(guān)系和勞動(dòng)爭議，在理論及立法上對(duì)這兩概念進(jìn)行了區(qū)分，對(duì)勞動(dòng)爭議的本質(zhì)特征進(jìn)行了歸納，對(duì)勞動(dòng)爭議類型進(jìn)行了劃分，分析了勞動(dòng)爭議與民事糾紛的區(qū)別，評(píng)析了理論界提出的勞動(dòng)爭議“裁審”關(guān)系模式。 第三章：評(píng)析現(xiàn)行勞動(dòng)爭議“裁審”關(guān)系制度。分析了我國現(xiàn)行勞動(dòng)爭議“裁審”關(guān)系模式的優(yōu)勢，提出現(xiàn)行勞動(dòng)爭議”裁審“關(guān)系模式存在的必要性。同時(shí)，分析了現(xiàn)行勞動(dòng)爭議“裁審”關(guān)系模式存在的缺陷。比如，程序環(huán)節(jié)多，給當(dāng)事人造成訴累；仲裁前置程序形式化；法院和仲裁機(jī)構(gòu)對(duì)法律理解和適用存在差異；仲裁機(jī)構(gòu)和法院溝通不暢；民事訴訟程序?qū)徖韯趧?dòng)爭議案件不合適；仲裁機(jī)構(gòu)與法院審理勞動(dòng)爭議案件適用不同的證據(jù)規(guī)則；法院對(duì)仲裁裁決不得做出維持或改判的裁判；裁審標(biāo)準(zhǔn)不同等問題。 第四章：比較法學(xué)上的勞動(dòng)爭議“裁審”關(guān)系模式及啟示。從比較法學(xué)的角度對(duì)德國、美國、澳大利亞等國的勞動(dòng)爭議“裁審”關(guān)系模式進(jìn)行了分析，并歸納出各國建立專門的勞動(dòng)法院（庭）制度；主張?jiān)趧趧?dòng)法庭的人員配置上，進(jìn)一步落實(shí)“三方原則”；仲裁裁決應(yīng)受到法院的審查、監(jiān)督等先進(jìn)經(jīng)驗(yàn)。這些先進(jìn)經(jīng)驗(yàn)對(duì)完善我國勞動(dòng)爭議“裁審”關(guān)系具有十分重要的借鑒意義。 第五章：完善我國勞動(dòng)爭議“裁審”關(guān)系模式的建議。提出加強(qiáng)法院與仲裁機(jī)構(gòu)之間的溝通和協(xié)調(diào)機(jī)制；建立專門的勞動(dòng)法庭；建立法院對(duì)仲裁裁決的合法性監(jiān)督、審查體制；統(tǒng)一證據(jù)規(guī)則，實(shí)行卷宗移交制度；做強(qiáng)仲裁，提升仲裁的權(quán)威性，減少法院負(fù)擔(dān)等建議，以便完善我國現(xiàn)行勞動(dòng)爭議“裁審”關(guān)系模式，，更好的維護(hù)勞動(dòng)爭議的各方當(dāng)事人尤其是勞動(dòng)者的合法權(quán)利。 本文在堅(jiān)持現(xiàn)行勞動(dòng)爭議處理體制的基礎(chǔ)上，通過對(duì)國外勞動(dòng)爭議“裁審”關(guān)系模式的分析，研究國外勞動(dòng)爭議“裁審”關(guān)系模式存在的優(yōu)點(diǎn)，深入剖析我國現(xiàn)行勞動(dòng)爭議“裁審”關(guān)系存在的不足。通過借鑒德國、美國、澳大利亞等國勞動(dòng)爭議“裁審”關(guān)系的先進(jìn)經(jīng)驗(yàn)，提出做強(qiáng)仲裁，加強(qiáng)仲裁機(jī)構(gòu)與法院的溝通協(xié)調(diào)，在法院內(nèi)部建立專門的勞動(dòng)法庭，建立法院對(duì)仲裁裁決合法性審查、監(jiān)督體制。與此同時(shí)，本文還提出通過建立移送案卷機(jī)制、統(tǒng)一證據(jù)規(guī)則，實(shí)現(xiàn)完善我國現(xiàn)行勞動(dòng)爭議“裁審”關(guān)系的目的，并使其最終達(dá)到保障勞動(dòng)爭議當(dāng)事人，尤其是勞動(dòng)者合法權(quán)利的宗旨。
[Abstract]:Labor relations are the most basic social relations to maintain the existence of human society. With the deepening of the reform of our economic system, labor relations are becoming more and more diversified. The number of cases of labor disputes has increased year by year, the content is increasingly complex and the influence is constantly expanding. No matter which social system is, it will be exposed with the development of the times. Of course, the current labor dispute handling system in China is no exception. At present, this system has shown the need to meet the needs of the handling of labor disputes. Therefore, it is necessary to reform the existing labor dispute handling system in our country.
The existing system of handling labor disputes in China is a system characterized by "one association, one tune, one cutting second trial, arbitration preposition, but there are exceptions". Because of negotiation, mediation belongs to the illegal law compulsory dispute resolution. Therefore, it is rarely used in the handling of labor dispute cases. Arbitration and litigation belong to a legal compulsory dispute settlement. It is widely used. Therefore, the current labor dispute processing system in China can be further generalized as a model of "a second trial, an arbitration preposition, but an exception". The problems exposed by the widely used labor dispute arbitration and litigation are mainly focused on the "trial" relationship of labor disputes. Therefore, the "trial" of labor disputes is straightened out. Relationship is the key to solve the current labor dispute handling system and economic and social development.
This article is divided into five chapters.
Chapter 1: introduction, including the purpose and significance of the study, the current research situation at home and abroad, research methods and innovation.
The second chapter: the relationship pattern and related concepts of labor dispute "disputation". This part analyses the basic concept of labor relations and labor disputes involved in the relationship between labor dispute and disputation, distinguishes the two concepts in theory and legislation, sums up the essential features of labor disputes, and divides the types of labor disputes. This paper analyzes the difference between labor disputes and civil disputes, and comments on the "dispute trial" relationship model of labor disputes put forward by the theorists.
The third chapter analyzes the current labor dispute "trial" relationship system, analyzes the advantages of the current labor dispute "trial" relationship model in China, and puts forward the necessity of the existing labor dispute "trial" relationship mode. At the same time, it analyzes the existing defects of the current labor dispute "trial" relationship model. For example, many procedures are given to it. It is the cause of complaint; the formalization of the prepositional procedure of arbitration; the discrepancy between the court and the arbitration institution on the understanding and application of the law; the poor communication between the arbitration institution and the court; the improper handling of the labor dispute cases in the civil proceedings; the rules of evidence that are different between the arbitration institutions and the court to hear the labor disputes; the court's arbitral award It is not necessary to make decisions on maintaining or changing the judgment, and the standard of different standards.
The fourth chapter is to compare the pattern and Enlightenment of the "trial" relationship of labor disputes in jurisprudence. From the perspective of comparative jurisprudence, this paper analyzes the "trial" relationship model of labor disputes in Germany, the United States, Australia and other countries, and concludes the establishment of a special labor court (court) system in various countries, and advocates that the staffing of the labor court is further improved. The "Three Party principles" should be implemented, and the arbitral awards should be subject to the review and supervision of the court and other advanced experiences. These advanced experiences are of great significance for the improvement of the "trial" relationship of labor disputes in China.
The fifth chapter: the suggestion of perfecting the mode of the relationship between the labor dispute and arbitration in our country. It puts forward the mechanism of strengthening the communication and coordination between the court and the arbitration institution, establishing a special labor court, establishing the legal supervision of the arbitration award by the court, reviewing the system, unifying the rules of evidence, making the transfer system of the file, making the arbitration and improving the arbitration. The authority to reduce the burden of the court and other suggestions, in order to improve our current labor dispute "trial" relationship model, better safeguard the parties to labor disputes, especially the legitimate rights of the workers.
On the basis of insisting on the existing labor dispute processing system, this paper analyzes the relationship mode of foreign labor disputes, and studies the advantages of the foreign labor dispute "trial" relationship mode, and deeply analyzes the disappearance of the current labor dispute "trial" relationship in China. The advanced experience of the labor dispute "disarmament" relationship puts forward to make strong arbitration, strengthen the communication and coordination between the arbitration organization and the court, establish a special labor court within the court, establish the court to examine the legitimacy of the arbitral award and supervise the system. At the same time, this paper also proposes to establish the mechanism of transferring files, unifying the rules of evidence and achieving perfection. The purpose of the current "labor dispute" relationship in China is to achieve the purpose of protecting the parties involved in labor disputes, especially the legitimate rights of workers.
【學(xué)位授予單位】：河北經(jīng)貿(mào)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：D922.591

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前1條

1 王璐;新型城鎮(zhèn)化中進(jìn)城務(wù)工人員勞資糾紛多元解決機(jī)制研究[D];云南財(cái)經(jīng)大學(xué);2015年

本文編號(hào)：1993266