本文選題：集體協(xié)商 + 職工代表權(quán)��； 參考：《南京大學(xué)》2014年碩士論文

【摘要】：工資集體協(xié)商制度是保障職工合法勞動(dòng)權(quán)益的有效舉措同時(shí)也是解決集體糾紛的制度基礎(chǔ)。我國(guó)推行工資集體協(xié)商制度已經(jīng)有十多年的歷史,但是集體協(xié)商制度中仍有很多不足以及尚待完善的地方,尤其是關(guān)于集體協(xié)商職工代表權(quán)的規(guī)定,許多企業(yè)內(nèi)部的工會(huì)形同虛設(shè),沒有起到職工代表應(yīng)有的作用,有的工會(huì)甚至與企業(yè)勾結(jié)損害職工的合法權(quán)益,工會(huì)的行政與經(jīng)濟(jì)的依附性直接導(dǎo)致了職工的利益受損,集體合同流于形式。在企業(yè)層面的工資集體協(xié)商中存在工會(huì)的代表性不足、工會(huì)的不作為以及職工自發(fā)推選的代表參與工資集體協(xié)商的合理性以及合法性等問題；在行業(yè)、區(qū)域?qū)用?存在區(qū)域性、行業(yè)性工資集體協(xié)商的主體缺位以及上級(jí)工會(huì)能否代替下級(jí)工會(huì)參與集體協(xié)商等問題；此外還有勞務(wù)派遣工的集體協(xié)商代表權(quán)等都是實(shí)踐中經(jīng)常涉及的問題。本文從南海本田案入手,從法學(xué)理論和司法實(shí)務(wù)兩個(gè)層面對(duì)我國(guó)集體協(xié)商職工方代表權(quán)制度進(jìn)行分析。在架構(gòu)上本文主要由引言、正文、結(jié)語三部分組成。遵循提出問題、分析問題,解決問題的邏輯順序。具體來講：第一部分緒論。首先由南海本田案引入,通過對(duì)該案件的敘述分析發(fā)掘出該案例所反映出的現(xiàn)實(shí)問題。在此部分,本文還闡述了選題背景與意義以及國(guó)內(nèi)外文獻(xiàn)綜述等內(nèi)容。第二部分集體協(xié)商代表權(quán)的法理分析。從代表權(quán)的基本理論出發(fā),逐步分析工資集體協(xié)商代表權(quán)的特性,理論的內(nèi)部關(guān)聯(lián)以及與代理權(quán)的異同,為后文的闡述鋪墊理論基礎(chǔ)。第三部分我國(guó)工資集體協(xié)商職工代表權(quán)制度的主要問題。本章以南海本田案為基礎(chǔ),逐漸剖析我國(guó)目前集體協(xié)商職工代表權(quán)行使的現(xiàn)實(shí)困境,并且從四個(gè)層面來剖析問題的根源：一是企業(yè)層面集體協(xié)商中工會(huì)代表權(quán)問題,這其中包括工會(huì)的不作為以及職工推選的代表的適用性問題；二是行業(yè)性、區(qū)域性集體協(xié)商中職工代表權(quán)問題,主要體現(xiàn)在行業(yè)性的集體協(xié)商經(jīng)常出現(xiàn)的工會(huì)缺位以及各級(jí)工會(huì)職能劃分不清晰等問題；三是勞務(wù)派遣工的集體協(xié)商代表權(quán)問題,主要體現(xiàn)在勞務(wù)派遣工能否加入用工單位工會(huì),能否參加用工單位的工資集體協(xié)商等問題；四是集體協(xié)商代表權(quán)的爭(zhēng)議處理機(jī)制問題,即如若職工不承認(rèn)工會(huì)的代表權(quán)或者在代表權(quán)行使過程中產(chǎn)生異議該如何處理等問題。第四部分完善我國(guó)工資集體協(xié)商職工代表權(quán)法律制度的建議。此章從上述四個(gè)問題層次相對(duì)應(yīng)的提出了解決對(duì)策。對(duì)于企業(yè)級(jí)別的工資集體協(xié)商建議完善工會(huì)的選舉制度,保障代表權(quán)的合法性,并且適時(shí)限制職工自主推選的代表的適用場(chǎng)合以及范圍；在區(qū)域性行業(yè)性級(jí)別建議完善行業(yè)性工會(huì)的組建以及集體合同的擴(kuò)展程序,切實(shí)做到依法保障職工的合法權(quán)益；建議立法明確勞務(wù)派遣工加入用工單位工會(huì)以及參與用工單位工資集體協(xié)商的權(quán)利,并且建議適時(shí)提出構(gòu)建完整的職工代表權(quán)確認(rèn)程序與保護(hù)機(jī)制。工資集體協(xié)商只有在制度層面上進(jìn)行完善才能保證勞動(dòng)者的合法權(quán)益能夠得到充分的保障,并且使我國(guó)的勞資關(guān)系朝著和諧、穩(wěn)定的方向發(fā)展。
[Abstract]:The system of collective wage consultation is an effective measure to guarantee the legitimate rights and interests of workers and workers, and also the institutional basis for solving collective disputes. The system of collective bargaining in China has been more than 10 years old, but there are still a lot of shortcomings in the collective bargaining system, and there are still yet to be perfected, especially on collective bargaining. According to the regulations, the trade unions in many enterprises are in the form of deficiency, and they do not play the role that the workers' representatives should have. Some unions even collude with the enterprises to damage the legitimate rights and interests of the workers and workers. The administrative and economic dependence of the trade union directly leads to the damage of the interests of the workers and workers, and the collective contracts are in the form of form. In the industry, the regional level, the regional level, the lack of the main body of the collective bargaining in the industry, and whether the higher union can take the place of the lower trade union to participate in collective consultation. The collective bargaining representation of labor dispatched workers is a problem often involved in the practice. Starting with the case of the South China Sea Honda, this paper analyzes the system of employee representation in China's collective consultation from two layers of legal theory and judicial practice. In the framework, this article is composed of the introduction, the positive article and the conclusion of the three parts. Analyze the problem and solve the logical sequence of the problem. In the first part, the first part of the introduction. First introduced by the South China Sea Honda case, through the narrative analysis of the case to find out the actual problems reflected in the case. In this part, this article also describes the background and significance of the topic and the literature review at home and abroad. The second part of the collective negotiation generation On the basis of the basic theory of the right of representation, we gradually analyze the characteristics of the collective bargaining representation of the wage, the internal correlation of the theory and the similarities and differences with the agency power, and lay the foundation for the theory of the latter. The third part is the main problem of the collective bargaining of workers in our country. This chapter is based on the case of the South China Sea Honda. The actual plight of the exercise of the collective bargaining of workers in our country is gradually analyzed, and the root causes are analyzed from four aspects: first, the trade union representation in the collective bargaining of the enterprise level, which includes the inaction of the trade unions and the applicability of the representatives of the workers and workers; and the two is in the industry and in the regional collective consultation. The problem of employee representation is mainly reflected in the absence of trade unions and the unclear division of trade union functions at all levels. Three is the collective bargaining representation of labor dispatch workers, which is mainly reflected in whether the labor dispatch workers can join the labor union, and can participate in the collective wage consultation of the employment units. The four is the dispute handling mechanism of the collective bargaining power, that is, if the workers do not recognize the representation of the trade unions or how to dissent in the process of exercising the representative power. The fourth part improves the proposal of the legal system of the collective bargaining of workers in our country. This chapter is relative to the above four problems. The corresponding countermeasures are put forward. For the collective wage consultation at the enterprise level, it is suggested to improve the union election system, to ensure the legitimacy of the representative rights, and to limit the applicable occasions and scope of the representatives of the workers and workers at the right time, and to recommend the establishment of the trade unions and the expansion of the collective contracts at the regional industrial level. In order to ensure the legitimate rights and interests of the workers and workers in accordance with the law, it is suggested that the legislation clear the labor dispatch workers to join the labor union and the right to participate in the collective wage consultation of the employment units, and propose to put forward a complete establishment of a complete procedure and protection mechanism for the confirmation of the rights of workers and workers in a timely manner. Only in this way can we ensure that the legitimate rights and interests of labourers can be fully guaranteed, and that our labor relations will develop in a harmonious and stable direction.
【學(xué)位授予單位】：南京大學(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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