發(fā)布時(shí)間：2018-07-10 17:46

  本文選題：書面勞動(dòng)合同 + 事實(shí)勞動(dòng)關(guān)系　； 參考：《蘇州大學(xué)》2009年碩士論文

【摘要】： 為了建立公平的勞資關(guān)系,減少勞資糾紛,維護(hù)勞動(dòng)者的合法權(quán)益,國家相繼出臺了許多調(diào)整勞動(dòng)關(guān)系的法律,從早期的《中華人民共和國勞動(dòng)法》到最新的《中華人民共和國勞動(dòng)合同法》再到相關(guān)的司法解釋,這一系列法律法規(guī)正逐步構(gòu)建起一個(gè)完善的勞動(dòng)法體系,在這其中勞動(dòng)合同制度是勞動(dòng)法體系的重要組成部分。然而,與此相關(guān)的法律在實(shí)施過程中卻遇到了挑戰(zhàn),以致使勞動(dòng)者的合法權(quán)益難以得到有效的保障。造成這種局面的原因一方面是勞動(dòng)者的法律意識不強(qiáng),在勞動(dòng)力嚴(yán)重過剩的狀況下,為了求得生存不得不通過各種途徑去爭取與用人單位建立勞動(dòng)關(guān)系的機(jī)會(huì),而不論是否存在書面勞動(dòng)合同。另一方面,部分用人單位為逃避勞動(dòng)合同的約束,以最廉價(jià)的勞動(dòng)力賺取最豐碩的勞動(dòng)成果,多以口頭協(xié)議的形式雇傭勞動(dòng)者。這就導(dǎo)致了事實(shí)勞動(dòng)關(guān)系的大量存在,從而在勞資雙方發(fā)生糾紛時(shí),使得勞動(dòng)者的身份難以得到認(rèn)定,進(jìn)而對勞動(dòng)者造成損害。 本文在梳理相關(guān)法律的基礎(chǔ)上,分別探討了書面勞動(dòng)合同和事實(shí)勞動(dòng)關(guān)系存在的問題,深入研究了事實(shí)勞動(dòng)關(guān)系在司法實(shí)踐上所遭遇的困境,最終提出完善建議,重點(diǎn)應(yīng)在立法上要放寬勞動(dòng)合同的形式要求,承認(rèn)口頭勞動(dòng)合同的法律效力,進(jìn)而明確事實(shí)勞動(dòng)關(guān)系的法律地位,在一定范圍內(nèi)承認(rèn)“雙重勞動(dòng)關(guān)系”,把事實(shí)勞動(dòng)關(guān)系逐步融入現(xiàn)行法律體系,維護(hù)勞動(dòng)者的合法權(quán)益。
[Abstract]:In order to establish a fair labor relationship, reduce labor disputes and safeguard the legitimate rights and interests of workers, the state has promulgated a number of laws to adjust labor relations. From the early People's Republic of China labor law to the latest "People's Republic of China labor contract law" to the relevant judicial interpretations, this series of laws and regulations are gradually constructing. The establishment of a perfect labor law system, in which the labor contract system is an important part of the labor law system, however, the relevant law in the implementation process has encountered challenges, so that the legitimate rights and interests of workers can not be effectively guaranteed. Strong, in the condition of serious surplus labor force, in order to survive, in order to survive, we have to strive for the opportunity to establish labor relations with the employers, regardless of whether there is a written labor contract or not. On the other hand, some employers can avoid the constraints of the labor contract and earn the most fruitful labor results with the cheapest labor force. The employment of labourers in the form of an oral agreement leads to a large number of factual labor relations, which makes the labourer's identity difficult to identify and cause damage to the labourer in the case of disputes between the two and the capital.
On the basis of combing the relevant laws, this paper probes into the problems existing in the written labor contract and the factual labor relations, and deeply studies the plight of the fact labor relations in the judicial practice, and finally puts forward the suggestions for perfection. The emphasis should be on the relaxation of the form requirements of the labor contract in legislation and the recognition of the legal effect of the oral labor contract. The legal status of the factual labor relations is clarifies, and the "double labor relations" is recognized within a certain range, and the factual labor relations are gradually integrated into the current legal system and the legitimate rights and interests of the workers are maintained.
【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】：2009
【分類號】：D922.5

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本文編號：2114134