發(fā)布時(shí)間：2018-11-11 12:28

【摘要】：人事爭議是指人事關(guān)系主體之間，在人事管理過程中，因雙方的權(quán)利義務(wù)發(fā)生分歧而產(chǎn)生的爭議。由于特定的歷史原因，我國形成了獨(dú)有的人事爭議仲裁制度。這一制度調(diào)整的絕大多數(shù)對象屬于勞動(dòng)法(在我國法學(xué)界，傳統(tǒng)上被認(rèn)為屬于經(jīng)濟(jì)法)的范疇，少部分則應(yīng)劃入公務(wù)員法的范疇。 我國對工作人員與所在單位之間糾紛的仲裁可分為勞動(dòng)爭議仲裁和人事爭議仲裁。而人事爭議仲裁的制度、機(jī)構(gòu)與隊(duì)伍建設(shè)都存在較多缺陷，不能有效地保護(hù)人事爭議當(dāng)事人的合法權(quán)益。 人事爭議仲裁調(diào)整的工作人員可分為三類，其中：國家行政機(jī)關(guān)中的人事關(guān)系實(shí)質(zhì)上屬公法范疇，應(yīng)納入公務(wù)員法調(diào)整；企業(yè)單位中的人事關(guān)系應(yīng)納入勞動(dòng)法調(diào)整；而事業(yè)單位與其工作人員之間建立的人事關(guān)系與勞動(dòng)關(guān)系并無二致，將其納入勞動(dòng)法的調(diào)整范疇。人事爭議仲裁作為一種獨(dú)立的人事爭議解決機(jī)制，已無存在的必要。 本文由四部分組成： 第一章是我國人事爭議仲裁制度的現(xiàn)狀和問題。本章分析了我國現(xiàn)行人事爭議仲裁的調(diào)整范圍和缺陷。第二章討論了保留或廢除我國人事爭議仲裁制度的觀點(diǎn)和理由，，以及本文對這些觀點(diǎn)的評價(jià)。第三章從社會(huì)環(huán)境的缺乏、人事爭議的勞動(dòng)法屬性以及現(xiàn)行法律對人事爭議仲裁制度的替代性角度，該制度的廢除問題進(jìn)行了深度思考。第四章從勞動(dòng)仲裁的非行政化、公務(wù)員受到不利處分的司法救濟(jì)兩個(gè)角度，提出了構(gòu)建未來我國人事爭議處理法律框架的一些建議。
[Abstract]:Personnel dispute refers to the dispute between the subjects of personnel relations and in the process of personnel management because of the differences of rights and obligations between the two parties. Due to specific historical reasons, China has formed a unique personnel dispute arbitration system. The vast majority of the objects of this system adjustment belong to the category of labor law (traditionally considered as economic law in the legal circles of our country), and a few should be classified into the category of civil servant law. The arbitration of disputes between staff and their units can be divided into labor dispute arbitration and personnel dispute arbitration. There are many defects in personnel dispute arbitration system, organization and team construction, which can not effectively protect the legitimate rights and interests of personnel dispute parties. The personnel of personnel dispute arbitration can be divided into three categories: the personnel relations in the state administrative organs belong to the category of public law and should be included in the adjustment of the civil servant law, the personnel relations in the enterprise units should be brought into the adjustment of the labor law; The personnel relationship between the public institution and its staff is the same as the labor relationship, which is included in the adjustment of labor law. As an independent personnel dispute settlement mechanism, personnel dispute arbitration is no longer necessary. This paper consists of four parts: the first chapter is the status quo and problems of personnel dispute arbitration system in China. This chapter analyzes the adjustment scope and defects of current personnel dispute arbitration in China. The second chapter discusses the views and reasons of retaining or abolishing the arbitration system of personnel disputes in China and the evaluation of these views in this paper. In the third chapter, the author thinks deeply about the abolition of personnel dispute arbitration system from the point of view of the lack of social environment, the attribute of labor law of personnel dispute and the substitution of current law to the arbitration system of personnel dispute. The fourth chapter puts forward some suggestions on the construction of the legal framework of personnel dispute settlement in China from the perspectives of the non-administrative nature of labor arbitration and the judicial relief of the unfavorable punishment of civil servants.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2006
【分類號】：D922.5

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前3條

1 周中瑞;我國現(xiàn)行勞動(dòng)爭議仲裁的不足及其完善[D];江西師范大學(xué);2010年

2 郭丙麗;我國聘任制公務(wù)員人事爭議解決機(jī)制研究[D];中國政法大學(xué);2011年

3 王曉潔;事業(yè)單位人事爭議仲裁制度研究[D];復(fù)旦大學(xué);2009年

本文編號：2324833