本文關(guān)鍵詞： 就業(yè)協(xié)議 法律性質(zhì) 現(xiàn)存問(wèn)題 對(duì)策探究　出處：《山東大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：《全國(guó)普通高等學(xué)校就業(yè)協(xié)議》在日常生活中通常被稱(chēng)為三方協(xié)議的原因在于大部分省市規(guī)定其需要經(jīng)過(guò)畢業(yè)生、用人單位、高校這三方主體簽署之后生效(少數(shù)省份將高校僅作為監(jiān)管者故不在本文討論范圍),進(jìn)而通過(guò)三方主體的簽署行為和協(xié)議內(nèi)容來(lái)對(duì)各自的權(quán)利和義務(wù)關(guān)系進(jìn)行規(guī)范和約束。就業(yè)協(xié)議制度產(chǎn)生于我國(guó)社會(huì)經(jīng)濟(jì)發(fā)展的特殊時(shí)期,它可以說(shuō)是介于國(guó)家分配派遣和市場(chǎng)自由配置之間的特殊產(chǎn)物,原國(guó)家教委在1997年頒布的《關(guān)于統(tǒng)一使用全國(guó)普通高等學(xué)校就業(yè)協(xié)議書(shū)的通知》使就業(yè)協(xié)議制度在我國(guó)確定施行。自產(chǎn)生之后,就業(yè)協(xié)議制度就在規(guī)范高校畢業(yè)生就業(yè)秩序以及輔助相關(guān)部門(mén)進(jìn)行就業(yè)率統(tǒng)計(jì)等方面發(fā)揮了重要的作用。然而,隨著社會(huì)經(jīng)濟(jì)的快速發(fā)展以及我國(guó)就業(yè)環(huán)境和背景的改變,就業(yè)協(xié)議制度產(chǎn)生了一些問(wèn)題,進(jìn)而也引發(fā)了社會(huì)的討論。這其中關(guān)于其法律性質(zhì)的定位和相關(guān)司法救濟(jì)僵局的爭(zhēng)議尤為激烈且至今仍沒(méi)有定論。因此,本文將嘗試對(duì)其法律性質(zhì)進(jìn)行分析。本文作為一篇基礎(chǔ)理論型論文,將主要采用歸納和演繹推理,同時(shí)結(jié)合文獻(xiàn)研究和比較研究等方法,除引言與結(jié)論外分為四個(gè)部分來(lái)探究就業(yè)協(xié)議制度。第一部分將對(duì)就業(yè)協(xié)議進(jìn)行概括性介紹,包括其產(chǎn)生背景,內(nèi)容和主要特征以及其起到的主要作用。就業(yè)協(xié)議的作用主要包括是相關(guān)政府部門(mén)進(jìn)行就業(yè)率統(tǒng)計(jì)的重要依據(jù),是用人單位和畢業(yè)生權(quán)利義務(wù)的規(guī)范等。第二部分主要著墨于當(dāng)下關(guān)于就業(yè)協(xié)議性質(zhì)的觀點(diǎn)學(xué)說(shuō),包括民事合同論,勞動(dòng)合同論,行政合同論和勞動(dòng)合同預(yù)約論等。在介紹各種主流觀點(diǎn)的基礎(chǔ)上,將根據(jù)自己所學(xué)法律知識(shí)對(duì)其進(jìn)行逐一分析。其中,著重點(diǎn)將放在介紹預(yù)約合同和本約合同以及二者之間的區(qū)別聯(lián)系作為突破口,論證就業(yè)協(xié)議實(shí)際上具有預(yù)約合同的屬性。這一結(jié)論從其簽訂的目的,合同內(nèi)容和合同標(biāo)的幾個(gè)方面得到了印證。第三部分著重歸納就業(yè)協(xié)議現(xiàn)存的普遍問(wèn)題及其產(chǎn)生原因,主要包括高校主體地位和責(zé)任不明確,各方違約違規(guī)現(xiàn)象嚴(yán)重,法律適用和糾紛解決機(jī)制不明以及就業(yè)協(xié)議內(nèi)容不規(guī)范等。第四部分是關(guān)于完善就業(yè)協(xié)議制度的建議和對(duì)策探究,主要包括借鑒日本采用內(nèi)定就業(yè)制度和法國(guó)首次雇傭制度的經(jīng)驗(yàn)和教訓(xùn)來(lái)完善就業(yè)協(xié)議的主體定位,剔除高校一方使其符合我國(guó)《勞動(dòng)合同法》的適用范圍;另一方面可以不改變其預(yù)約合同的法律性質(zhì),著重規(guī)范協(xié)議書(shū)違約內(nèi)容等。
[Abstract]:The reason why the National Agreement on Employment of Colleges and Universities is usually called the Tripartite Agreement in daily life is that most provinces and cities stipulate that they need to pass through graduates and employing units. After the signing of these three subjects, the university will take effect (a few provinces will only act as the regulator, so it is not under discussion in this paper). Then through the signing of the tripartite subjects and agreement content to regulate and restrict the relationship between their rights and obligations. The employment agreement system emerged in the special period of the social and economic development of our country. It can be said to be a special product between national distribution dispatch and free market allocation. In 1997, the former State Education Commission promulgated the notice on the uniform use of the employment agreement of the national ordinary institutions of higher learning, which made the employment agreement system be established and implemented in our country. The employment agreement system has played an important role in standardizing the employment order of college graduates and supporting the employment statistics of relevant departments. With the rapid development of social economy and the change of employment environment and background of our country, some problems have arisen in the employment agreement system. And it also triggered the discussion of the society, which about its legal nature of the positioning and related judicial relief deadlock dispute is particularly fierce and still not conclusive. This paper will try to analyze its legal nature. As a basic theoretical paper, this paper will mainly use inductive and deductive reasoning, combined with literature research and comparative research and other methods. In addition to the introduction and conclusions are divided into four parts to explore the employment agreement system. The first part will give a general introduction to the employment agreement, including its background. The main contents and characteristics of the employment agreement and its main role. The role of employment agreement mainly includes the relevant government departments to carry out employment statistics important basis. The second part mainly focuses on the theory of the nature of employment agreement, including civil contract theory, labor contract theory. Administrative contract theory and labor contract reservation theory. On the basis of introducing various mainstream views, it will be analyzed one by one according to its own legal knowledge. The emphasis will be on introducing the appointment contract and the contract and the difference between them as a breakthrough to demonstrate that the employment agreement actually has the attribute of the reservation contract. This conclusion is based on the purpose of its signing. The third part mainly summarizes the existing general problems of employment agreement and its causes, mainly including the status and responsibility of the main body of colleges and universities is not clear. The breach of contract by the parties is serious, the legal application and dispute resolution mechanism is unclear, and the content of the employment agreement is not standardized. Part 4th is about the suggestions and countermeasures to improve the employment agreement system. It mainly includes using the experience and lessons of Japan's internal employment system and France's first employment system to perfect the main position of employment agreement, and eliminating the university party to make it conform to the scope of application of Labor contract Law of our country. On the other hand, the legal nature of the contract can not be changed, focusing on the content of breach of contract.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：D922.5;G647.38

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