本文選題：《勞動(dòng)合同法》　切入點(diǎn)：立法雙軌制　出處：《西安財(cái)經(jīng)學(xué)院學(xué)報(bào)》2017年03期

【摘要】：文章通過對(duì)公共部門編制外勞動(dòng)者所遭遇的同工不同酬的178個(gè)案件進(jìn)行統(tǒng)計(jì)及文本分析,發(fā)現(xiàn)有176個(gè)案件同工同酬的訴求沒有得到法院支持。法院的裁判理由主要集中在受編制所限、勞動(dòng)關(guān)系雙方已約定報(bào)酬、用人單位有報(bào)酬決定權(quán)等幾個(gè)方面。這些理由最終可歸結(jié)為立法雙軌制對(duì)勞動(dòng)者身份分層的制度固化、第11條立法目標(biāo)與現(xiàn)實(shí)結(jié)果的巨大差距、理論層面對(duì)同工同酬的界定不清等深層次原因。因此,我國(guó)不同身份的勞動(dòng)者實(shí)現(xiàn)同工同酬要根據(jù)我國(guó)的社會(huì)現(xiàn)實(shí)所給予的司法空間尋求相應(yīng)的突破點(diǎn)。
[Abstract]:This paper makes statistical and textual analysis on 178 cases of unequal pay for equal work encountered by workers outside the public sector. It was found that the claim of equal pay for equal work in 176 cases was not supported by the court. The employer has the right to decide on remuneration and so on. These reasons can be attributed to the fixed system of the double track system of legislation on the stratification of the laborer's identity, and the huge gap between the legislative goal of Article 11 and the actual result. In theory, the definition of equal pay for equal work is not clear and other deep-seated reasons. Therefore, the realization of equal pay for equal work by different status workers in China should seek corresponding breakthrough points according to the judicial space given by the social reality of our country.
【作者單位】： 西北工業(yè)大學(xué)人文經(jīng)法學(xué)院;
【基金】：陜西省社會(huì)科學(xué)基金資助項(xiàng)目(12E069) 2014年西工大人文振興基金資助項(xiàng)目(3102014RW0033)
【分類號(hào)】：D922.11;D922.5
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本文編號(hào)：1681635