本文選題：不能勝任工作 + 裁量性解雇規(guī)則��； 參考：《現(xiàn)代法學(xué)》2017年06期

【摘要】：我國《勞動合同法》第40條繼續(xù)設(shè)定了雇主因雇員不能勝任工作而有權(quán)單方預(yù)告解除勞動合同的裁量性解雇規(guī)則,這是雇主對經(jīng)培訓(xùn)或調(diào)崗仍不能勝任工作的雇員所能采取的終極措施,同時(shí)附隨著預(yù)通知或支付代通知金的前置性義務(wù)。能否勝任工作是判斷雇員有否適當(dāng)履行勞動給付義務(wù)的基本準(zhǔn)則,是雇主作出錄用、試用期滿經(jīng)同意轉(zhuǎn)正、繼續(xù)雇用等決定的主要依據(jù)。域外勞動法中,雇主行使解雇權(quán)應(yīng)當(dāng)具備正當(dāng)理由;就雇員不能勝任工作這一與其自身狀況相關(guān)聯(lián)的事由而言,雇主享有預(yù)告解雇權(quán)。如雇員的工作業(yè)績達(dá)不到崗位任務(wù)目標(biāo)或未能恪守忠實(shí)勤勉義務(wù)的,可以認(rèn)定其不能勝任工作,經(jīng)挽救仍不能適當(dāng)履行勞動給付義務(wù)的,雇主就可以作出解雇決定,以均衡保護(hù)雇主和雇員的合法權(quán)益。
[Abstract]:Article 40 of the Labor contract Law of our country continues to set out the discretionary dismissal rules in which the employer has the right to unilaterally announce the termination of the labor contract because the employee is incompetent. This is the ultimate measure that an employer can take for an employee who is still incompetent through training or transfer, accompanied by a pre-notice or payment in lieu of notice obligation. To be competent is the basic criterion to judge whether the employee has properly fulfilled the obligation to pay for labor. It is the main basis for the employer to make the decision of hiring, the probation period is approved to be changed, and the employee continues to be employed. In the extraterritorial labor law, the employer should exercise the right of dismissal for just reason, and the employer has the right of notice dismissal as far as the reason that the employee is not competent in the work is related to his own situation. If the employee's work performance fails to meet the objectives of the post or fails to abide by the duty of loyalty and diligence, he may determine that he is not competent in the work and, after being rescued, cannot properly perform the obligation of labor compensation, and the employer may make a decision to dismiss the employee. Protect the legitimate rights and interests of employers and employees in a balanced manner.
【作者單位】： 北京大學(xué)法學(xué)院;
【分類號】：D922.52
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本文編號：1997404