本文關(guān)鍵詞：論我國勞動合同的法定解除　出處：《廣西大學(xué)》2005年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 勞動合同 法定解除 即時(shí)解除 預(yù)告解除 勞動紀(jì)律 經(jīng)濟(jì)性裁員 經(jīng)濟(jì)補(bǔ)償金

【摘要】：勞動合同的法定解除是我國《勞動法》關(guān)于勞動合同解除的主要內(nèi)容。但是,頒布于10年前的《勞動法》以及后續(xù)頒布實(shí)施的許多勞動行政法規(guī)和相關(guān)司法解釋仍然存在著落后于實(shí)踐的發(fā)展、操作性不強(qiáng)等問題。本文逐一分析了我國《勞動法》中勞動合同法定解除的條件,對這些法定解除條件的內(nèi)涵進(jìn)行界定,并針對當(dāng)前司法實(shí)踐和理論研究中的不同做法和觀點(diǎn)進(jìn)行評析,提出了自己的看法。認(rèn)為用人單位規(guī)章制度的法律性質(zhì)應(yīng)為定型化契約,主張制定用人單位規(guī)章制度或勞動紀(jì)律應(yīng)當(dāng)堅(jiān)持公示和合理性的原則;明確了用人單位即時(shí)解除勞動合同的關(guān)于“嚴(yán)重性”的衡量標(biāo)準(zhǔn);主張用人單位的預(yù)告解除只適用于無固定期限勞動合同并引入預(yù)告通知替代金;就經(jīng)濟(jì)性裁員的條件和程序、適用范圍和選擇被裁人員的標(biāo)準(zhǔn)提出完善意見;建議引入除斥期間對用人單位的法定解除進(jìn)行限制;建議在勞動者即時(shí)解除中引入經(jīng)濟(jì)補(bǔ)償金,并擴(kuò)大即時(shí)解除條件的外延,從而豐富用人單位的給付義務(wù);最后在對勞動者的預(yù)告解除進(jìn)行剖析后,提出勞動者的預(yù)告解除應(yīng)只適用于無固定期限的勞動合同、不同的勞動者規(guī)定不同的預(yù)告期、增加預(yù)告期內(nèi)勞動者的求職假等完善意見。
[Abstract]:The legal rescission of labor contract is the main content of our country's Labor Law on the termination of labor contract. The Labor Law promulgated 10 years ago and the subsequent promulgation and implementation of many labor administrative regulations and related judicial interpretations still lags behind the development of practice. This paper analyzes the conditions of the legal rescission of labor contract in China's Labor Law, and defines the connotation of these conditions. And in view of the current judicial practice and the theory research in the different practice and the viewpoint carries on the appraisal, proposed own view, believed that the employing unit rules and regulations legal nature should be the stereotyped contract. It is advocated that the principles of publicity and reasonableness should be adhered to in the formulation of rules and regulations of employing units or labor discipline; Defined the unit of choose and employ persons immediate rescission of the labor contract on the "severity" of the measurement standard; It is advocated that the notice rescission of the employer is only applicable to the labor contract with no fixed time limit and the substitute gold for notice notice is introduced; On the economic conditions and procedures of layoffs, the scope of application and selection criteria for layoffs put forward a sound opinion; It is suggested to introduce restrictions on the statutory release of employers during the period of exclusion; It is suggested that the economic compensation should be introduced into the immediate relief of the laborer and the extension of the immediate release condition should be expanded so as to enrich the employer's obligation to pay. Finally, after the analysis of the labor notice release, the author puts forward that the labor notice rescission should only be applied to the labor contract with no fixed period of time, and different workers stipulate different notice period. Increase the advance notice period of workers' job-seeking leave and other perfect advice.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2005
【分類號】：D922.52

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前3條

1 常劍平;解雇保護(hù)制度研究[D];中國政法大學(xué);2006年

2 蔡力錚;勞動合同單方解除制度研究[D];中國政法大學(xué);2008年

3 張高貴;勞動合同法中的經(jīng)濟(jì)補(bǔ)償金制度研究[D];蘇州大學(xué);2010年

，

本文編號：1361555