本文關(guān)鍵詞：論勞動合同的變更　出處：《西南政法大學》2010年碩士論文　論文類型：學位論文

  更多相關(guān)文章： 勞動合同 協(xié)商一致 書面化 單方變更 實際履行

【摘要】： 根據(jù)《勞動合同法》的規(guī)定,勞動合同的變更需要勞動者與用人單位協(xié)商一致后才能進行,并且必須采取書面形式。勞動合同的單方變更和非書面形式的變更沒有得到法律的認可。立法上做出這樣的規(guī)定,主要目的在于保護勞動者的權(quán)益,防止用人單位濫用權(quán)利,同時便于糾紛發(fā)生后的舉證和行政機關(guān)的監(jiān)督管理。但是這種“協(xié)商一致+書面化”的變更模式卻存在很大的缺陷。 在市場經(jīng)濟的背景下,用人單位應(yīng)當享有充分的用工自主權(quán),可以根據(jù)需要對勞動者的勞動報酬、工作時間、工作崗位、工作地點等做出及時的調(diào)整,也勞動者有服從的義務(wù)。從性質(zhì)上將,勞動合同屬于繼續(xù)性契約和關(guān)系契約,書面勞動合同的訂立只是勞動關(guān)系的觸發(fā)機制。當事人雙方在締約時不可能對未來有充分的預計,在履行勞動合同的過程中,當事人需要對生產(chǎn)經(jīng)營狀況等外在情況的變化作出應(yīng)對,雙方通過明示或者默示的方式,對原勞動合同的內(nèi)容進行補充、修正,因此當事人雙方的權(quán)利義務(wù)關(guān)系應(yīng)當以實際履行狀況為準,而不應(yīng)拘泥于原先的書面勞動合同。 從比較法的視角來看,學說與立法均承認用人單位和勞動者在特定情形下享有單方變更勞動合同的權(quán)利。大陸法系和英美法系國家也分別以不同的方式承認非書面形式的變更,這些規(guī)定對于我國勞動合同變更制度的完善具有借鑒意義。 筆者認為,《勞動合同法》應(yīng)當對勞動合同的單方變更作出規(guī)定,明確用人單位在何種情形下可以調(diào)整勞動者的工作崗位和工作地點。而對于工作時間、勞動報酬、勞動條件等內(nèi)容的單方變更問題,則應(yīng)當按照現(xiàn)有的規(guī)范勞動合同履行制度的法律、法規(guī)、規(guī)章等規(guī)范性文件執(zhí)行,從而使得勞動合同的履行制度與變更制度得以有機協(xié)調(diào)。同時,《勞動合同法》應(yīng)當取消勞動合同變更“書面化”的限制條件,確立實際履行原則,以實際履行狀況來確定用人單位與勞動者之間的權(quán)利義務(wù)關(guān)系。 目前我國對于勞動合同變更制度在立法上沒有得到足夠的重視,學者的著作也多是集中在用人單位對勞動者的工作崗位、工作地點變更等具體問題的研究上,極少有從宏觀層面研究勞動合同變更制度的成果。本文則是將勞動合同的變更制度作為整體進行研究,通過比較研究的方法,從勞動合同的性質(zhì)入手進行分析,并且在考察現(xiàn)行制度的實施效果的基礎(chǔ)上,提出相應(yīng)的立法完善建議。
[Abstract]:According to the provisions of the Labor contract Law, the change of the labor contract requires the laborer and the employing unit to consult with each other before proceeding. And must take the written form. The labor contract unilateral change and the non-written form change has not obtained the legal approval. The legislation makes such stipulation, the main purpose is to protect the laborer's rights and interests. In order to prevent employers from abusing their rights, and at the same time to facilitate the proof after disputes and the supervision and management of administrative organs, there are great defects in this mode of "consensual writing". Under the background of market economy, the employing unit should enjoy sufficient autonomy in employment, and can make timely adjustments to the laborer's remuneration, working time, working position, work place and so on according to the need. Also the laborer has the obligation of service. From the nature, the labor contract belongs to the continuing contract and the relationship contract. The conclusion of the written labor contract is only the trigger mechanism of the labor relations. When the parties conclude the contract, it is impossible for the parties to have sufficient expectations for the future, and in the process of performing the labor contract. The parties need to make a response to the changes in the external conditions such as production and operation, and both parties shall supplement and amend the contents of the original labor contract by means of express or implied means. Therefore, the rights and obligations of both parties should be based on the actual performance, and should not be confined to the original written labor contract. From the perspective of comparative law. The doctrine and legislation both recognize the right of employers and workers to unilaterally change the labor contract under certain circumstances. The countries of the civil law system and the common law system also recognize the non-written changes in different ways. These provisions have reference significance for the perfection of labor contract change system in our country. The author thinks that the Labor contract Law should stipulate the unilateral change of the labor contract and make clear the circumstances under which the employer can adjust the working position and the working place of the laborer. The unilateral alteration of labor remuneration and labor conditions shall be carried out in accordance with the existing laws, regulations, rules and regulations governing the performance of labor contracts. Therefore, the performance system of labor contract and the system of change can be coordinated organically. At the same time, the labor contract law should abolish the restriction of "writing" of the change of labor contract, and establish the principle of actual performance. To determine the status of actual performance between employers and workers between the rights and obligations. At present, our country does not pay enough attention to the system of labor contract change in legislation, and scholars mostly focus on the research of specific issues such as the employer's work position, the change of work place and so on. Very few studies from the macro level of labor contract change system results. This article is the labor contract change system as a whole, through the comparative study method, from the nature of the labor contract analysis. And on the basis of investigating the effect of the current system, the author puts forward some suggestions on how to perfect the legislation.
【學位授予單位】：西南政法大學
【學位級別】：碩士
【學位授予年份】：2010
【分類號】：D922.5

【引證文獻】

相關(guān)碩士學位論文 前4條

1 丁在鋒;論勞動合同變更[D];華東政法大學;2011年

2 任德傲;勞動合同變更制度研究[D];安徽大學;2011年

3 李振;勞動合同變更問題研究[D];河南大學;2012年

4 李光;論勞動合同的變更[D];安徽大學;2012年

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本文編號：1362038