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为应对我国《劳动法》关于变更劳动合同的僵化规定,国家在2012年颁布《最高人民法院关于审理劳动争议案件适用法律若干问题的解释(四)》(以下简称《司法解释(四)》),其中第11条肯定一定条件下变更劳动合同的非书面化,但在实施过程中,该条款依旧存在着适用困境。本文从《司法解释(四)》第11条出发,从理论和法律实务角度对口头变更劳动合同制度现存问题加以分析,结合利益平衡原则,针对如何避免用人单位滥用权利和修正劳动者弱势地位提出建议。
In response to China’s “Labor Law” rigid rules on changing labor contracts, the state promulgated the “Interpretation of the Supreme People’s Court on Several Issues Concerning the Application of Law in the Trial of Labor Disputes in 2012” (hereinafter referred to as “Judicial Interpretation (IV)”) , Of which Article 11 affirmed certain conditions, changing the labor contract unwritten, but in the implementation process, the clause still exists the applicable predicament. Based on the article 11 of Judicial Interpretation (IV), this paper analyzes the existing problems of the verbal change of the labor contract system from the perspective of theory and law practice. Combining with the principle of the balance of interests, this article aims at how to avoid the abuse of the employer ’s rights and to correct the weak position of the laborers Suggest.