摘要
无固定期限劳动合同之所以在实践中难以推行,在于在立法指导思想上将其看作是对劳动者的"福利性"待遇以及对用工单位的"惩罚",在司法实践中则对用工单位解除劳动合同实行过于严苛的限制政策,导致劳动用工单位对与劳动者订立无固定期限劳动合同产生了畏惧、排斥和规避的态度。在现有立法允许其可以选择与劳动者订立不同期限劳动合同的情况下,资方选择与劳动者订立固定期限与短期化的劳动合同,应当说是不难理解的事情。故此,在建构无固定期限劳动合同制度的过程中,我们应摈弃劳资对立的传统思维,确立和培育劳资身份伦理和协作与共存的理念,在立法上明确将无固定期限劳动合同作为劳资双方订立劳动合同的常态形式,同时应充分尊重双方的自主选择、意思自治和自我调适,赋予双方在有正当理由前提下解除与终止无固定期限劳动合同的自由。
Non - fixed term labor contract is hard to promote in the fulfillment, the reason is the lawmakers think it＂ welfare＂ for the employee and＂ punishment＂ for the employer, implement too rigorous of restriction policy in the judicatory practice, cause the employer afraid, reject and attitude evade it, under the current law allow to choice dissimilarity term of the labor contract, the employer certainly choose the fixed -term or short-term labor contract. Therefore,when we construction non -fixed term labor contract system, should discard the idea which the employee and the employer is in opposition of tradition, establishment with grow them cooperation and coexistence of ethics principle, the labor law must explicit non - fixed term labor contract have be the norreal form which in the labor contract, should full respect conclusion parties independence choice, meaning autonomy and ego adjustment, give them freedom to terminate or relief the non - fixed term labor contract which have proper reason premise.
出处
《中国法学》
CSSCI
北大核心
2010年第2期173-182,共10页
China Legal Science
