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我国劳动争议多元化纠纷解决机制分析论文
Abstract
st
In the 21 , human resources are the primary resources . The relatinship between
labours directly affect the development of plans for economic entities, and has
become the measure of a countrys economic potential for sustainable development,
and it has become an important symbol of it. The labour dispute is an issue which
emerged from the litigant of the relationship depended on their labour right of and
obligation. It based on the labour relationship. Dispute appears when labour exists. By
the deep-gong with our countries’ policy of reforming and opening, espencially the
establish and development of socialist market economy, the number of labour dispute
is going up and it has become more and more complicated, and the contradiction turns
into sharply.
Since China resumed the Handling of Enterprise Labour Dispute formally in
1987, we’ve issued a series of laws, such as, the Regulations on Handling Labor
Disputes, Labor Law, Trade Union Law, Labor Contract Law, Labor Dispute
Mediation and Arbitration Law and other labor laws and regulations. Established
one adjustment, one sanction labor dispute handling system. Under the law, Chinas
labor dispute mediation committee bodies, including the labor dispute, labor dispute
arbitration committee and the courts. The existing mechanism for handling labor
disputes in adjusting the labor relations and safeguard the legitimate rights and
interests of employees and employers play a key role, but as the economic system
changes and the trend of economic globalization, strengthening of existing institutions
increasingly highlighted the shortcomings presented.
The diversification of
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