规范企业惩戒权制度建构-经济法专业论文.docxVIP

I I 规范企业惩戒权的制度建构 中文摘要 规范企业惩戒权的制度建构 中文摘要 在《企业职工奖惩条例》被废止之后，我国关于企业惩戒权的相关规定由原来的 集中统一变为分散到《劳动法》和《劳动合同法》之中。这一转变虽然淡化了企业惩 戒权的行政色彩，顺应了社会主义市场经济的发展趋势，但也带来一系列问题。从立 法上来看，一是实体规范不够健全。在各类惩戒手段中，只针对惩戒性解雇有明确的 法律规制依据，除此之外的惩戒手段以及与之相关的惩戒依据、惩戒事由等都缺乏明 确法律规定。二是程序规制几近空白。即使对可能给劳动者合法权益造成重大影响的 惩戒性解雇的程序性规定也基本付之阙如。三是监督救济渠道不畅。作为劳动者对具 体惩戒行为进行救济和监督主要手段的诉讼和仲裁，现行立法未将惩戒争议全面纳入 受案范围。而如何保障劳动者对劳动规章制度申诉权的行使也几乎只停留在理论探讨 层面。上述立法缺憾导致我国企业惩戒权边界模糊，实践中企业滥用惩戒权、侵犯劳 动者合法权益的现象时有发生，而劳动者往往无法获得有效救济，更难以对企业行使 惩戒权形成有力监督。基于上述分析，本文主张在肯定企业享有惩戒权的同时，对其 权利行使进行必要和有效的规制，具体通过以下三方面进行制度建构。一是实体规范。 明确企业惩戒权行使的实体原则、规范依据，限制惩戒事由，规范惩戒手段。二是程 序规制。建立健全企业行使惩戒权的一般程序和惩戒性解雇的前置程序。三是强化监 督和救济。完善劳动者申诉机制，畅通司法救济渠道。 关键词：企业惩戒权 劳动规章制度 实体规范 程序规制 监督与救济 作 者：赵 艺 指导教师：沈同仙 Abstract System Construction for Normalizing Enterprise’s Disciplinary Power System Construction for Normalizing Enterprise’s Disciplinary Power Abstract Instead of being integrated in Regulation on Rewards and Disciplinary Sanctions for Enterprise Employees, provisions of our country referring to enterprise’s disciplinary power have been merged into Labor Law and Labor Contract Law after the abolishment of the above-mentioned Regulation. Although this change weakened the administrative character of enterprise’s disciplinary power and adapted to the development trends of socialist market economy, it also caused a series of problem. In terms of legislation, first of all, substantive rules are unsound. Among all kinds of disciplinary measures, only disciplinary dismissal has a clear legal ground, while other disciplinary measures and relevant disciplinary basis and causes have not been clearly provided. Secondly, procedural regulations are nearly blank. Even procedural regulations for disciplinary dismissal, which has a great influence on laborer’s lawful rights and interests, are also missing. Thirdly, channels for supervision and remedy are not smooth. Litigation and arbitration are the main measures to remedy and supervise disciplinary actions; however, labor dispute has not been fully brought