摘要
根据《中华人民共和国劳动法》及其相关规定,劳动争议的解决遵循的是"一调一裁两审"的处理模式。劳动争议诉讼是当事人解决争议的最后途径。当前,没有独立的《劳动争议处理法》和《劳动争议诉讼法》,人民法院审理劳动争议案件依据的是民事诉讼法的相关规定,这在实践中产生了很多问题。因为劳动关系与民事关系、劳动法律关系与民事法律关系的性质是截然不同的。用处理平等主体之间的财产关系和人身关系纠纷的民事诉讼法来处理表面平等而实质上不平等的主体之间的劳动争议,是极为不妥的。
According to 《Labor Law of People's Republic of China》and the relevant rules and regulations, settling of labor dispute keeps to the principle of 'once mediating, once arbitration, twice trials'. Among them, dispute of labor lawsuit is the final channel to settle the dispute of labor. Currently, there is no related labor procedural law. Therefore, people' s court conducts dispute of labor proceedings in the light of the civil procedural law and the related provisions. However, labor relationship and civil relationship, legal labor relationship and legal civil relationship are poles apart in nature. In a word, the mode of settling dispute of labor is not appropriate extremely.
出处
《北京市工会干部学院学报》
2004年第3期43-47,共5页
Journal of Beijing Federation of Trade Unions Cadre College
