《劳动合同法》若干问题再思考

Rethinking Problems about Labor Contract Law

本文探讨并提出:人力资源管理学科的基本理念、合理原则、管理方法可以作为劳动法的立法原则;形成事实劳动关系已实际订立劳动合同不必再进行双倍工资惩罚,以减少企业用工成本;劳动合同变更的合理性合法性应在变更的可预测性,员工对岗位是否胜任,企业经营实际的必需性,变更岗位与原合同岗位的关联性等方面进行考量;企业规章制度构建应考量程序合法,内容合法,标准合理,条款可操作及充分公示公告。

This paper discusses and proposes that many basic ideas and rational principle and management methods of human resources sciences can be applied to the legislation of labor contract law, the enterprise should not be punished by double wages when the enterprise and laborer form actual labor relation and has signed labor contract for reducing the hire labor of cost; the rationality and legitimacy of changes in the labor contract should consider predictability of the change, competence of the staff positions, actual business necessity, and relevance of the new positions with the original. Construction enterprises regulations should consider legal procedures, Legal content, reasonable standards, operational terms and full publicity notice.