摘要
在个人解雇保护制度的基本要素中,我国在解雇理由、解雇费、不公平解雇赔偿金、不公平解雇主张的时效和复职程度等五个方面的立法规制强度高于国际平均水平;在解雇通知期、解雇程序、通知期开始前的延迟时间三个方面的立法规制强度低于国际平均水平。但综合来看,我国解雇理由虚严实宽,在解雇灵活性和解雇成本方面呈现出复杂扭曲的特点,尤其是定期劳动合同的解雇保护制度大幅降低了我国解雇保护的水平。借鉴国际立法例,根据我国的国情,可以在劳资双方都可接受的限度内,循降低解雇行为灵活性、改变解雇经济成本结构的思路提高解雇保护严格度,并做若干具体制度之改进。
Among the basic elements of individual employment protection legislation, strictness in five aspects consisting of firing reason, severance pay, compensation pay following unjustified dismissal, time for claim and extent of rein- statement are higher in China's Mainland than the average international level. On the other hand, strictness in firing proce- dures, notice period and time delay before the start of notice period are below international averages. But taken together, Chinese employment protection level is sharply reduced by the system that fixed - term labor contract is covered by the employment protection law. Referring to international legislation, according to China＇s national conditions, in both sides＇ acceptable limits, we can enhance the Strictness of employment protection by reducing firing flexibility and changing the structure of the firing economic cost. In addition, several specific institutional improvement shall be done.
出处
《法律科学（西北政法大学学报）》
CSSCI
北大核心
2011年第1期170-183,共14页
Science of Law：Journal of Northwest University of Political Science and Law
关键词
个人解雇保护
国际比较
解雇行为灵活性
解雇经济成本
回应
individual employment protection
international comparison
firing flexibility
firing cost
response
