摘要
我国劳动立法采纳了民法中的情势变更原则来建构预告解雇制度,与西方国家的"最后手段原则"具有内在的共通性。预告解雇条件的法定化设计虽然体现了对劳动者更加严格的解雇保护,但削弱了司法控制的功能。解雇预告期在法律性质上应采纳"法定效力延长说"的理论,并在未来对解雇预告期期限进行灵活化的设计,如引入阶梯式预告期限。
Chinese labor law adopted the principle of change of circumstances in civil law to establish the dismissal with notice, which had the inner commonality with principle of last resort in western country. Legalization design of dismissal with notice reflected the stricter dismissal protection of laborer, but weakened the function of judicial control. Notice period of termination should adopt＇legal effect extensibility＇ theory in legal nature, and design the flexible notice period of termination such as staged duration in future.
出处
《福建江夏学院学报》
2013年第2期61-66,共6页
Journal of Fujian Jiangxia University
基金
教育部人文社会科学研究青年基金项目(11YJC820054)
关键词
预告解雇
情势变更
最后手段原则
预告期
dismissal with notice, change of circumstances, principle of last resort, notice period oftermination
