用人单位“严重失职”解约制度的构建

System Construction on Cancellation of Contracts in “Serious Breach of Duty” to Employing Unit

《劳动合同法》中有关劳动者严重失职的规定对规范劳动用工具有积极作用,但因缺乏对认定机构、行为性质、行为程度等要件的明确规定,造成实践中用人单位对劳动者严重失职行为判定难、举证难、究责难等问题;应借鉴德国、法国的"非常解雇制度",制定合法、具体、完善、公开的认定依据,明确认定标准,估量具体的价值损害决定惩戒后果,由调解委员会认定、仲裁委员会监督,仲裁委员会、法院行使监督审查权,并沿用传统举证模式。

The stipulations in Labor Contract Law concerning ＂serious breach of duty＂ of employee are positive to normalize the use of labor, but lacking of clear provisions of certification institutions, behavioral nature, behavioral degree results in difficulties in judgement, proof, investigation. Reference should be made to ＂abnormal firing systme＂ to formulate legitimate, concrete, perfect and open grounds for certification, to clarify standard, to determine punishment based on damage on value, investigation right should be certified by board of conciliators, supervised by board of arbitrators and exercised by the board of arbitrators and courts, and traditional proof mode should me adopted.