企业关闭过程中的劳动者权益保护及企业的应对策略——X分店闭店引发的思考

Labour Rights Protection and Enterprise Strategy during the Shut Down:a Case Study

随着市场经济的深入,企业的关、停、并、转现象日益普遍。这些经营决策往往导致大量劳动者被解雇,激化后容易引发劳动者和企业发生严重的劳动争议。本文以一起企业关闭(即用人单位主体资格消灭)引起的劳动争议案例为基础,讨论了如何在企业关闭过程中平衡企业的经营自由权和劳动者权益保护问题。本文认为企业在生产经营发生严重困难以至于主体资格消灭时当然拥有裁减人员的权利。但是由于涉及大量的劳动者,法院应该就企业的解雇事由以及解雇程序的合理性与合法性进行审查,避免企业的权利滥用。对于企业而言,裁员必须符合法律规定的实质性要件和程序性要件,即裁员必须符合法定情形并履行告知、咨询等程序。

It is gradually common phenomenon that employer shuts down, closes, merges, and transfer nowadays against the background of market economics in China. These business decisions will naturally cause mass dismissal, deteriorate the employment relation, and cause labour conflict between parties. Based on a case study, this article discusses how to balance the right of free operation and labour rights protection. It argues that the employer has the legal rights to dismissal employee when it confronts operation problem. Count should also censor the reason, validity, and rationality of dismissal in case employer abuses their operation rights. As far as Enterprises concemed, it must obey the both legal precondition and legal process, i.e, laid off workers when it confront real operation problems, and inform and consult trade unions or employee representatives before dismissal.