论用人单位劳动规章的制定模式与效力控制——基于对德国、日本和我国台湾地区的比较分析

The Enactive Models of the Employer's Rules and Its Effect Control:Comparative Analyses Based on German,Japan,and Taiwan Region of China

从法律比较的角度来看,用人单位规章的制定存在着工厂协议模式、劳动者有限参与模式、用人单位单独制定模式。与此相应,也存在着三种不同的用人单位劳动规章效力控制模式,三种不同的用人单位规章效力根源说明模式。上述不同模式的存在首先不是逻辑演绎的结果,而是劳资共决观念、工厂协议制度、工会体制以及国家干预劳动关系的传统等因素共同作用的结果。在我国劳动法律发展过程中,集体自治色彩得到提升,但依然不足以保证用人单位规章的合理性,有必要引入公权力的合理性审查干预。其审查应从有关客体是否属于劳动规章的调整对象,劳动规章的内容是否妥当两个角度展开。目前我国用人单位规章的制定实际采纳了规范理论模式,但其应逐渐向通过工厂协议制定用人单位劳动规章的模式发展。

From the perspective of legal comparison, there are three models of enacting the employer＇s rules： factory agreement, enacting with workers＇ limited participation and enacting by employers. Corresponding with this, there are three models for control over the effect of employers＇ rules and three models to interpret the grounds of its validity. The existence of those different models are derived from different ideals of workers＇ participation in management, different institutions of factory agreement, different systems of trade union and different traditions of state intervention. During the development of China＇ s labor law, collective autonomy gets promotion, but it can＇ t ensure the rationality of employers＇ rules. So it＇ s necessary to control the employer＇ s rules through the public power. Now, the enacting of the employer＇ s rules in China applies normative theory model, but it should be developed to factory agreement model.