德国法中按企业规模对劳动关系分类处理的技术与方法

Techniques and Methods of Classification of Labor Relations in Accordance with Enterprise Size in German Law

德国劳动法中,对中小企业的特殊处理是为了促进中小企业的发展、中产阶级的发育也是为了适应中小企业劳动关系的特殊性。这种特殊处理采取了临界值条款这一立法技术。各个规则或规则群适用的临界值主要通过工厂中的劳动者人数来确定,但是偶尔也会出现以企业、雇主为计算单位的情况,另外一些特殊人群在计算时也有一些特殊规则。临界值的具体确定是一个理性计算、数字偏好以及利益博弈共同完成的过程。德国劳动法中目前有160多个临界值条款。解雇保护法适用的临界值是上述立法技术运用的一个重要领域。解雇保护法适用范围的临界值经历了5人到10人的变化过程,影响其变化的一个重要因素是解决失业问题。工厂组织法中的临界值非常庞杂,但相对稳定。其临界值的设置体现了企业规模和参与管理强度之间的比例关系。德国的上述立法技术和方法在多个方面值得我们借鉴。

In order to promote the development of small and medium-sized enterprises, the development of the middle class and to adapt to the particularity of the labor relations in small and medium-sized enterprises, the German labor law has developed many special regulations. Those special regulations use the legislative technique of critical value. The critical value of many regulations is determined by the number of workers in the factory. However, there is some situation, in which company or employers are the unit of account. The determination of the critical value is a process of rational calculation, digital preference and interest game. There are more than 160 critical values in the German labor law. The critical value of dismissal protection law is an important field in the application of these legislative techniques. The critical value of the dismissal protection law has gone through 5 to 10 people. The critical value of the Factory organization law is very complex, but relatively stable. The setting of the critical value reflects the scale relationship between firm size and the intensity of participation in management. We can learn from Germany＇ s legislative techniques and methods.