制度协同视野下无固定期限合同立法之修改

Revision of Non-fixed-term Contract Legislation under Vision of Institutional Synergy

《劳动合同法》关于无固定期限合同相关规定,是对我国《劳动法》在合同期限上的重大转变,奠定了劳动关系运行之"纲",但也导致法律制度之间新的不平衡。因此,应以制度协同的视角分析和理性看待无固定期限合同的修改。应确立岗位性质决定劳动合同期限类型的理念,通过对固定期限合同的约束实现无固定期限合同的的常态化。在维持解雇条件不变的前提下,通过取消"双倍工资"、排除临时性、季节性、特定性工作、建立确认劳动合同履行"连续性"规则等措施,完成对无固定期限合同的修改。

The relevant provision concerning no--fixed--term contract in Labor Contract Law is a major change for the term of the contract, serves as a ＂guiding principle＂ for running lahor relations, but at the same time results in the new imbal- ance in the legal system. Therefore, it is necessary to analyze and view the revision of the no--fixed--term contract from the perspective of institutional synergy. To determine the job nature should be firstly to decide the idea of these types of contracts, and via the regulation of the fixed contracts to make the no--fixed contracts normalized. The successful revision of the no-- fixed contact can be done on the premise of maintaining no change of dismissal conditions, and by some measures such as can- celling double time salary, excluding temporary, seasonal or specific work, or by implementing continuity rules to confirm la- bor contracts.