扬弃与超越:集体协商到集体谈判的制度进阶

Sublation and Beyond:System Optimization from Collective Consultation to Collective Bargaining

我国劳动法上的集体协商制度自发源之初就隶属于集体合同制度。从制度安排看来,集体协商以签订集体合同为主要目的,定位偏误使之在实践层面遇到多重困境,集体劳动争议的数量减少、劳动者申诉的数量激增,便是由此带来的结果。劳动关系、所有制结构和分配结构的演进和变化,均要求劳动法制实现由集体"协商"向集体"谈判"的跨越式发展。集体协商及相关制度代表劳动关系领域的一种"形式民主",存在形式民主的"形式化"、作用有限和效力存疑等问题;集体谈判在目的、交涉强度等方面与之显著不同,实用性、保障性和有益性的特质能更好地保障劳动者权益。我国应从核心制度、配套协同和制度衔接三个层面入手,构建"实质"意义上的集体谈判制度。

The collective consultation system under the labor law of our state,since its beginning,has been part of collective contract system.Considering institutional arrangements,the main intention of collective consultation is to sign a collective contract.Neglecting position has led to multiple difficulties in practice.The result is that the number of collective labor disputes has dropped drastically while worker complaints proliferate.Labor relations,change and evolution of ownership structure and allocation structure require leapfrog development of labor legal system,which is expected to evolute from collective negotiation to collective bargaining.The collective consultation and related systems represent kinds of formal democracy.And there are the problems of formalization,limited function and validity.Collective bargaining in such aspects like purpose,bargaining effectiveness significantly differs in practice.The characteristics of utility,indemnification and helpfulness can safeguard the rights and interests of laborers better.Our state should start constructing substantial collective bargaining system through proceeding on core system,supportive coordination system and converging system.