我国工资集体协商制度刚性程度的法源冲突考辨

A Study on the Legal Source Conflict of the Degree of Rigidity of China’s Wage Collective Negotiation

工资集体协商是我国进入社会主义市场经济时代保护劳动所得的一项重要制度。为了建立和实施工资集体协商制度,国家法律和地方性法规都制定了相应的规范,从而形成了工资集体协商制度的法源体系。论及该体系,现有研究主要集中于讨论国家层面相关法律及规章,但是结合37个地方性法规及规章进行实证分析便会发现,工资集体协商制度在刚性程度上存在法源冲突,具体表现为国家法律及规章非刚性规定与地方性法规及规章刚性规定的冲突。针对该冲突,可以在现有研究普遍要求增强立法刚性的基础上,以附条件强制而不是无条件强制作为解决工资集体协商制度刚性程度法源冲突的对策。

Since our country entered the period of socialist market economy, collective wage negotiation system has been plaings a fundamental role in protecting labor income. In order to construct and implement this system, national laws and local regulations include relevant norms and hence they themselves become legal sources of collective wage negotiation system. Recent research findings of collective wage negotiation system mainly focus on the level of national laws. But from the perspective of the degree of compulsory, legal sources of collective wage negotiation system are always in conflict if we investigate both national laws and 37 local regulations and analyse them empirically. These conflicts can be concluded as non-compulsiveness of national laws versus compulsiveness of local regulations. Thus recent researches are not tenable. Therefore, besides the widely required claim that compulsiveness of laws should be strengthened, the notion of conditional compulsiveness (rather than non-conditional compulsiveness) is supposed to solve the conflict in collective wage negotiation system.