限薪立法有关问题研究

Research on Relevant Issues of Legislation on Salary Limitation

我国学界对限薪立法问题的研究非常薄弱,限薪一直没有纳入劳动法的范畴,启动限薪立法程序具有必要性与紧迫性。限薪立法首先是立法模式的选择与确定问题,一般成文法立法模式有两种:一是分散立法模式,二是单独立法模式,二者各有优劣。我国限薪立法可以结合短期目标与长远目标分两步走:第一步,先实行分散立法,短期内将限薪条款分散在不同的法律中。分散立法有两种选择:一是在拟出台的新法之中,如《工资法》或《集体合同法》中增加一个章节,专门规定限薪问题;二是在拟修改的《劳动合同法》中增补有关限薪的章节或条文。第二步,长远立法还是应当采取单独立法模式,即吸收分散立法的经验,单独出台《限薪法》。

The research on the legislation of salary limitation in China is very weak. The salary limitation has not been included in the scope of labor law. It is necessary and urgent to start the legislative procedure of salary limitation. The legislation of salary limitation is first and foremost a matter of the choice and determination of legislative models. There are generally two types of statutory legislative models: one is a decentralized legislative model, and the other is a separate legislative model. China’s salary limitation legislation can be combined with short-term goals and long-term goals in two steps: the first step is to implement decentralized legislation, and in the short term will be limited to different provisions of the law. There are two options for decentralized legislation:one is to add a chapter to the proposed new law, such as the Wage Law or the Collective Contract Law, which specifically stipulates the issue of salary limitation;the second is to amend the Labor Contract Law Added chapters or provisions on salary limitation in. In the second step, long-term legislation should still adopt a separate legislative model, that is, to absorb the experience of decentralized legislation, and promulgate a separate Law on Wage Limitation.