对用人单位诉前补正通知工会程序的解读与反思

Interpretation and Reflection on the Procedure of Allowing Employers to Supplement and Correct the Notice to Trade Unions after Dismissal

劳动合同法规定用人单位在行使单方劳动合同解除权前应履行通知工会的程序。对此,现行司法解释进行了扩展,允许符合劳动合同法规定之实质解除条件的用人单位在诉前对通知工会程序进行补正。我国司法实务中坚守并倡导严格约束用人单位单方解除劳动合同的大原则,但是允许在特定条件下放宽对其程序上的要求,确立了用人单位单方解除劳动合同的诉前补正制度。但该司法解释在实践中呈现出案件数量激增、司法适用标准不统一等问题。重新审视该司法解释的合法性、合理性、可行性后发现,其隐含着规制主体过于狭隘、规制条件过于宽松、诉讼与仲裁结果冲突、工会监督职能弱化等缺陷。应当进一步修改该司法解释,并完善《工会法》,提高劳动合同解除过程中各参与主体的守法意识。

China’s “labour law” and “labour contract law” stipulate that the employer has the right of unilateral termination under specific circumstances.At the same time,it also stipulates that the employer should perform the procedure of notifying the trade union of the reasons in advance before exercising the right of unilateral termination.In this regard,the current judicial interpretation has been expanded to allow employers who meet the substantive termination conditions stipulated by the law to make corrections to the procedure of notifying the trade union before litigation.However,from the perspective of the application effect of this judicial interpretation in practice,there are some problems,such as the surge in the number of cases,the difficulty of safeguarding workers’ rights,the increased risk of employers abusing the right of unilateral termination,and the weakening of the pre supervision function of trade unions.After reexamining the legitimacy,rationality and feasibility of this judicial interpretation,we can find that it implies defects such as too narrow regulation subject,too loose regulation conditions,conflicts between litigation and arbitration results,and weakening of the supervision function of trade unions.Therefore,it should be further modified and improved.