摘要
作为一种弹性的人事管理手段,无薪休假制度早已在我国实践中出现,但我国劳动立法尚未对无薪休假制度作出明确规定,现行劳动立法只规定了带薪休假制度。因此,有必要基于我国无薪休假制度的现状,探讨其存在的问题,并从将集体合同作为劳资合意的基础、建立薪资补贴机制分担工资风险以及加强劳动监察等三个方面,着力寻找我国无薪休假制度的应对机制。
As a flexible means of personnel management,the system of unpaid leave has long appeared in China’s practice,but China’s labor legislation has not made clear provisions on the system of unpaid leave,and the current labor legislation only provides the system of paid leave.Therefore,based on the analysis of the status quo,the existing problems in China are put forward,and it finally points out that the coping mechanisms of unpaid leave system in terms of taking collective contracts as the basis for labor-management agreement,establishing a salary subsidy mechanism to share the risks,and strengthening labor supervision.
作者
邓若杨
Deng Ruoyang(Law school,Wuhan University,Wuhan Hubei 430072)
出处
《安徽警官职业学院学报》
2022年第4期119-123,共5页
Journal of Anhui Vocational College of Police Officers
基金
国家社会科学基金青年项目《数字经济下我国劳动法面临的挑战与转型研究》(项目编号:19CFX077)的研究成果。
关键词
无薪休假
缩短工时
工资支付
劳资合意
unpaid leave
shorten working hours
salary payment
labor-management agreement
