“不能胜任”条款的司法适用——以《劳动合同法》第四十条第二款为视角

Judicial Application of the"Incompetence"Clause:From the Perspective of 40(2)of the Labor Contract Law

通过对“不能胜任”解雇案件的实证分析发现,在司法实践中出现了“不能胜任”条款概念模糊、司法认定标准不统一的困境,这导致劳动者权益保障与用人单位解雇权行使的失衡。对此,有必要通过立法手段对“不能胜任”的概念进行界定,以消除歧义。同时,在裁判实践中审判机关不能机械适用“不能胜任”条款。具体而言,审判机关应坚持客观说立场,避免将主观因素作为主导依据;以合法性及合理性为评判标准,严格审查用人单位的考核制度,防止用人单位滥用解雇权;针对“不能胜任”劳动者的培训和调岗,依据其是否具有针对性和合理性进行认定,使这些补救措施起到促进劳动者能力提升或岗位适配的作用,从而平衡劳动者权益保护与用人单位管理自主权之间的关系。

In the empirical investigation of"incompetence"termination cases in judicial practice,there has been a dilemma due to the vague concept of the"incompetence"clause and inconsistent judicial identification standards,which leads to the imbalance between the protection of workers'rights and the exercise of the employer's dismissal right.In this regard,it is necessary to define the concept of"incompetence"by legislative means to eliminate ambiguity.At the same time,in the practice of adjudication,the judicial organs cannot mechanically apply the"incompetence"clause.Specifically,the judicial organs should adhere to an objective position and avoid taking subjective factors as the leading basis;With legality and rationality as the identification standard,the appraisal system of employers should be strictly reviewed to prevent them from abusing the right of dismissal.The training and position transfer of"incompetent"workers shall be identified according to whether they are targeted and reasonable,so that these remedial measures can promote the improvement of workers'ability or position adaptation,thereby balancing the relationship between the protection of workers'rights and interests and the management autonomy of employers.