报复性解除劳动合同:我国集体劳动关系法律调整的漏洞与改进  

Retaliatory Dismissal: The Vulnerability and improvement of Legal Regulation of Labor Relations in Transition

作　　者：陈超[1] 

机构地区：[1]四川大学法学院,四川成都610064

出　　处：《法学论坛》2014年第2期122-127,共6页Legal Forum

基　　金：国家社科基金重大项目<和谐劳动关系协调机制的法律构建研究>(11&ZD031)的阶段性成果

摘　　要：劳动者因参与集体劳动关系,或者控告用人单位违法行为等,受到用人单位报复,被单方面解除劳动合同引发的劳资纠纷,人民法院适用《劳动合同法》第39条裁判并不符合立法本意,或导致集体劳动争议的转化。法律规制用人单位报复性解除劳动合同的行为需要立法完善,在调整目标上兼顾劳动者权益保障和劳动关系顺畅转型,在权利基础上探索以劳动者批评、建议、控告的宪法权利与集体争议权的对接,在具体制度上从增加集体劳动关系中的禁止解除劳动合同的理由和增强工人代表的法律保护两个方面进行完善。The labor dispute of workers gets reprisals from employer for involvement of collective labor relations or by accusing em- ployer＇ s illegal act, getting termination of labor contract unilaterally, which people＇ s court applies article No. 39 of Labor Con- tract Law is inconsistent with legislative intention, it may leads a transformation of disputes on collective labor. Law keeps em- ployer from retaliatory terminating an employment contract demands legislative perfection. Regulated target considers both the safety of rights and interests of labors and the smooth transition of labor relations. Exploring joints based on labor＇ s constitutional rights of criticism, suggestion and accusation with collective disputes. Perfection of concrete institution needs to be done from two aspects ： increasing reasons on prohibition of termination of labor contract in collective labor relations, the other lies on strengthen legal protection of labor representatives.

关 键 词：集体劳动关系 解除劳动合同 打击报复劳动权 

分 类 号：D912.5[政治法律—民商法学]