我国劳资集体协商制度的社会法反思  

Reflection of Social Law on Our Collective Bargaining System

作　　者：陈永福[1] 沈星 

机构地区：[1]江西科技师范大学法学院,江西南昌330038 [2]江西省共青城市检察院,江西共青城332020

出　　处：《南昌大学学报（人文社会科学版）》2015年第4期98-104,共7页Journal of Nanchang University(Humanities and Social Sciences)

基　　金：国家社科基金青年项目"公共规制的社会可接受性及实现路径研究"(13CFX009);江西省人文社会科学研究2014年度青年基金课题"经济法主体理论及其在社会管理创新中的应用研究"(FX1413)

摘　　要：劳动者要求改变劳动从属性的诉求和行动是推动个别劳动关系向集体劳动关系转型的原动力,中国劳动关系的从属性并不是市场经济发展的自然结果,而是我国特殊政治、经济制度的必然产物,劳工主体地位与主体意识的缺失决定了以"劳动三权"为核心的集体谈判很难成为我国劳资集体协商的制度安排。中国劳资集体协商制度的建构应当以全球正在实践和探索的"第三代"社会法为制度基础,充分发挥社会法的社会保护与社会促进的双重职能,坚持"工会代表制度"与"劳资双方制度性交流机制"的有机统一。The appeal and action that labor requires to change the subordination are the driving force to promote the transformation of individual labor relations to the collective labor relations. The subordination of China＇s labor relations is not the natural result of the development of the market economy,but an inevitable outcome of China＇s special political,economic system; because of the deficiency of labor subjectivity and consciousness,the collective bargaining as the core of ＂three labor rights＂is very difficult to become the institutional arrangements of China＇s labor collective negotiation. China collective consultation system should be based on the foundation of the third generation of social law that the whole world is practicing and exploring,giving full play to social law＇s dual functions of social protection and social facilitation,and adhering to the organic unity of the ＂union delegate＂and ＂systematic communication mechanism＂.

关 键 词：劳资集体协商 “第三代”社会法 社会法 集体劳动关系 

分 类 号：D90[政治法律—法学理论] F249.24[政治法律—法学]