事业单位现行人事争议处理的逻辑悖论及改革思路  

The Logical Paradox and the Thought of Personnel Disputes Reform Under the Current System in Public Institutions

作　　者：刘大卫[1] 

机构地区：[1]华东师范大学社会发展学院,上海200241

出　　处：《中国人力资源开发》2018年第1期156-161,70,共7页Human Resources Development of China

基　　金：国家社会科学基金项目(15BGL184)

摘　　要：通过梳理我国现行的事业单位人事争议处理的相关法律法规规章等发现,事业单位人事争议的解决方法有复核、申诉再申诉、调解、仲裁和诉讼等路径,但是由于人事争议解决途径的各种规定之间存在一定的矛盾和冲突,尤其是仲裁和诉讼的相关规定都是参照劳动争议处理的方式,且由于人事仲裁与诉讼的受理内容也由于不同的法律、法规和文件规定的冲突而存在较大差异。随着事业单位市场化程度的不断提升,人事管理工作必定与市场不断接轨,关于事业单位聘用合同订立、变更、解除和终止以及工作标准的人事争议纠纷会不断增加,事业单位作为一种相对特殊的事业单位,应当具备专门的人事争议的处理模式处理学校与其教职员工发生的争议,因此加快人事争议处理机制的立法修法是有效解决事业单位与其教职工之间争议的不二选择。The approaches of personnel disputes settlements are review, appeal and further appeal, mediation, arbitration and lawsuit. But different laws and regulations are full of contradiction and conflict which are all with reference to the conventions of labor disputes settlements, with which the contents of personnel are almost different.As the marketization of the public institutions, the workforce of the public institutions will be released to labor market further, the personnel disputes of conclusion, variation, dissolution and termination of their employment contract as well as the working standards will be increased, the legislation of the personnel disputes settlement is extremely urgent. In transition period, it is feasible to formulate the measures for the implementation of personnel disputes settlements.

关 键 词：人事争议 人事争议处理机制 人事管理风险 人事争议处理途径 

分 类 号：D922.5[政治法律—民商法学]