高校人事争议案件释疑  

On personnel dispute cases in colleges and universities

作　　者：张夫美 ZHANG Fumei(School of Liberal Arts and Law, Henan Polytechnic University, Jiaozuo 454000, Henan, China)

机构地区：[1]河南理工大学文法学院,河南焦作454000

出　　处：《河南理工大学学报（社会科学版）》2022年第5期21-27,共7页Journal of Henan Polytechnic University:Social Sciences

基　　金：河南理工大学人文社会科学研究项目(SKND2022-36)。

摘　　要：人事争议与劳动争议从“一元化”到“二元化”的路径设计,并没有解决人事争议案件法律适用和法律选择困难的问题,人事争议案件需要独立的裁判规则。人事立法应加强高校教师退出机制建设,探讨在聘用合同中约定服务期和违约责任的承担方式,研究第三方用人单位承担连带责任的可行性,进而规范学术劳动力市场人才的无序流动。聘用合同关系作为人事关系的基础法律关系,参照劳动合同法“向劳动者倾斜”的单方保护理念进行法律适用,缺乏现实基础和实质正当性;结合教师聘用制改革的进程和方向,高校教师聘用合同宜遵循“平等保护”的价值理念,以契约自由为原则,兼顾高校与教师的双重利益。The path design from“unitization”to“dualization”of personnel and labor dispute does not solve the problem of law application and difficult choice of law.Personnel dispute cases need independent adjudication rules.The personnel legislation should strengthen the construction of the withdrawal mechanism for university teachers,stipulate the service period and the mode of assumption of liability for breach of contract,and determine the joint and several liability of the third party employer,in order to regulate the disorderly flow of talents in the academic labor market.As the basic legal relationship of personnel,the employment contract relationship conflicts with the idea of labor contract which refers to“unilateral protection favoring laborers.”Combined with the progress and direction of the reform of teacher employment system,the employment contract of university teachers should follow the value of“equal protection”,take contract freedom as the principle,and give consideration to the double interests of the university and teachers.

关 键 词：高校 人事争议 聘用合同 辞职权 违约责任 

分 类 号：D922.5[政治法律—民商法学]