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机构地区:[1]四川大学法学院
出 处:《法学评论》2022年第6期106-119,共14页Law Review
基 金:国家社科基金项目“《劳动合同法》司法适用的大数据研究”(18BFX91);四川大学法学院双一流专项研究课题“《劳动合同法》司法适用的大数据研究”(sculaw0709)的研究成果之一。
摘 要:经济补偿纠纷是劳动合同解除和终止中的高发争议。对《劳动合同法》实施后涉及经济补偿纠纷的94632份判决书进行司法大数据研究发现,我国经济补偿制度具有广覆盖、高补偿、多效用的典型特征,但存在固定期限合同终止支付经济补偿不符合立法本意、司法认定的偏差引发劳动者道德危机、经营困难的用人单位支付责任过重等问题。现行经济补偿制度体现出以社会保障为基础,兼有劳动贡献累积补偿和帮助义务法定化的性质。建议理顺经济补偿与失业保险的关系,短期内两个制度可同时运行,但应加以改造;限缩经济补偿的适用范围,警惕倾斜保护原则在经济补偿中的滥用,适当扩大用人单位经营自主权、为解雇保护松绑;充分考虑劳动者内部群体分化和用人单位经营状况,分类减轻用人单位的经济补偿支付义务,以具体指标构建经济补偿分层调整制度。Economic compensation disputes which arise from labor contract rescission and termination are the most frequent disputes.Based on big data,a study of 94632 court judgments involving economic compensation disputes after the implementation of the Labor Contract Law has made some new findings.Currently,the economic compensation systems have the typical characteristics of wide coverage,high compensation and multi-function,but there are some problems which are appearing increasingly.Such as the economic compensation for the termination of fixed term contracts failed to accord with the legislative purpose,deviation of judicial determination lead to the moral decay of laborers,and the excessive payment responsibilities of the employers brings challenges.Foremost,the relationship between economic compensation and unemployment insurance should be straightened out.Furthermore,it is time that we narrowed the scope of economic compensation,guarded against the abuse of the principle of lean protection,enlarged the autonomy of employers appropriately and loosened the restraint of dismissal protection.Ultimately,taking into account the circumstances of both laborers and employers,the responsibilities of the employers should be reduced by classification,and the economic compensation systems should be established with specific indicators.
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