我国劳动合同变更法律规制的路径检讨——从一则典型调岗争议案例谈起  

Reviewing of Legal Regulation on the Change of Labor Contract in China——From a Typical Dispute about Post Adjustment

作　　者：杨欣[1] 

机构地区：[1]中国劳动关系学院法学系

出　　处：《中国劳动》2015年第4X期50-54,共5页China Labor

基　　金：中国劳动关系学院院级课题"劳务派遣业行政许可法律制度研究"(项目编号:13YY02)

摘　　要：我国当前劳动合同变更在法律责任方面选择了"项目规制"进路,当用人单位违反"协商一致"原则时,只对其中关涉"核心义务"的项目,且不可归因于劳动者的情形,承担经济补偿责任。司法机关在实践中选择的"劳动条件"联结囿于我国劳动法规定无法突破责任困境,有必要从根本上调整当前劳动合同变更的法律规制进路,用"程度规制"取代"项目规制",以平衡企业经营自主权与劳动者权益保护。Nowadays regulation on the change of Labor Contract in China focuses on certain key terms, which means when Employers violate the principle of consensus, he assumes responsibility for financial compensation only for key terms violation, and moreover only when those violation could not contributed to the employee. Judiciary in practice selected 'working conditions' link in our labor law contexts could not break the responsibility dilemma, it is necessary to adjust the regulatory approach of the current labor change contract fundamentally with the 'degree of regulation' instead of 'Terms regulation' to balance the interests of the employer and the employee ownership protection.

关 键 词：劳动合同变更 协商一致 项目规制 程度规制 

分 类 号：D922.5[政治法律—民商法学]