本文選題：非法解雇 + 受領(lǐng)遲延�。� 參考：《南京大學(xué)》2017年碩士論文

【摘要】：非法解雇期間勞動者報酬請求權(quán)屬于受領(lǐng)遲延制度在勞動合同法中的具體體現(xiàn),解雇行為一旦被認定為非法,用人單位即陷于受領(lǐng)遲延。勞動者提供給付的特性(勞務(wù))、勞動合同中對用人單位解除合同的限制以及保護勞工利益的政策考慮是勞動者獲得報酬請求權(quán)的事實依據(jù)。從比較法的角度來看,部分國家由于債法總則中存在受領(lǐng)遲延制度、分則中有雇傭合同這一有名合同,基于勞動合同與雇傭合同之間的特殊與一般之關(guān)系,使得勞動者報酬請求權(quán)可以直接獲得請求權(quán)基礎(chǔ)。此外,有的國家盡管規(guī)定地不明確,但從保護勞工利益的角度出發(fā),通過解釋依然可以得出相同結(jié)論。在認定非法解雇期間勞動者報酬請求權(quán)的前提下,對于非法解雇期間勞動者因無法向原來的用人單位提供勞務(wù)而節(jié)省的費用(比如交通費等)、勞動者向其他單位提供勞務(wù)而獲得的報酬以及在非法解雇期間怠于取得的利益等費用是否可以扣除以及如何扣除不是一刀切的問題,需要結(jié)合不當?shù)美p益相抵等制度具體討論。各地實務(wù)部門基于現(xiàn)實的問題需求,針對非法解雇期間勞動者報酬請求權(quán)作出了回應(yīng)。但由于對該問題并無可無條件適用的全國性規(guī)范,導(dǎo)致實務(wù)部門做法不一甚至出現(xiàn)同案不同判的情形,影響司法的統(tǒng)一性、公正性,而且也沒有切實體現(xiàn)保障勞動者權(quán)益的社會法理念�，F(xiàn)行實定法中對于該問題的規(guī)定存在嚴重不足,并且該漏洞無法通過法解釋學(xué)進行妥善地解決。從實定法應(yīng)提供確定的規(guī)范指引以及現(xiàn)實中存在勞動者要求主張非法解雇期間報酬的需求等方面出發(fā),我國法可以考慮建立受領(lǐng)遲延制度、雇傭合同以及相應(yīng)配套制度與措施,在法律上針對該問題提出具體的解決方案,杜絕實務(wù)中可能出現(xiàn)的裁判不一致的情形,以回應(yīng)勞動者的現(xiàn)實需求以及實現(xiàn)保障勞動者的立法目的。
[Abstract]:The right to claim compensation during the period of unlawful dismissal belongs to the specific embodiment of the system of receiving delay in the labor contract law. Once the dismissal is considered illegal, the employer will be caught in the delay of receiving the payment. The characteristics (labor services) of laborer's providing payment, the restriction of the employer's rescission of the contract in the labor contract and the policy consideration of protecting the labor's interests are the factual basis of the laborer's right to claim compensation. From the perspective of comparative law, due to the existence of receiving delay system in the general principles of debt law, some countries have a famous contract of employment contract, which is based on the special and general relationship between labor contract and employment contract. Make laborer compensation claim right can obtain claim basis directly. In addition, some countries can draw the same conclusion through interpretation from the angle of protecting labor interests, although the stipulation is not clear. On the premise of determining the right to claim compensation for workers during the period of unlawful dismissal, For the cost savings (such as transportation expenses, etc.) caused by the worker's inability to provide services to the original employer during the period of unlawful dismissal, the remuneration received by the worker for the provision of services to other units, and the lack of taking during the period of unlawful dismissal It is not a one-size-fits-all question whether and how to deduct the benefits, etc. Need to combine improper enrichment, profit and loss balance and so on system specific discussion. Based on practical problems, local departments respond to compensation claims during illegal dismissal. However, as there is no unconditional application of the national norms to this issue, the practice of the substantive departments is different and even different judgments of the same case occur, which affects the unity and impartiality of the judiciary. And also did not embody the social law idea that protects laborer's rights and interests. There are serious deficiencies in the current law, and the loophole can not be solved properly by legal hermeneutics. In view of the fact that the actual law should provide definite normative guidance and that there is a demand for workers to claim the remuneration during the period of unlawful dismissal, the law of our country may consider the establishment of the system of delay in receiving payment, the employment contract and the corresponding supporting systems and measures. In order to respond to the actual needs of the laborer and realize the legislative aim of protecting the laborer, the author puts forward the concrete solution to the problem in law, and puts an end to the inconsistent judgment situation that may appear in practice.
【學(xué)位授予單位】：南京大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：D922.52
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本文編號：2063720