發(fā)布時(shí)間：2018-04-27 12:27

  本文選題：勞動(dòng)爭(zhēng)議訴訟 + 受理管轄��； 參考：《山東大學(xué)》2008年碩士論文

【摘要】： 勞動(dòng)爭(zhēng)議也稱勞動(dòng)糾紛,是指勞動(dòng)關(guān)系雙方當(dāng)事人即通常的勞動(dòng)者和用人單位在執(zhí)行相關(guān)的勞動(dòng)法律、法規(guī)或履行勞動(dòng)合同時(shí),因發(fā)生權(quán)利分歧而產(chǎn)生的爭(zhēng)議行為。勞動(dòng)爭(zhēng)議制度主要包括勞動(dòng)爭(zhēng)議的協(xié)調(diào)、調(diào)解、仲裁和訴訟,其中勞動(dòng)爭(zhēng)議訴訟是勞動(dòng)爭(zhēng)議解決的終極司法保障。勞動(dòng)爭(zhēng)議訴訟是指勞動(dòng)爭(zhēng)議當(dāng)事人針對(duì)勞動(dòng)權(quán)利爭(zhēng)議相關(guān)事項(xiàng)向人民法院提起訴訟,由人民法院依法對(duì)案件進(jìn)行審理和判決的活動(dòng)。勞動(dòng)爭(zhēng)議訴訟區(qū)別于普通民事訴訟,且與行政訴訟存在諸多區(qū)別。由于現(xiàn)行勞動(dòng)立法的滯后性,我國(guó)目前的勞動(dòng)爭(zhēng)議訴訟制度存在著嚴(yán)重的制度性缺漏,主要體現(xiàn)在勞動(dòng)仲裁和訴訟的關(guān)系不盡合理、勞動(dòng)爭(zhēng)議訴訟的管轄不清晰、當(dāng)事人舉證責(zé)任不夠明確以及審判機(jī)關(guān)的設(shè)置不科學(xué)等等方面,致使訴訟方式在勞動(dòng)爭(zhēng)議處理機(jī)制中的作用尚未很好地發(fā)揮出來(lái)。 本文總體上分為兩大部分,第一部分即本文第一章,首先對(duì)勞動(dòng)爭(zhēng)議訴訟的概念和種類作以闡述,并在此基礎(chǔ)上,比較勞動(dòng)訴訟與普通民事訴訟、行政訴訟、勞動(dòng)爭(zhēng)議仲裁制度等,論證勞動(dòng)訴訟獨(dú)特程序和原則,主要從宏觀上對(duì)勞動(dòng)訴訟進(jìn)行介紹;第二部分是本文的重點(diǎn),主要介紹勞動(dòng)爭(zhēng)議訴訟制度,并提出制度存在的諸多問(wèn)題,提出解決問(wèn)題的對(duì)策。具體而言,第二部分共分為四章: 本文第二章介紹勞動(dòng)爭(zhēng)議訴訟制度的受理與管轄,總結(jié)并提煉民事訴訟法和勞動(dòng)法相關(guān)法律法規(guī)對(duì)受理和管轄規(guī)定的具體內(nèi)容,并針對(duì)特殊的受理和管轄問(wèn)題,提出個(gè)人觀點(diǎn)和對(duì)策。 本文第三章介紹我國(guó)勞動(dòng)爭(zhēng)議審判機(jī)構(gòu)模式,首先引入了英國(guó)、法國(guó)、德國(guó)和澳大利亞等西方發(fā)達(dá)國(guó)家在處理勞動(dòng)爭(zhēng)議問(wèn)題上的審判模式,然后以此為借鑒,論證我國(guó)勞動(dòng)爭(zhēng)議訴訟審判模式的重構(gòu)及完善。 本文第四章論述了勞動(dòng)爭(zhēng)議訴訟舉證責(zé)任分配制度,通過(guò)介紹法學(xué)界對(duì)現(xiàn)行舉證責(zé)任制度的評(píng)價(jià),提出個(gè)人見(jiàn)解,使舉證責(zé)任制度更人性化。 本文最后一章也是本文第二部分的重點(diǎn)章節(jié),通過(guò)論述現(xiàn)行勞動(dòng)爭(zhēng)議訴訟制度與仲裁制度的關(guān)系,揭示兩者關(guān)系存在的缺陷,提出完善現(xiàn)行勞動(dòng)爭(zhēng)議訴訟制度的相關(guān)建議,以期對(duì)勞動(dòng)爭(zhēng)議處理體制的重構(gòu)和改進(jìn)有所幫助。
[Abstract]:Labor dispute is also referred to as labor dispute, which refers to the dispute caused by the rights difference between the parties to the labor relationship, that is, the laborer and the employing unit in the execution of relevant labor laws, regulations or labor contracts. Labor dispute system mainly includes labor dispute coordination, mediation, arbitration and litigation, in which labor dispute litigation is the ultimate judicial guarantee for labor dispute settlement. Labor dispute litigation refers to the activities in which the labor dispute parties bring a lawsuit to the people's court for the matters related to the labor right dispute, and the people's court tries and adjudicates the case according to law. Labor dispute litigation is different from ordinary civil litigation, and there are many differences between labor dispute litigation and administrative litigation. Due to the lag of the current labor legislation, there are serious institutional gaps in the current labor dispute litigation system in China, which is mainly reflected in the unreasonable relationship between labor arbitration and litigation, and the unclear jurisdiction of labor dispute litigation. The parties' burden of proof is not clear enough and the setting of the judicial organs is not scientific, so the role of litigation mode in the mechanism of handling labor disputes has not been well brought into play. This paper is divided into two parts as a whole. The first part is the first chapter of this paper. Firstly, it expounds the concept and types of labor dispute litigation, and on this basis, compares labor litigation with ordinary civil action and administrative litigation. The second part is the focus of this paper, mainly introduces the labor dispute litigation system, and puts forward many problems existing in the system. Put forward the solution to the problem. Specifically, the second part is divided into four chapters: The second chapter introduces the acceptance and jurisdiction of labor dispute litigation system, summarizes and refines the specific contents of the relevant laws and regulations of civil procedure law and labor law, and aims at the special problems of acceptance and jurisdiction. Put forward personal viewpoint and countermeasure. The third chapter introduces the mode of labor dispute adjudication organization in our country. First, it introduces the trial mode of the United Kingdom, France, Germany and Australia in dealing with the labor dispute, and then draws lessons from it. To demonstrate the reconstruction and perfection of the trial mode of labor dispute litigation in China. The fourth chapter discusses the distribution system of the burden of proof in labor dispute litigation. By introducing the evaluation of the present system of the burden of proof in the field of law, the author puts forward his personal opinion and makes the system of burden of proof more humanized. The last chapter of this paper is also the key chapter of the second part of this paper. By discussing the relationship between the current labor dispute litigation system and the arbitration system, this paper reveals the defects of the relationship between the two, and puts forward some relevant suggestions to improve the current labor dispute litigation system. It is expected to be helpful to the reconstruction and improvement of labor dispute handling system.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2008
【分類號(hào)】：D922.5

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前3條

1 呂茜茜;我國(guó)勞動(dòng)爭(zhēng)議仲裁幾個(gè)基本制度研究[D];首都經(jīng)濟(jì)貿(mào)易大學(xué);2010年

2 吳雪花;論我國(guó)勞動(dòng)爭(zhēng)議處理制度的完善[D];西南政法大學(xué);2010年

3 熊穎;我國(guó)勞動(dòng)基準(zhǔn)公益訴訟制度論[D];西南政法大學(xué);2010年

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本文編號(hào)：1810729