本文選題：勞動(dòng)者 + 忠實(shí)義務(wù)�。� 參考：《西南大學(xué)》2017年碩士論文

【摘要】：忠實(shí),忠誠可靠,厚道老實(shí)。作為社會(huì)人,每個(gè)人在社會(huì)生活的各個(gè)領(lǐng)域、方方面面都應(yīng)做到忠實(shí)。忠實(shí)這個(gè)詞語,在社會(huì)早期的時(shí)候,在更多意義上,其存在是被當(dāng)作為一種道德要求的,而社會(huì)是一直在發(fā)展進(jìn)步的,隨著社會(huì)中公共職責(zé)的實(shí)現(xiàn)、社會(huì)共同體的產(chǎn)生以及契約履行過程中的要求,這種忠實(shí)慢慢的演變成為了一種法律義務(wù)。在勞動(dòng)法領(lǐng)域也不例外。而對(duì)于勞動(dòng)合同來說,其并不僅簡單的是一份當(dāng)事人雙方約定權(quán)利義務(wù)的一紙契約,還擁有著其他一般的民事契約沒有的人身屬性在其中。勞動(dòng)合同最核心的內(nèi)容即:勞動(dòng)者們通過其進(jìn)行勞動(dòng)行為,然后雇傭其的用人單位給付給他們一定的金錢作為報(bào)酬。通過簽訂勞動(dòng)合同,用人單位在一期間內(nèi)獲得了勞動(dòng)力使用權(quán),而勞動(dòng)行為只能由勞動(dòng)者親自履行,若用人單位不能對(duì)勞動(dòng)者進(jìn)行合理范圍和限度內(nèi)的指揮、命令、管理,用人單位的權(quán)利將無法實(shí)現(xiàn)。勞動(dòng)關(guān)系的信賴和繼續(xù)性也要求勞動(dòng)關(guān)系雙方當(dāng)事人的忠實(shí)。勞動(dòng)者的忠實(shí)義務(wù)能給用人單位一種安全,可信的心理預(yù)期,使得勞動(dòng)關(guān)系更加的融洽。對(duì)于勞動(dòng)者的忠實(shí)義務(wù),在勞動(dòng)關(guān)系理論發(fā)展較早的西方發(fā)達(dá)國家已經(jīng)形成一套較為成熟的制度理論。英國、瑞典、加拿大、德國等許多西方國家以及我們國家的臺(tái)灣地區(qū)也都是通過或法律或者判例的方式確定了勞動(dòng)者的忠實(shí)義務(wù)。反觀我國的勞動(dòng)法及勞動(dòng)關(guān)系領(lǐng)域,對(duì)于勞動(dòng)者忠實(shí)義務(wù)的研究和立法還較為落后。一方面,我國勞動(dòng)法并未將勞動(dòng)者的忠實(shí)義務(wù)作為一項(xiàng)單獨(dú)、明確的內(nèi)容加以規(guī)制,而僅僅只是以特別規(guī)定的方式設(shè)計(jì)到了屬于勞動(dòng)者忠實(shí)義務(wù)的少部分內(nèi)容;而從另一方面來說,我國現(xiàn)有的研究勞動(dòng)關(guān)系雙方的權(quán)利義務(wù)的內(nèi)容,其實(shí)絕大部分也只是在研究勞動(dòng)者權(quán)利和用人單位的義務(wù)而已,存在相當(dāng)多的一些問題和不足。并且目前看來,在現(xiàn)有的研究中對(duì)勞動(dòng)者作為合同一方當(dāng)事人所應(yīng)該承擔(dān)的相應(yīng)的責(zé)任和義務(wù),筆者認(rèn)為還少之又少,且在屈指可數(shù)的與勞動(dòng)者忠實(shí)義務(wù)相關(guān)的研究內(nèi)容之中,對(duì)于勞動(dòng)者忠實(shí)義務(wù)的一些根本性質(zhì)、具體內(nèi)容等許多很基本的問題的一些看法也存在著許多爭議和分歧。而現(xiàn)如今,勞動(dòng)者的忠實(shí)義務(wù)涉及到的是勞動(dòng)關(guān)系雙方的根本利益,如若處理不當(dāng)?shù)脑?對(duì)勞動(dòng)者和用人單位的根本利益造成相當(dāng)大的侵犯和損失不說。筆者以為這種情況還很有可能影響到我國的和諧的勞動(dòng)關(guān)系的大環(huán)境,對(duì)構(gòu)建和諧社會(huì)造成損害,那么與我國想要構(gòu)建和諧勞動(dòng)關(guān)系的政策方針就更加南轅北轍了。如此一來的話,對(duì)于勞動(dòng)者忠實(shí)義務(wù)的研究,就其現(xiàn)狀和存在的問題進(jìn)行分析和完善,在如今的情況看來,筆者認(rèn)為是非常有必要的。
[Abstract]:Faithful, faithful and reliable, honest and honest. As a social person, everyone should be faithful in every field of social life. The word "faithful", in the early days of society, was more likely to be seen as a moral requirement, and society had been developing and advancing, with the realization of public duties in society. The emergence of the social community and the requirements of the performance of the contract, this loyalty slowly evolved into a legal obligation. In the field of labor law is no exception. For the labor contract, it is not only a contract between the parties to agree on rights and obligations, but also has other general civil contract in which there is no personal attributes. The core content of the labor contract is that the laborer carries on the labor behavior through it, and then the employer pays them some money as the reward. Through the signing of a labor contract, the employing unit has obtained the right to use the labor force within a certain period of time, and the labor behavior can only be performed by the laborer himself. If the employer is unable to direct, order, and manage the laborer within a reasonable scope and limits, The right of the employer will not be realized. The trust and continuance of labor relations also require the loyalty of both parties. Laborer's duty of loyalty can give employer a kind of safe, credible psychological expectation, make labor relations more harmonious. For the duty of loyalty of workers, a set of more mature system theory has been formed in the western developed countries, where the theory of labor relations developed earlier. Britain, Sweden, Canada, Germany and many other Western countries, as well as our country's Taiwan region, have also adopted laws or precedents to determine workers' obligations of loyalty. In the field of labor law and labor relations, the research and legislation of laborer's duty of loyalty are relatively backward. On the one hand, the labor law of our country does not regulate the faithful duty of the laborer as a separate and definite content, but only designs to a small part of the laborer's faithful obligation in the way of special stipulation. On the other hand, the content of the research on the rights and obligations of both sides of labor relations in our country, in fact, most of them are only studying the rights of workers and the obligations of employers, and there are quite a lot of problems and deficiencies. And at present, in the existing research, the corresponding responsibilities and obligations that the laborer should undertake as a party to the contract are very few, and among the few research contents related to the laborer's duty of loyalty, There are also many controversies and differences on some basic issues, such as the fundamental nature and concrete content of the laborer's duty of loyalty. Nowadays, the duty of loyalty of workers involves the fundamental interests of both sides of labor relations, if handled improperly, it will cause considerable encroachment and loss on the fundamental interests of workers and employers. The author thinks that this kind of situation is likely to affect the environment of harmonious labor relations in our country and damage the construction of harmonious society, so it is even more diametrically different from the policy policy of building harmonious labor relations in our country. In this way, the author thinks that it is very necessary to analyze and perfect the present situation and the existing problems in the study of laborer's duty of loyalty.
【學(xué)位授予單位】：西南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：D922.5

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