摘要
劳动关系调整机制包括劳动基准调整机制、集体合同调整机制、人权法调整机制、民主参与调整机制和自我监管调整机制,这五种机制相互配合,共同承担着劳动者的保护功能。只有充分发挥五种机制的全部功能,劳动者才能得到充分保护。关于劳动法三重调整机制(劳动基准、集体合同和劳动合法)的观点既造成了理论混乱,也对劳动者保护产生了消极影响;关于个别劳动关系法(调整)向集体劳动关系法(调整)转型的观点,也不利于劳动者的充分保护。中国当前和今后一个时期应该劳动基准调整机制和集体合同调整机制并重,同时辅之以其他三种机制,并循序渐进地推进五种机制的协调发展。
The regulating mechanism of labor relations comprises of labor standards mechanism, collective agreement mechanism, human rights mechanism, democratic participation mechanism and self - regulation mechanism. These five kinds of mechanism coordinating with each other function as protection of employees. And when all the five mechanisms are brought into full play, the employees can be protected adequately. The opinion that the mechanism of labor law is composed of triple mechanism of labor standards, group contract and labor contract causes theoretical confusion and has negative influences on the protection of employees. The opinion of transformation of labor law from individual relationship to group relationship also hinders the adequate protection of employees. At present and in the near future, our country should make labor standards mechanism and collective mechanism of equal value, supplemented with the other three mechanisms, and gradually promote the coordinate development of the five mechanisms.
出处
《上海师范大学学报（哲学社会科学版）》
CSSCI
北大核心
2012年第5期47-57,共11页
Journal of Shanghai Normal University(Philosophy & Social Sciences Edition)
基金
上海市教委重点学科建设资助项目(J50406)
关键词
劳动法
调整机制
劳动基准
集体合同
自我监管
labor law
regulating mechanism
labor standards
collective agreement
self- regulation
