摘要
本文以经济放缓背景下三个典型集体劳动争议案例为基础,通过对该案例的梳理与比较,探讨以集体协商的方式解决集体劳动争议的合理性。文章指出,从争议的解决效果看,以劳资协商解决集体劳动争议的方式应当是较为符合劳方利益的,但是,这种方式最终能否采取,首先取决于工人的组织程度,其次是政府的态度和策略。在经济放缓期,按照以往惯例处置的方式往往难以奏效,因此,政府在解决这类争议的时候,需要及时修订应对策略与措施。在保障社会稳定的同时,保障工人权益和社会公共利益。
Based on reviewing and analysing three typical cases regarding collective labour disputes, the paper discuss the collective consultation as a reasonable choice of collective labour dispute resolution. Arguably, the result of labour dispute shows that collective consultation is an effective way to protect labour rights and interests. Nevertheless, to what extent the method can be employed is dependent upon workers＇ organizing and the government attitude as well as strategies. In the context of economic downturn, the orthodox measure to tackle labour disputes can hardly make any difference. Consequently, the government ought to amend the strategies and tactics to maintain both social stability and labour interests as well as public interests.
出处
《中国人力资源开发》
北大核心
2016年第21期95-101,共7页
Human Resources Development of China
基金
国家社科基金重大课题"集体劳动争议预防与处理机制的系统化建构研究(14ZDA006)"资助
关键词
经济放缓
集体协商
集体劳动争议
Economic Downturn
Collective Consultation
Collective Labour Disputes
