摘要
申诉机制为行政诉讼介入教师与学校之间的争议处理提供了可能。但现行法律规定的局限,使得大量的争议无法进入行政诉讼;对部分争议的审查,自由裁量过大,欠缺公平性;以申诉处理决定为审查对象不利于定纷止争。应根据学校管理的特殊性,规定申诉作为行政诉讼的前置程序,明确将涉及教师基本权利且因管理而引发的争议纳入行政诉讼受案范围。在审查标准上,针对学校单方解聘、辞退、开除处分等处理决定,应适用程序审查兼实体审查原则;针对职称评审决定,应适用形式审查以及程序审查原则;对于所涉学术问题,如是否达到某一级职称之学术标准,则应尊重评审专家之意见。
The appealing system makes it possible for administrative litigation to deal with disputes between university and its faculty members. However, the limitations of the existing laws prevent a large number of disputes from administrative litigation. Reviews of selected disputes turn out too much freedom yet too little fairness. Reviewing the appealing decisions is not conducive to mediate disputes. It＇s suggested that appealing should be taken as a procedure prior to administrative litigation, considering the uniqueness of university management. Any disputes that are related to faculty members＇ basic rights and are as a result of university management should be included in administrative litigation. For reviewing standards, both procedural and entity reviews should be applied for university＇s unilateral contract termination, dismissal and other administrative sanctions; both formal and procedural reviews should be applied for professional working evaluations; experts＇ review should be taken when it comes to academic cases, for instance, to determine whether a faculty member is eligible for an academic title.
出处
《中国劳动关系学院学报》
2017年第3期39-45,共7页
Journal of China University of Labor Relations
关键词
申诉处理
教师权益
自主权
司法救济
appeals handling
rights of faculty members
autonomy
judicial remedy
