摘要
用人单位劳动规章制度的效力原则主要有明确性原则、比例原则和除外原则。明确性原则应当摒弃,比例原则应当借鉴,除外原则需要甄别。劳动规章制度效力阶位可以分为"效力模型"和"基准模型"两大体系。一般"效力模型"是指法律(劳动法或基准法)效力最高、集体合同第二、劳动合同次之、劳动规章制度(含劳动纪律)最低;"基准模型"指劳动规章制度的基准最高、劳动合同基准第二、集体合同次之、法律(劳动法或基准法)最低即为兜底条款或底线。
The principle of labor rules and regulations validity mainly consists of principles of clarity, proportionality and exception. In the author’s view, the principle of clarity should be discarded, the proportionality principle should be used for reference, and the principle of exception needs to be identified. And the prospect of these relations can be divided into two systems of effectiveness model and benchmark model. The effectiveness model, in turn, can be divided into the general effect model and the special effect model. The general effect model refers to that the law（labor law or benchmark regulation） is the highest potency, the collective contract the second, the labor contract of the labor regulations（including labor discipline） the lowest. The benchmark model refers to that the labor regulation benchmark is the highest, labor contract benchmark the second, collective contract, the law（labor law or benchmark regulation） the lowest fallback provision or the bottom line.
作者
问清泓
WEN Qinghong(College of Humanities, Law and Economics, Wuhan University of Science and Technology 430081, China)
出处
《中国劳动关系学院学报》
2018年第3期79-87,共9页
Journal of China University of Labor Relations
基金
国家社科基金一般项目"我国过度劳动的形成机理及其效应研究"(项目编号:14BJY211)
武汉科技大学人文社会科学高水平培育计划项目"集体劳动法制度实践与创新研究"(项目编号:W201706)部分成果
关键词
劳动规章制度
效力原则
劳动合同
集体合同
效力模型
基准模型
Labor rules and regulations
principle of validity
labor contract
collective contract
effectiveness model
benchmark model
