摘要
对"报复性解雇"的概念解构需遵从"内涵认知——边界识别——‘报复性’解析"的逻辑进路。首先,通过司法、学理、立法的三维透视,可将报复性解雇的内涵界定为雇主因行使某项基本权利的行为(雇员的该行为有利于社会公共利益)而惹怒雇主,导致雇主产生报复的心理,以表面上符合劳动法上合法解雇的理由为借口而作出解雇。其次,通过三层次分辨,可识别报复性解雇的边界,即报复性解雇与惩戒解雇的界限泾渭分明,它不一定属于违法解雇,但一定属于不当解雇。最后,报复性解雇的本质并非在于"报复性"而是该行为所侵害的法益,故对报复性解雇中"报复性"的解析,可分为显性模式与隐性模式。
For explaining the concept of retaliatory discharge, we should obey the logic route of successively cognizing its connotation, distinguishing its boundary and analyzing retaliation. Firstly, after judicial, academic and legislative analyzing, we could realize that retaliatory discharge means exercised the basic rights in favor of social public interest, that the employer that was enraged by the employee who and made a discharge discussion with excuses according seemingly with fair dismissal reasons, basing on vengeful psychology. Secondly, by the discrimination of three levels, we could recognize the border of retaliatory dismissal. The difference between retaliatory discharge and exemplary discharge is obvious. Retaliatory dismissal which is not always considered as Illegal discharge belongs to unfair dismissal. Thirdly, the nature of retaliatory discharge is the legal interest violated rather than the retaliation. Thus there are two models of analyzing the retaliation, which are the dominant model and the recessive model.
作者
毛景
Mao Jing(School of Law, Yangzhou University, Yangzhou 22500)
出处
《中国人力资源开发》
北大核心
2018年第6期93-100,共8页
Human Resources Development of China
关键词
报复性解雇
违法解雇
报复性
Retaliatory Discharge
Illegal Discharge
Retaliation
