摘要
我国《劳动法》规定了30日预告期的辞职权行使限制规则,尽管该规则并非强制性规定,可由用人单位与劳动者约定变更,但基于不同的法理基础和现实需要,约定变更该限制规则的效力应有所不同。变更辞职预告期约定具有为用人单位提供脱密期和岗位准备期的双重功能。约定脱密期是为了更好地保护用人单位的秘密信息,我国相关部门规章和地方性法规的规定并未与上位法冲突,因此在符合相关规范的前提下,在劳动合同中约定脱密期应属有效。约定岗位准备期的正当性因劳动合同有无确定期限而不同:有期限的劳动合同约定岗位准备期具有明确的法理正当性;未定期限的劳动合同约定变更岗位准备期仅具有政策上的合理性。在劳动合同层面,由于用人单位可能利用自身强势地位实质性排除劳动者的辞职权,故不宜在只有劳动合同约定的情况下,承认该约定变更辞职预告期的有效性;在集体合同层面,因我国法允许在集体合同中约定变更辞职预告期,也能克服仅有劳动合同约定变更辞职预告期存在的问题,应当认定其有效性。
China’s Labor Law stipulates the 30-days resignation notice period as a rule of limiting employee to exercise the right to resign. Although such rule is not mandatory and can be altered by agreement between the employer and the employee, the validity of agreement on altering such limitation rule should vary on basis of different juridical bases and practical needs. The agreement on altering resignation notice period has the dual functions of providing a period of isolating the employee from the secret and a period of employment preparation for the employer. The agreement on the period of isolating the employee from the secret is to better protect the secret information of the employer, and relevant departmental bylaws and local regulations in China do not conflict with laws of superior level, therefore, under the premise of complying with relevant norms, the agreement on the period of isolating the employee from the secret stipulated in the labor contract shall be valid. The legitimacy of the period of employment preparation varies depending on the the existence or absence of a fixed term of the labor contract. The agreement on the period of employment preparation in a labor contract with a fixed term enjoys clear legal justification and the agreement on the period of employment preparation in a labor contract without a fixed term only enjoys policy rationality. In terms of labor contract, an employer may take advantage of its strong position to substantially exclude the right of the employee to resignation, thus it is not appropriate to recognize the validity of the agreement on altering the resignation notice period which is only stipulated in the labor contract. As to the collective contract, since Chinese law allows for making agreement in the collective contract on altering resignation notice period, and the problems of agreement on altering upon resignation notice period stipulated only in the labor contract may be overcome, the validity of such agreement should be recognized.
出处
《政治与法律》
CSSCI
北大核心
2021年第9期79-89,共11页
Political Science and Law
关键词
辞职权
辞职预告期
约定变更
效力
Right to Resignation
Resignation Notice Period
Agreement on Alteration
Validity
