摘要
《工会法》第二十九条仅授权工会调解劳动争议,既不肯定也不否定有权调解人事争议。这与工会协调劳动关系的本职存在隐性冲突。实务显示,人事争议处理中,三类事业单位工会调解职能存在缺位、冒进或错位。究其原因,主要在于相关法律依据缺失、人事争议处理的行政化和职工权利救济的有限性。本文主张修正现行工会职能之行业标准论,换为细分论,即维持不介入参公管理事业单位人事争议的现状;介入调解公益一类事业单位人事争议,但服务于公益事业的稳定和发展;介入调解公益二类事业单位人事争议,但侧重于以调解方式发挥维权与服务职能,尤其是服务于争议的顺利解决。
Article 29 of the Trade Union Law only authorizes trade unions to mediate labor disputes, and neither affirms nor denies the right to mediate personnel disputes. This is obviously an implicit conflict with the trade union’s duty of coordinating labor relations. Practice shows that in the personnel disputes management, there are vacancies, rash or dislocations in the mediation function of trade unions in three types of public institutions. These reasons are mainly due to the lack of relevant legal basis, the administrative management of personnel disputes and the limited remedies for employees’ rights. The article proposes to revise the current industry standard theory of trade union function and convert it to a subdivision theory, that is, to maintain the status quo of not intervening in the personnel disputes of public institutions administrated to the Civil Servant Law;to mediate personnel disputes in public welfare institutions, but to serve the stability and development of public welfare undertakings;to mediate personnel disputes in the second-class public institutions, but focusing on mediation to play the role of rights protection and service, especially for the smooth resolution of disputes.
作者
刘澍
Liu Shu(School of Law and Politics,Guangdong Ocean University,Zhanjiang,Guangdong Province,524088)
出处
《山东工会论坛》
2023年第2期11-23,共13页
Shandong Trade Unions＇ Tribune
基金
广东海洋大学国家社会科学基金培育项目“新发展格局视域下事业单位人事争议解决机制研究”(项目编号:C21814)
2019年度安徽高校人文社会科学研究重点项目“司法体制综合配套改革战略研究”(项目编号:SK2019A0384)的阶段性研究成果。
关键词
人事争议
事业单位工会
聘用合同
调解职能
personnel disputes
trade unions of public institutions
employment contracts
mediation function
