【作者】 立花聪；

【导师】 董保华；

【作者基本信息】 华东政法大学 ， 经济法学， 2013， 博士

【摘要】 在劳动法学领域，劳动合同的有关理论问题始终居于核心地位，对劳动合同进行理论研究也就成为劳动法学研究的重点。自《劳动合同法》出台后，理论界对无固定期限合同理论的研究掀起了新高潮。各方学者从不同角度出发，对无固定期限劳动合同褒贬不一，盛赞者有之，恶评者有之，其中还有折中论者。本文梳理了不同阶段中国学界关于无固定期限劳动合同的研究，初步认为，无固定期限劳动合同是一项世界各国劳动法律制度普遍认可和确立的一项合同期限制度，中国《劳动合同法》在《劳动法》的基础上对该项制度进行了再次确认和规范完善，应该说是顺应了劳动合同立法的国际趋势；但是，《劳动合同法》中关于无固定期限劳动合同制度的规定，从法理层面是否妥当，在制度的实际运行效果上是否达到预期目标，还需要结合法学、经济学等相关理论具体分析，同时，还需要结合中国经济发展和劳动力市场的现状，对中国无固定期限劳动合同制度的未来走向，进行深入思考。本文的研究围绕以下命题而展开，即应肯定无固定期限劳动合同的制度价值，并将无固定期限劳动合同作为劳动合同的常态形式。本文在研究过程中遵循的是提出问题——分析问题——解决问题的基本思路，针对现行制度安排和学界众说，在小心求证的基础上进行总结、质疑，不在绝对完美和应然的苛求下对现行立法进行责难，更多的是在提出问题的同时，试图以最小的改良成本来完善现行立法。综合运用文献研究法、逻辑分析与历史分析方法、实证分析与规范分析方法、比较分析方法展开研究。中国对无固定期限劳动合同立法解释的空白，以及无固定期限劳动合同无确定终止日期，具有较高的稳定性；体现了国家公权力对劳动合同期限的干预；无固定期限劳动合同在法律上表现为对用人单位更多的强制的特征，使学界对无固定期限劳动合同是否应该常态化产生了鲜明对立的两种观点。通过对中国无固定期限劳动合同制度定位的历史性考察，我们发现，中国无固定期限劳动合同的含义及制度设计的目的与其他各国有所不同，在该制度的设计和实行上要结合中国实际考虑问题。中国无固定期限劳动合同在立法价值上，强调保护劳动者，提高用人单位总体经济效益，建立良性经济秩序。本文对无固定期限劳动合同制度比较研究，分别对美国的宽松型雇佣制度、欧洲大陆的严格性解雇制度、日本的终身雇佣制中无固定期限劳动合同制度及职业灵活性进行了比较，域外劳动合同制度对中国立法的启示是，无固定期限劳动合同与固定期限劳动合同的划分均是基于职业的特点决定其适用范围的，而不应存在任何“社会福利性因素”；制度的确立要与社会文化背景相结合，不能不考虑社会文化背景而强行移植国外制度；虽然在大多数国家都以无固定期限劳动合同作为劳动关系的常态，但欧洲的改革不容忽视。无固定期限劳动合同的订立。《劳动合同法》第十四条无固定期限劳动合同订立条件中的“应当订立”与“推定订立”系公法介入劳动合同调整的结果。因工作年限订立，单方缔约权仍是具有极强的“福利性”的特征，这与其他国家的无固定期限劳动合同的内涵有本质区别，《劳动合同法实施条例》的解释实质上是扩大了连续工作十年的适用范围。这就使得上下位法的矛盾，此种扩大性的解释的合理性合法性显然要受到《立法法》的质疑。因签约次数而订立，单位是否拥有拒绝续约的权利规定得也不明确，因事实劳动关系而订立，存在逻辑上的极大问题。公法介入无固定期限劳动合同订立的法律评价。公法介入对无固定期限劳动合同订立的影响，中国无固定期限劳动合同具有极强的“福利性”，限制了用人单位的选择权，将订立无固定期限劳动合同视为企业的法定义务，将社会保障责任完全转嫁于企业承担。无固定期限劳动合同之内涵在立法者的期待与社会现实间存在巨大差距；将社会保障责任单纯由企业来承担，这必然引起社会利益与企业利益间的冲突，这也有悖于法律所追求的公平。无固定期限劳动合同订立的经济学分析。劳动合同制度应当采取综合性、弹性的保护手段来实现照顾各个层次劳动者利益的倾斜性立法保护。而无固定期限劳动合同在倾斜保护劳动者时，导致过高的缔约成本,以至于取消了不少缔约成功的可能，并可能引发对于边际劳动者的失业效应，和多重影响就业质量、数量的替代效应。中国解除条件上不区分劳动合同种类，一般解除权仅适用于劳动者，用人单位解除权条件要求高于其他国家标准。无固定期限劳动合同解除条件的不足产生了诸多不利影响，劳动者极少做到提前通知，严重影响用人单位的人力资源管理，无固定期限劳动合同的单方强制缔约权与对用人单位解除权的高标准限制导致无固定期限劳动合同彻底成为企业福利，大大影响企业效益。笔者尝试对中国无固定期限劳动合同解除制度重构，在价值理念上，无固定期限劳动合同与固定期限劳动合同体现不同之价值追求，还要兼顾意思自治与保护劳动者之原则；制度上，区分固定期限劳动合同和无固定期限劳动合同两种情况来规定不同的解除条件，根据劳动者工作性质区别适用不同的劳动期限，在条件许可时，可以赋予用人单位行使一般解除权，采纳有补偿的预告解雇制度。无固定期限劳动合同作为劳动合同的一种特殊形式，目前在中国还不是主流形式，这与世界通行的做法不一致。这也是与中国对无固定期限劳动合同有着比较严格的适用条件限制密不可分的。可以预见，在不久的将来，无固定期限劳动合同的研究将不断深化，尤其是关于无固定期限劳动合同的解除的研究将突破现有的桎梏，成为中国劳动法制建设和理论研究的核心问题。囿于作者的阅历所限，对无固定期限合同的研究缺乏实证研究，加之中国并非判例法国家，很难选取有代表性的案例予以佐证。这就使得本文的观点阐述难免过于理论，作者今后将在持续性的研究中对此论题进行不断完善和补充。更多还原

【Abstract】 On theoretical issues of the labor contract has always been a core role in thelabor law field, theoretical research has become the focus of the labor law research onthe labor contract. Since the introduction of the "Labor Contract Law", the theoristswithout a fixed term contract theory set off a new upsurge. Parties and scholars fromdifferent angles, mixed labor contract without a fixed term, praised by the evil of thereviewer, in which there is a compromise commentators.The paper combed the different stages of academic research on non-fixed termlabor contract, the preliminary view that the labor contract without a fixed term is aterm of the contract system, a world of national labor law system is generallyrecognized and established China’s Labor Contract Law " the system on the basis ofthe "Labor Law" reconfirmed and improvement of standards, it should be said tofollow the international trend of the labor contract legislation; However, without afixed term labor contract system, the "Labor Contract Law" from legal level is proper,whether on the effect of the actual operation of the system to achieve the desiredtarget, also requires a combination of law, economics and other related theories tospecific analysis of the status quo of China’s economic development and labor market,at the same time, the need to combine our non-fixed term labor the future direction ofthe contract system, in-depth thinking.This study around the following proposition to start that should affirm the value of the fixed term labor contract system, and non-fixed term labor contract as the normalform of the labor contract. Follow in the course of the study questions-analysis of theproblem-the basic idea to solve the problem, the current institutional arrangementsand academia congregation carefully the basis of summarizing, questioning, is notabsolutely perfect, and ought to be demanding of existing legislation to be blamedmore questions, trying smallest improvement costs to improve the existing legislation.Integrated use of literature, logical analysis and historical analysis method, empiricalanalysis and normative analysis method, comparative analysis of methods to conductresearch.Our non-fixed term labor contract legislation explained blank and non-fixed termlabor contract is a definite ending date, high stability; reflects the intervention of thenational public authority on the term of the employment contract; without a fixed termlabor contract in law the performance feature compulsory employer, academic laborcontract without a fixed term should be normalized to produce a clear-cut opposingtwo views. Non-fixed term labor contract system, positioning historic visits to China,we found that the purpose and meaning of our non-fixed term labor contract andsystem design different from other countries in the design and implementation of thesystem in conjunction with China’s actual to consider the issue. Our non-fixed termlabor contract the Legislative value, the emphasis on the protection of workers, andimprove the overall economic benefits of the employer, and the establishment of abenign economic order.A Comparative Study of the author of the non-fixed term labor contract system,loose employment system of the United States, continental Europe’s strict system ofdismissal, Japan’s lifetime employment system in the non-fixed term labor contractsystem and occupational flexibility compared extraterritorial labor the revelation ofthe contract system of China’s legislative, labor contract without a fixed term andfixed-term labor contract division are based on occupational characteristics determineits scope, and there should not be any social welfare factors; system established withsocial and cultural background combined, can not fail to consider the social andcultural background forcibly transplanted foreign system; reform in Europe can not beignored in most countries as a normal state of labor relations, labor contract without afixed term.No fixed term labor contract entered into."Labor Contract Law" Article XIVwithout a fixed term labor contract conditions "should be entered into the" presumption made the Department of Public Law involved in labor contractadjustment results. Entering into working life, the right to unilaterally Contracting stillhas the characteristics of a strong "welfare", the essential difference between this andthe other countries of the labor contract without a fixed term meaning, essentiallyexpand the interpretation of the "Regulations for the Implementation of the LaborContract Law" the scope of application of the continuous work of decades. Thismakes a bit up and down the law of contradiction, such expansion of the interpretationthe reasonableness of legitimacy is clearly to be questioned by the Legislative Act.Entered into contract Views units you have to refuse to renew the rights provisions arenot clear, due to the fact that labor relations entered into, there is a great problem inthe logic.The Public Law intervene without a fixed term labor contract law evaluation.Public law involved in the impact of the labor contract without a fixed term, ournon-fixed term labor contract with a strong "welfare", limiting the employer’s right tochoose, will be entered into a non-fixed term labor contract as the legal obligationssocial security responsibility fully passed on the responsibility of enterprises.Non-fixed term labor contract connotation there is a huge gap between the legislatorslook forward to working with the social reality; social security responsibility simplybe borne by the enterprises, which would inevitably lead to a conflict between theinterests of the community and business interests, which is also contrary to the laws ofthe pursuit fair. Without a fixed term labor contract of Economic Analysis. The laborcontract system should take a comprehensive, flexible protection means inclined totake care of the interests of workers at all levels to implement legislation to protect.Tilt the protection of workers with no fixed term labor contract, resulting in excessivecontracting costs that canceled many may Contracting, and may lead to the effect ofmarginal workers unemployed, and the multiple effects of the quality of employment,the number of substitution effect.China’s lifting of conditions does not distinguish between types of labor contracts,the general right of cancellation applies only to workers the right to rescind theconditions of the employer requirements than other national standards. Insufficientwithout a fixed term labor contract conditions produce many adverse effects, laborersrarely do notice serious impact on the employer’s human resources management,non-fixed term labor contract unilaterally forced contracting rights of the employerthe right to rescind high standards limit lead to non-fixed term labor contract thoroughly corporate welfare greatly affect enterprise efficiency. I try toreconstruction of our country without a fixed term labor contract system in the valueof the concept of non-fixed term labor contract with a fixed term labor contractreflects the difference between the value of pursuit, also taking into account theprinciples of autonomy and protection of workers; system distinguish betweenfixed-term labor contract without a fixed term labor contract two situations requiredifferent conditions of release, according to the nature of the work of laborersdistinction applicable labor period, when conditions permit, the employer can begiven to the exercise of the general right to rescind the adoption of compensationnotice dismissals system.Non-fixed term labor contract as a special form of the labor contract, in ourcountry is not a mainstream form of this common practice is inconsistent with theworld. This is inextricably linked with our non-fixed term labor contract has morestringent applicable conditions. It is foreseeable that in the near future, will continueto deepen the study of the fixed term labor contract, especially on fixed-term laborcontract release will exceed existing shackles become the core issue of theconstruction of China’s Labor Law and theoretical research. Confined to the author’sexperience is limited to the lack of empirical research on research without a fixedterm contract, coupled with China is not the case law, it is difficult to select arepresentative case to be corroborated. This makes the point of this article describesinevitably too theoretical, of in ongoing research in the future will this topic continuesto improve and supplement.更多还原