【作者】 刘志华；

【导师】 郑鹏程；

【作者基本信息】 湖南大学 ， 经济法学， 2008， 硕士

【摘要】 工资是雇主与雇工依照法律、法规的规定,经协商后确定的劳动力价格。当前,我国工资分配领域存在着两个不容忽视的社会问题:一是工资拖欠现象比较严重;二是工资不合理差距大且呈扩张趋势,这种不合理性主要体现在行业、地区、性别等一些非竞争性因素已成为雇工之间工资差距的决定性因素。尤为严重的是,这两个问题已陷入恶性循环,弱化了工资的基本社会功能,挫伤了大批劳动者的积极性,影响了国民经济的持续发展,影响到了社会的稳定。进一步改革收入分配制度,规范收入分配秩序,构建科学合理、公平、公正的社会收入分配体系已成为全社会关注的焦点。同时,我国现有的工资管理制度存在明显缺陷,无法很好的解决这些社会问题,也无法对其他法律制度的支撑诉求作出积极回应。工资法的基本性质和任务决定了它必须对社会分配领域中的新情况作出及时回应,满足社会分配领域中的社会需要和愿望。工资法是一种典型的回应型法,立法目的应在立法过程中得到充分体现。从工资立法模式来看,我国的工资立法模式更适合于集中立法,应以中央立法为主,对于一些受地区影响较大的因素,适当的给予地方立法权。工资法的制定应体现公平、发展、倾斜保护、区别管理的原则。工资法包括支付保障制度、限额制度、宏观调控制度等三项基本制度内容。工资法的法律责任既包括民事责任又包括行政和刑事责任,既包括雇工、雇主应承当的责任,又包括政府应承当的责任。对于单位的违法行为,应实行双罚制,除追究单位责任外,还要追究单位负责人、主管人员及直接责任人员等相关人员的责任。更多还原

【Abstract】 Pay is the labor price which was ascertained after the negotiation between the employer and the employee according to certain laws and regulations. Currently, there exist two social problems in our country’s pay distribution system, which we cannot afford to ignore: some serious phenomena of delinquencies and the abnormal and growing pay gap. This kind of irrationality mainly is occurred by some uncompetitive factors, such as different industries, regions and genders have become the decisive factors affecting the increasing pay gap. More seriously, these two problems have got trapped in a vicious cycle, weakening the basic social function of pay, frustrating the enthusiasm of the mass laborers and influencing the sustainable development of national economy and the stability of the whole society. To further the reform of income distribution system, to normalize the income distribution regulations and to establish a scientific, equal and fair social income distribution system have become the focus of the whole society. At the same time, there exist some obvious defects in the present pay managerial system. If there is no ideal solution to these social problems, there wouldn’t be active responsiveness to supportive appeal to other legal system.The basic characteristic and task of Pay Act stipulate that the Pay Act should make corresponding response to the new circumstances in social income distribution system, satisfying the social needs and wishes of the social income distribution system. Pay Act is a typical responsive law, its aim of legislation is fully reflected in the process of law-making. From the model of law-making, our country’s law-making model tends to focus on concentrated law-making and should mainly base on central law-making. As for the regions where law-making may be influenced by more regional factors, the local government should be given more authorities. The making of Pay Act should reflect the principles of fairness, development, inclined protection, and differentiated management. Pay Act mainly includes three contents, that is, the Payment Social Security System, the Quota System and the Macro-control system. The legal liabilities of the Pay Act include both civil liabilities and criminal liability, and include both the liabilities of the employers and employees and the liabilities of the related governments. In the case of the unit’s illegal activities, bipartite punishment system should be adopted. In addition to investigate the unit’s liabilities, the judicial authority would also investigate the liabilities of the persons-in-charge of the entity and other related persons.更多还原