劳动用工制度新思考——以《劳动合同法》实施为视角

2008年1月1日起施行的《中华人民共和国劳动合同法》，为构建和谐稳定的劳动关系起到非常重要的促进作用，也给企业的劳动关系管理提出了新的挑战，电力企业更应该直面《劳动合同法》并认真贯彻落实。本刊特约一组相关文章，对《劳动合同法》各个角度进行了解读，并提出了贯彻落实该项法律的具体方法和措施，仅供广大读者参考。     

施行《劳动合同法》要点

正确认识《劳动合同法》 一些业界人士认为,《劳动合同法》单方面保护劳动者,对企业的发展很不利。笔者认为,《劳动合同法》确实有很多维护和保障劳动者合法权益的规定,适当向劳动者作了倾斜,毕竟用人单位在劳动关系中处于相对优势地位。但是,《劳动合同法》在侧重维护劳动者合法权益的同时,也重视维护用人单位的合法权益,以实现双方之间力量与利益的平衡,促进劳动关系的和谐稳定。比如《劳动合同法》规定,“用人单位与劳动者可以在劳动合同中,     

新劳动合同法（一）

2007年6月29日第十届全国人大常委会第二十八次会议通过了《中华人民共和国劳动合同法》，并于2008年1月1日开始施行。与以前的劳动合同法相比，新劳动合同法有许多更新。因此，《轴承工业》从本期连载《新劳动合同法》全文，以便行业广大企业对此法有进一步的了解。[编者按]     

依法构建和谐稳定的劳动关系

《中华人民共和国劳动合同法》（以下称《劳动合同法》）于2007年6月29日经十届全国人大常委会第28次会议审议通过，并将于2008年1月1日起施行。这是自《劳动法》颁布实施以来．我国劳动和社会保障法制建设中的又一个里程碑。《劳动合同法》的颁布实施．对于更好地保护劳动者合法权益，     

《劳动合同法》凸显十大新意

2007年6月29日。经历了两年多反复酝酿和多方权衡之后，十届全国人大常委会第二十八次会议表决通过了《中华人民共和国劳动合同法》（以下简称“《劳动合同法》”），将于2008年1月1日起正式施行。该法的施行，是尊重劳动。保护劳动者的重要举措。是贯彻落实科学发展观、构建社会主义和谐社会的具体体现，标志着我国在完善劳动保障法律体系方面迈出了重要的一步。     

全国人大常委会通过《劳动合同法》

2007年6月29日,备受关注的《中华人民共和国劳动合同法(草案第四次审议稿)》(下简称《劳动合同法》),在第十届全国人民代表大会常务委员会第二十八次会议上经表决获得通过。2008年1月1日起,《劳动合同法》将正式实施。     

解析《劳动争议调解仲裁法》

为了配合《劳动合同法》的实施，一部有关劳动争议救济途径的法律在2008年5月1日起实行。《劳动争议调解仲裁法》作为一部程序法，究竟有何亮点？它的出台对用工企业、员工会产生何种影响？针对这些问题，笔者在以下文章里——解析。     

以新《劳动合同法》为准则和谐劳动关系实现双赢

自2008年1月1日起正式实施的新《劳动合同法》，是调整我国企业劳动关系的一部重要法律，明确了劳动合同双方当事人的权利和义务，保护劳动者与企业投资者的合法权益，这对于规范企业用工行为，巩固和健全与社会主义市场经济体制相适应的劳动用工机制，合理配置劳动力资源、有效积累人力资本、增进就业稳定性和就业质量，发展和谐稳定的劳动关系，促进我国社会经济全面协调发展，具有十分重要的意义。     

学习贯彻《劳动合同法》 强化企业劳动用工管理

《中华人民共和国劳动合同法》将于2008年1月1日开始实施，它的实施将给企业的员工劳动合同签订工作带来新的机遇和挑战，对企业的用工管理提出了更高的要求，企业对《劳动合同法》的理解、使用得当与否关系到企业与员工劳动关系的理顺，关乎企业员工队伍的稳定。广西电网公司在南宁举办的《劳动合同法》培训班，由自治区劳动和社会保障厅劳动保障争议仲裁处、自治区劳动和社会保障厅劳动工资处、公司人事部等部门相关负责人进行授课，     

《劳动合同法》的八大变化

2007年6月29日,十届全国人大常委会第二十八次会议通过了备受瞩目的《劳动合同法》,自2008年1月1日起正式施行。这是自1994年《劳动法》颁布实施以来,我国劳动和社会保障法制建设中的又一个里程碑。对比《劳动法》《劳动合同法》有值得关注的变化。变化一:扩大了适用范围《劳动合同法》规定中华人民共和国境内的企业、个体经济组织、民办非企业单位等组织与劳动者建立劳动关系,订立、履行、变更、解除或者终止劳动合同,适用本法。也就是在适用范围中增加了民办非企业单位等组织及其劳动者。     

劳动合同与劳务合同的区别

劳动合同与劳务合同是极易混淆的两种合同。二者都是以活劳动为给付标的的合同,在实践中很难正确区分开来,但又有很大的不同。因此,这两种合同的正确区分无论在理论上还是在实践中都有着重要的意义。     

试论用人单位违法解除劳动合同的法律责任

违法解除劳动合同,不同于依法解除劳动合同;违法解除劳动合同的赔偿,不同于依法解除劳动合同的经济补偿。追究用人单位违法解除劳动合同的赔偿责任,主要适用《违反(劳动法)有关劳动合同规定的赔偿办法》第三条的规定;法律、法规、规章、司法解释规定可以参照适用《违反和解除劳动合同的经济补偿办法》规定的,从其规定。     

Imperfect competition law enforcement

Competition policy is a subject of often heated debate. Competition authorities, seeking to prevent or battle anticompetitive acts in complex cases to the best of their abilities, regularly find themselves advised by rival economic theories and disputed empirical analyses. As a consequence, there is a real possibility that they may occasionally err, missing true violations of competition law or finding firms liable that actually had no other intentions than good competition. In this paper, possible consequences of such imperfect competition law enforcement on firm strategies are considered. In a simple model of collusion, it is found that the incidence of anti-competitive behavior increases in both types of enforcement errors: Type II errors decrease expected fines, while Type I errors encourage industries to collude precautionary when they face the risk of a false conviction. Hence, fallible antitrust enforcement may stifle genuine competition, thus stimulating the very behavior competition policy is meant to deter. When enforcement errors are non-negligible, competition authorities run the risk of being over-zealous, in the sense that welfare is best served by an authority that is selective and conscientious in its targeting of alleged anticompetitive acts.     

关于劳务派遣法律问题的探析

劳务派遣作为一种新的用工形式,《中华人民共和国劳动合同法(草案)》对其作了规定.本文结合草案讨论劳务派遣的优点、存在的问题,为我国的劳务派遣法律构建提出初步的设想.     

略论劳动者的劳动合同单方解除权

我国《劳动法》规定了劳动者单方解除劳动合同的一般情形,《劳动合同法》在此基础上进一步明确和细化了这一权利。本文从概念、特征、形态、法律效果以及立法意义等方面对劳动者单方解除权进行了理论梳理和总结,明确肯定了法律赋予劳动者单方解除权的现实和法律意义。     

The proceduralization of telecommunications law

The trend towards ever more technical regulatory regimes associated with the reform of telecommunicaitons provision and regulation in the industrialised countries appears to be reversing itself, as changes across a number of jurisdictions occur which may be loosely characterized as a process of proceduralization. These changes have three facets: a shift towards more general regulatory norms; greater emphasis on procedural, as opposed to substantive, regulatory rules; and greater reliance on regulatory institutions of a general rather than sector-specific character. Explanations are offered not simply by reference to the external pressures, but also the adapation of the legal system itself.     

Machine and labor flexibility in manufacturing networks

Many industrial companies today operate under strict employment legislation and work agreements. Since flexible capacity has been widely recognized as an important hedge against uncertain demand, there exist strong efforts to introduce more flexible workforce models. In this paper, we investigate the benefits of such labor flexibility and its interplay with machine flexibility from a network capacity investment perspective.We consider a firm that has to invest simultaneously in labor and machine capacity under uncertain demand and a given network configuration while anticipating the deployment of labor flexibility after demand has been realized. Instruments of labor flexibility range from temporary employment to personnel transfers between plants. The underlying decision problem is formulated as a two-stage stochastic program with recourse.Based on numerical studies and the analysis of a stylized model, we demonstrate the impact of labor flexibility on the optimal levels of machine and labor capacity. We compare the benefits obtained by personnel transfers with those of temporary workers and find that temporary employment always decreases the number of permanent workers, while personnel transfers may even allow for a larger workforce. Our results further indicate that personnel transfers are more effective in larger manufacturing networks although these benefits are decreasing when most plants in the network are capable of producing more than one product (machine flexibility). Finally, we present evidence for the efficiency of a combined usage of personnel transfers and temporary workers.     

Mechanisms to improve labor productivity by performing telework

This study investigates mechanisms underlying the influence of telework on labor productivity in Japan. First, this study finds that appropriate telework hours increase labor productivity, but when telework hours are too long, telework decreases labor productivity. Second, telework increases life satisfaction, and life satisfaction improves labor productivity. However, telework increases the stress of balancing work and domestic chores, contrary to Japanese governmental expectations, and the stress decreases life satisfaction. The stress, fortunately, does not directly reduce labor productivity. Although telework increases happiness and work satisfaction, these factors do not influence labor productivity. Third, this study clarifies that telework is more efficient for improving labor productivity if workers commute more than 1 h or commute by trains or buses that are usually very crowded during rush hours in Japan. Finally, the effect of telework for workers who have a greater number of potential trivial duties is insignificantly larger. Supervisors and colleagues often ask others to perform trivial, extra tasks without regard for schedules. Telework may help workers avoid such trivial duties and increase labor productivity. However, the importance of trivial duties is also demonstrated in this study.