【摘要】 我国《劳动法》等法律法规对于公司高管和一般劳动者未加以区分实行无差别的适用。实践中公司高管适用劳动法在工时、工资、参与工会、经济补偿金等方面存在困境,这主要是忽略公司高管身份的特殊性、劳动法规制缺失灵活性等原因所致。美国、德国、我国台湾地区劳动立法均明确了公司高管劳动法适用的除外情形。鉴于公司高管内部的差异性,应创新劳动关系的法律调整模式,实行公司高管差异化适用劳动法,根据薪酬、职责、与雇主的关联程度等标准,将公司高管分为高层管理人员、中层管理人员和底层管理人员。高层管理人员原则上排除劳动法的适用,中层管理人员部分适用劳动法,底层管理人员完全适用劳动法。更多还原

【Abstract】 China’s labor law and other laws and regulations do not distinguish between company executives and ordinary workers to implement the same application.In practice,the application of labor law by company executives is difficult in terms of working hours,wages,participation in trade unions and economic compensation.It is mainly caused by the neglect of the particularity of company executives’ identity and the lack of flexibility of labor laws and regulations.Labor legislation in the United States,Germany makes clear the exclusion of company executives from applying labor laws.In view of the differences among company executives,it is necessary to innovate the adjustment mode of labor relations,implement the differential application of labor law to the company executives,and divide the executives into senior management,middle management and bottom management according to the standards of salary,responsibility,and the degree of association with employers.The senior management excludes the applicable labor law,while the middle management applies part of the labor law,and the bottom management is fully applicable to the labor law.更多还原