【作者】 徐杰；

【导师】 许建宇；

【作者基本信息】 浙江大学 ， 法律硕士（专业学位）， 2016， 硕士

【摘要】 企业是市场经济中最活跃的因子,其通过在开放竞争的市场环境下的合并、分立等变动,能有效降低内部管理和外部市场竞争成本,实现规模经济效益和资本协同效应,最终达到“生存—发展—获利”的终极目标。在这个过程中,企业遵循的是“资本为王”的自由市场逻辑,因而常常忽视劳动者的利益。《劳动合同法》本着倾斜保护劳动者的立法目的,规定了概括承继的原则,该法第三十四条作为今后企业合并、分立等变动中处理劳动关系的统一法律依据,具有极强的宣示意义。从此,劳动者不再成为资本整合的牺牲品,其在原劳动合同之上的一切利益借由法律的强制性和权威性得到保障。但是也应当看到,对比其他较为发达的大陆法系国家的立法,我国《劳动合同法》仅有一个条文规定一种模式而无其他配套措施,面对日新月异的社会经济环境,有时显得苍白无力,表现为对能引起劳动合同承继的情形的覆盖程度不高、对劳动合同承继过程中各方的权利认识不足、对劳动合同承继中的违约责任规定不清。鉴于此,本文将从这三个维度进行铺开论述,希望为今后立法在针对不同情形下的承继规则、权利分配和责任承担方面的完善提供一点有建设性的探索。除引言和结语外,本文共分为四章,主要内容如下：第一章劳动合同承继制度概述。包括劳动合同承继概念的叙述和理论支撑,域外劳动合同承继制度立法的归纳,我国劳动合同承继制度的立法沿革以及对我国劳动合同承继制度立法不足的探讨。笔者希望通过对学术概念的精准确定,便于读者对劳动合同承继制度的内涵有一个深入了解,同时也能对立法的完善提供原因性解释。第二章关于引起劳动合同承继的适用情形的分析。笔者认为能引起劳动合同承继的情形不仅包括法条罗列的企业的合并、企业的分立等必然引起企业组织变动的情形,同时也包括企业间的营业转让、设立子公司等可能存在企业组织变动的情况。笔者通过案例检索发现两个用工主体之间还可以通过自由协议承继劳动关系,这种情况不仅得到现有司法的确认,而且可以为企业组织未发生变动却有劳动关系承继之实的情形做出合理解释。第三章劳动合同承继制度中的权利体现构建。笔者从两个层面进行阐述,第一关于用人单位在劳动合同承继制度中拥有的商定留用权、用工管理权和惩戒权的分析；第二关于劳动者在劳动合同承继制度中应确立知情权、异议权和不利变更排除权的探寻。笔者希望通过对各方所具有的权利进行体系性的论述,为今后立法在对概括承继原则之上,择取符合我国实践之经验的配套措施提供理论依据。第四章劳动合同承继制度中的劳动合同违约责任探究。笔者按照逻辑的演进,探讨了劳动合同承继制度违约形态、违约责任的构成、违约责任的承担方式,试图构建完整的劳动合同承继违约责任体系。更多还原

【Abstract】 Enterprises are the most active factor in the market economy. They can, by means of the merger or split in the open and competitive market environment, effectively reduce costs of internal management and external market competition, achieve economies of scale and capital synergistic effect, and finally, realizing the goal that every enterprise has of surviving, developingand getting profit. Following"capital is king",the free market logic, however, enterprises tend to ignore employees’interests in this process. Because of this, the Labor Contract Law, with the legislative intention of employee protection oriented, stipulates the principle of universal succession. Especially, the Article 34 of the law provides the unified legal basis for dealing with employment relationship in case of merger or split, which is significantly instructive. Hence, employees will no longer be the victim of capital integration, and all their interests which are included in the original contracts, will be guaranteed by law mandatory provisions and its authority.But it should be noted that compared to the law-making of other relatively developed countriesbelonging to theContinentalLaw System, China’s Labor Contract Law only has one provision for one mode, nothing of other supporting measures. Facing the ever-changing socio-economic environment, this law seems to be outdated from three aspects: insufficient covering of situations leading to labor contract inheritance, lack of recognition of the rights of each party in the system of labor contract inheritance and also the ambiguous stipulation of the liability for breach of contract in the process of labor contract inheritance. Given this, the dissertation will extensively discuss the issue from three dimensions, with the hope that I can conduct some constructive research for improving legislation concerning different succession rules under different situations, distribution of rights and liability.In addition to introduction and epilogue, the dissertation includes four chapters. Maincontentsare as follows:In the first chapter, it is the summary of the system of labor contract inheritance. It will contain the description of labor contract inheritance’s concept and its theory support, the summary of the legalization of the system of labor contract inheritance in countries outside the region, the legislation evolution of China’s labor contract inherits system and the discuss of the legislative defects in China’s labor contract inherits system. By precisely defining the academic concept, I want to better inform readers of the system of labor contract inheritance, as well as offer suggestions for legal improvement.In the second chapter, it is the analysis of applications that cause labor contract inheritance. I contend that cases causing labor contract inheritance not only include enterprise’s merger or split enshrined in laws, but also cover other possible corporate organizational changes, like the business transfer and the establishment of subsidiaries. According to case retrieval, I find two employers can succeed employment relationship through a free agreement, which can be confirmed by current judicial system. Additionally, it can justify situations in which the enterprise has not carried out organizational changeswhile the inheritance ofemployment relations occurs.In the third chapter, I study the construction of rights system in the labor contract inherits system. I will expound it from two aspects: first, the analysis about employers’negotiated retention rights, workforce management rights and discipline power in the system of labor contract inheritance; second, the exploring of the establishment of employees’rights to know, to object, and to be protected by adverse alteration prohibition in the same system. I want to see my paper, through systematically discussing rights of each party, is able to offer theoretical basis for legislation, which work on the principle of universal succession, to choose supporting measures that are in accordance with China’s practice in the future.In the fourth chapter, I study the liability for breach of contract in the system of labor contract inheritance. Based on logic revolution, I discuss the overview,the imputation principle, and the makeup of the liability for breach of contract, as well as the way to bear the liability in the system of labor contract inheritance, in an effort to build up comprehensive system of liability for breach of contract in labor contract inheritance.更多还原