【作者】 王芳；

【导师】 梁亚； 张静；

【作者基本信息】 河北科技大学 ， 法律（法学）（专业学位）， 2019， 硕士

【摘要】 用人单位内部劳动规章制度现已有很多专家、学者进行了研究,而且这些研究对劳动规章制度的概念界定、有效要件、法律效力、性质、制定的内容以及程序、法律风险等各方面都有所探讨,作者结合多年在公司的工作经验旨在从研究方法上进行创新从法律风险以及风险防范上作进一步探讨。“用人单位劳动规章制度”是指用人单位根据法律法规制定的适用于本单位内部劳动者的与劳动过程及劳动管理直接相关的一切规章制度的总和。用人单位劳动规章制度的制定既是用人单位的权利也是其法定义务,用人单位劳动规章制度的发布主体只能是用人单位,仅在本单位内部实施,规范劳动过程中的行为,合法合理且程序正当的劳动规章制度可以作为法院和仲裁庭裁判的依据,有利于保障用人单位的正常劳动管理秩序和生产经营秩序,维护和谐的劳动关系,便于解决劳动纠纷。本文通过采用文献研究法、比较法、访谈法、案例分析法、经验总结法等研究方法论述用人单位劳动规章制度的法律风险及防范建议。用人单位劳动规章制度的法律性质目前理论界主要有五种学说,即契约说、事实说、法律规范说、根据二分说、集体合意说。用人单位具有自主经营权,法律应尊重用人单位自主经营,不要过多干涉,劳动规章制度应由用人单位发起,以用人单位为主体制定,采用单决制,保障劳动者集体(以工会为代表)的充分参与,充分听取和采纳劳动者意见,经公示即对全体劳动者发生法律约束力。目前关于劳动规章制度的法律规定存在很多法律真空地带,很多条款不明确且法律法规之间没有系统性,这也是导致用人单位劳动规章制度存在法律风险的外部原因,用人单位劳动规章制度存在的主要法律风险有调整范围有失明确、制定主体不适格、内容失当、制定及实施程序存在瑕疵,在劳动法关系中,法律规范和判决实践普遍偏重于保护弱势一方即劳动者的利益,用人单位如在制定或实施劳动规章制度中处理不当很容易导致法律风险。法律风险的防范建议包括明确劳动规章制度的调整范围、规范劳动规章制度的制定主体、规范劳动规章制度的内容、明确劳动规章制度的制定及实施程序,用人单位可以籍此规范劳动规章制度,防范法律风险,实现用人单位和劳动者双赢,构建和谐的劳动关系。更多还原

【Abstract】 A lot of experts and scholars have studied the labor rules and regulations within the employing units.Moreover,these studies have explored the conceptual definition,effective requirements,legal effect,nature,content,procedures and legal risks of labor rules and regulations.The author combines years of working experience in the company to innovate research methods.This article makes further exploration from legal risk and risk prevention." Labor rules and regulations of the employing unit" refers to the sum of all rules and regulations directly related to the labor process and labor management.It is formulated according to the law and applied to the units.The establishment of the labor rules and regulations of the employing unit is both the rights and legal obligations of the employing unit.The issuing body of the labor rules and regulations can only be the employing unit.It implemented within the unit to regulate the behavior in the labor process.Legal and reasonable labor rules and regulations with proper procedures can be used as the basis for the court and arbitration tribunal to adjudicate.It is conducive to ensuring the normal labor management order and operation order of the employing unit.It can maintain harmonious labor relations and settle the labor disputes.This paper discusses the legal risks and the prevention suggestions of the labor rules and regulations by adopting the methods of literature research,comparison,interview,case analysis and experience summary.There are mainly five kinds of theories in the theoretical circle at present.The five theories are contract theory,facts,legal norm theory,according to dichotomy theory and collective agreement theory.The employer has the right of independent management,and the law should respect the employer’s independent management and not interfere too much.The labor rules and regulations should be initiated by the employing unit,formulated with the employing unit as the main body,adopted a single decision system.It ensures the full participation of workers collectively(represented by trade unions).It fully listened to and adopted the opinions of the workers and legally binding on all workers upon publicity.At present,there are many legal vacuums in the labor rules and regulations,many provisions are not clear and there is no system among laws and regulations,which is also the external cause of legal risks in the labor rules and regulations of employers.The main legal risks existing in the employer’s labor rules and regulations include unclear scope of adjustment,inappropriate formulation subject,improper content,and flaws in the formulation and implementation procedures.In the labor law relationship,legal norms and judgment practice generally focus on protecting the interests of the weak party,i.e.workers.If it’s not handled properly,it can easily lead to legal risks.The suggestions to prevent legal risks include clarifying the scope of adjustment of labor rules and regulations,standardizing the formulating subject,standardizing the contents,and clarifying the formulation and implementation procedures.The employer can regulate labor rules and regulations and guard against legal risks,achieving a win-win situation between the employer and the employee.This is good for forbuilding a harmonious labor relationship.更多还原