摘要
从雇佣契约到劳动契约的社会化变迁,劳动法对民法中的两大基本原则"平等"与"诚信"进行了理念上的更新,矫正了形式平等并升华了一般诚信,转向了劳动法中的实质平等和最大诚信。从合同的订立、履行、解除到变更,雇佣契约与劳动契约的法律调整呈现出不同的价值评判及处理手段。通过退休年龄的实例分析,可以发现劳动契约被注入了社会保险、岗位资源等雇佣契约所不具备的社会化因素。从社会化的角度出发,劳动者就是弱者,劳动法必须突破民法视域下雇佣契约平等保护的作法,进而实现单方面倾斜性保护劳动者的神圣使命。
During the time of social transition from dates two basic principles ＂equality＂ and ＂honesty and cial？ equality, sublimates common integrity and tries to labor law. From concluding, performing and modifying employment contract to labor contract, labor law upcredibility＂ in civil law conceptually, rectifies superfiachieve substantial equality and maximum integrity in contract to terminating contract, the legal adjustment between employment contract and labor contract demonstrates various value judgments and disposal means. We can find that labor contract has been injected with social insurance, job resources and other social factors through case study of retirement age. From the perspective of socialization, laborers are the weak people, and labor law thus must achieve its holy mission of protecting laborers unilaterally by breaking through employment contract＇ s equal protection under the civil law.
出处
《中国法学》
CSSCI
北大核心
2012年第3期103-114,共12页
China Legal Science
