摘要
"末位淘汰"不属于法律范畴,它是人力资源管理的基本手段。许多用人单位都将"末位"与"不能胜任工作"同等看待,这是非常有害的误读。我国"末位淘汰"指导案例之参照效力与《纪要》之内部效力基础都特别薄弱,并不能解决"末位淘汰"的根本问题。克服缺陷应当从劳动立法与劳动政策上进行。"末位淘汰"指导案例与《纪要》"升华"之路径是:第一,构建我国劳动法之"成文法+判例法"模式,将指导案例"升华"为"判例案例",实现成文法与判例法之融合;第二,构建我国劳动法"劳动政策+劳动立法"模式,合法有效地解决实践中各种不同而复杂的"末位淘汰"案件。
＂Elimination system＂ does not belong to the scope of the law, it is the basic means of human resource management. Many employers treat the last and the incompetent equally, this is very harmful misreading. The foundation of reference effect of ＂elimination system＂ guiding case and the internal validity of＂ minutes＂ are particularly weak, and can not solve the fundamental problem of ＂elimination ＂. To overcome the defects should be carried out from the labor legislation and labor policy, the path of ＂elimination＂ guiding case and ＂minutes＂ ＂sublimation＂ is： first, we can construct the model of ＂statute law and case law＂ ,and guiding case is sublimated into ＂test case＂, achieving the integration of statute law and case law ; second, we can construct the model of ＂labor policy ＋ labor legislation＂, solving various and complex ＂elimination＂ case legally and effectively.
作者
问清泓
Wen Qinghong(College of Humanities, Law and Economics, Wuhan University of Science and Technolog)
出处
《中国人力资源开发》
北大核心
2017年第10期151-163,共13页
Human Resources Development of China
基金
国家社科基金一般项目"我国过度劳动的形成机理及其效应研究"(14BJY211)
武汉科技大学人文社会科学高水平培育计划项目资助
