劳动合同解除和终止经济补偿研究
摘要
劳动合同解除和终止的经济补偿是《劳动法》的一个独特的制度内容,充分体现了《劳动法》追求劳动关系实质公平的立法理念和倾斜保护劳动者的立法技术。我国《劳动合同法》在《劳动法》基础上,对用人单位支付经济补偿金的情形进行了丰富,增加了劳动合同期满,满足一定条件时,用人单位支付经济补偿金的情形。应当说,《劳动合同法》的颁布实施,对于建立与社会主义市场经济体制相适应的用人单位与劳动者双向选择的劳动用工制度,实现劳动力资源的市场配置,促进劳动关系和谐稳定,发挥了十分重要的作用。然而,在实践中,由于对解除和终止劳动合同支付经济补偿金理解上的不一致,导致在实务中出现了许多问题,直接影响到《劳动合同法》的正确实施。就此问题,本文从探讨经济补偿金的法律性质,适用范围,经济补偿金和赔偿金、违约金的关系辨析及其并存问题,实务中经济补偿金的计算、支付、适用等问题入手进行了论述。
Economic compensation for the termination and ending of employment contracts is a unique institutional content of LABOUR LAW OF THE PEOPLE'S REPUBLIC OF CHINA, fully embodying the lawmaking concept of seeking essential equality of the employment relationships and legislation technique of intending to protect laborers. On the basis of LABOUR LAW OF THE PEOPLE'S REPUBLIC OF CHINA, LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS enriches the situation which employers should pay economic compensation to employees by adding that when the employment contract expires, employers should pay economic compensation to the employees with certain conditions being met. It’s fair to say that the promulgation and implementation of LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS plays a vital role in establishing a“two-way choice”employment system adapted to the socialist market economy system, realizing the market allocation of labor force resources and promoting the harmony and stability of employment relationships. However, in practice, due to different comprehensions on the economic compensation for the termination and ending of employment contracts, there have appeared many problems in the actual situation, which directly influenced the proper implementation of LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS. This article discusses several aspects concerning the issue including the legal property and applicable scope of the economic compensation, the relationship between the economic compensation, liquidated damages and penal bonds and coexisting problems, the calculation, payment and application of the economic compensation, and so on. This article comprises three parts:
Chapter 1 makes an analysis of the legal property of the economic compensation, and on the basis of which makes a summary of its applicable scope.
At present, there are three theories concerning the property of economic compensation in academe: First, the theory of "compensation for contribution", claiming that the economic compensation is a kind of material compensation for the employee’s accumulated contribution for the employing unit during the effective employment relationship, is recognition of his past working achievements, therefore the amount of the economic compensation should be hooked with his working years in the employment unit; Second, the theory of "penalty bonds", defining economic compensation as the legal penalty bonds, regarding the economic compensation for the termination of employment contracts as the result of the nation’s forcing interference in the agreement between employers and employees in order to protect the lawful rights and interests of the employees; Third, the theory of " social security", taking the economic compensation system as a composing part of the social security system which aims to provide necessary guarantee for his basic living expenditure after the termination of the employment contract and before finding a new job. So it’s a kind of social security fund.
To define the property of the economic compensation, all the above three theories can’t interpret its legal quality completely and can’t stand the theoretical deliberation. The writer thinks that the economic compensation firstly reflects a kind of idea with fair essence and legislative spirit of fairness and justice, secondly, the economic compensation is a kind of economic means that the country regulates employment relationship, and lastly, the economic compensation is a kind of fair shared responsibilities of employee’s employing risks between employing unit and individual employee. It is the mandatory obligation of the employ unit regulated by employment legislation during the process of exercising the legal right of terminating the contract, a result of shouldering part of social obligation shifted by the country.
After combing and summing up the applicable scope of the economic compensation, the writer concludes that the employing units should pay the economic compensation in seven situations. In view of the great change between the applicable scope of the economic compensation of LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS and LABOUR LAW OF THE PEOPLE’S REPUBLIC OF CHINA and related regulations, the write sums up the changes into the following five aspects: first, LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS adds and clears the regulation of economic compensation payment in contract ending situation; second, it specifies the economic compensation payment when terminating the contract in probationary period; third, it defines the issue whether the employing unit should pay the economic compensation when the two parties of the employment contract terminate the contract through negotiation; fourth, LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS adds the regulation that the employing unit with industrial limitations and without lawful operational qualifications should pay economic compensation when terminating or ending the employment contract; fifth, for the situation that the employing unit“denies to pay for overtime”and " pays employees lower than the local minimum wage standard, although LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS has not listed in the legal situations of the economic compensation for the termination of the contracts, employees can unilaterally exercise the right of termination and ask for economic compensation in accordance with the 38th Article of LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS, in addition, it stipulates that the employing unit not only should pay for overtime or pay wage balance, if it fails to make the payment with the charge of the labor administrative department, it should also pay the liquidation damages. At the same time, the writer also makes a summary of the five situations when employing units don’t need to pay the economic compensation.
In Chapter 2 the writer emphatically differentiates and analyzes the economic compensation, liquidation damages and penalty bonds which are applicable to the legal relationship of the employment contract, and also discusses the existing problems concerning the above three concepts.
Firstly, the writer differentiates and analyzes the economic compensation and liquidation damages. The writer thinks that the economic compensation and liquidation damages are different in five aspects including paying part, character, subjective factor, amount and applicable conditions. For the problem whether the employees can claim for both economic compensation and liquidation damages to employers or not acually under the same lawful fact, based on the current Chinese legislation, in the situation when the employee and the employer without legal operational qualification establishes employment relationship, the writer discusses seven situations in which the employing unit should pay both economic compensation and liquidation damages.
Immediately after, the writer differentiates and analyzes the economic compensation and penalty bonds. The writer thinks the character of penalty bonds prescribed by LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS is typically compensatory, that is to say, it takes an attitude of limited compensation, limiting the applicable scope and maximum amount. Therefore, economic compensation and penalty bonds are different mainly in four aspects, namely, their legal characters, defined by law or not, applicable objects and paying agents. With regard to the coexisting of economic compensation and penalty bonds for the employees, the writer thinks there is no possibility of coexistence of the two because the employee is not the legal agent of economic compensation. They can only coexist in the same employing unit.
Lastly, the writer differentiates and analyzes penalty bonds and liquidation damages. The writer thinks that both penalty bonds and liquidation damages are forms of liability in employment contract, but they are different in property and applicable agent. As for the coexistence of penalty bonds and liquidation damages, Article 23, LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS stipulates that the employee should pay penalty bonds to the employing unit if he violates competition restriction engagement Article 90 regulates that the employee should take on responsibility of paying liquidation damages if he causes losses to the employing unit by violating competition restriction engagement. But the liquidation damages and penalty bonds the employee should pay should not exceed the actual losses of the employing unit.
In Chapter 3, combining cases the writer illustrates the specific applications of the economic compensation from the following aspects: the calculation of the economic compensation, the payment of the economic compensation, several frequently happening problems in practice, for example, whether or not the employing unit should pay the economic compensation when laying off employees in probationership period, whether or not the employee should pay income tax for the economic compensation, whether or not the economic compensation enjoys priority to get paid with bankruptcy of the enterprise, and the like.
Economic compensation for the termination and ending of employment contracts is a unique institutional content of LABOUR LAW OF THE PEOPLE'S REPUBLIC OF CHINA, fully embodying the lawmaking concept of seeking essential equality of the employment relationships and legislation technique of intending to protect laborers. On the basis of LABOUR LAW OF THE PEOPLE'S REPUBLIC OF CHINA, LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS enriches the situation which employers should pay economic compensation to employees by adding that when the employment contract expires, employers should pay economic compensation to the employees with certain conditions being met. It’s fair to say that the promulgation and implementation of LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS plays a vital role in establishing a“two-way choice”employment system adapted to the socialist market economy system, realizing the market allocation of labor force resources and promoting the harmony and stability of employment relationships. However, in practice, due to different comprehensions on the economic compensation for the termination and ending of employment contracts, there have appeared many problems in the actual situation, which directly influenced the proper implementation of LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS. This article discusses several aspects concerning the issue including the legal property and applicable scope of the economic compensation, the relationship between the economic compensation, liquidated damages and penal bonds and coexisting problems, the calculation, payment and application of the economic compensation, and so on. This article comprises three parts:
Chapter 1 makes an analysis of the legal property of the economic compensation, and on the basis of which makes a summary of its applicable scope.
At present, there are three theories concerning the property of economic compensation in academe: First, the theory of "compensation for contribution", claiming that the economic compensation is a kind of material compensation for the employee’s accumulated contribution for the employing unit during the effective employment relationship, is recognition of his past working achievements, therefore the amount of the economic compensation should be hooked with his working years in the employment unit; Second, the theory of "penalty bonds", defining economic compensation as the legal penalty bonds, regarding the economic compensation for the termination of employment contracts as the result of the nation’s forcing interference in the agreement between employers and employees in order to protect the lawful rights and interests of the employees; Third, the theory of " social security", taking the economic compensation system as a composing part of the social security system which aims to provide necessary guarantee for his basic living expenditure after the termination of the employment contract and before finding a new job. So it’s a kind of social security fund.
To define the property of the economic compensation, all the above three theories can’t interpret its legal quality completely and can’t stand the theoretical deliberation. The writer thinks that the economic compensation firstly reflects a kind of idea with fair essence and legislative spirit of fairness and justice, secondly, the economic compensation is a kind of economic means that the country regulates employment relationship, and lastly, the economic compensation is a kind of fair shared responsibilities of employee’s employing risks between employing unit and individual employee. It is the mandatory obligation of the employ unit regulated by employment legislation during the process of exercising the legal right of terminating the contract, a result of shouldering part of social obligation shifted by the country.
After combing and summing up the applicable scope of the economic compensation, the writer concludes that the employing units should pay the economic compensation in seven situations. In view of the great change between the applicable scope of the economic compensation of LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS and LABOUR LAW OF THE PEOPLE’S REPUBLIC OF CHINA and related regulations, the write sums up the changes into the following five aspects: first, LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS adds and clears the regulation of economic compensation payment in contract ending situation; second, it specifies the economic compensation payment when terminating the contract in probationary period; third, it defines the issue whether the employing unit should pay the economic compensation when the two parties of the employment contract terminate the contract through negotiation; fourth, LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS adds the regulation that the employing unit with industrial limitations and without lawful operational qualifications should pay economic compensation when terminating or ending the employment contract; fifth, for the situation that the employing unit“denies to pay for overtime”and " pays employees lower than the local minimum wage standard, although LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS has not listed in the legal situations of the economic compensation for the termination of the contracts, employees can unilaterally exercise the right of termination and ask for economic compensation in accordance with the 38th Article of LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS, in addition, it stipulates that the employing unit not only should pay for overtime or pay wage balance, if it fails to make the payment with the charge of the labor administrative department, it should also pay the liquidation damages. At the same time, the writer also makes a summary of the five situations when employing units don’t need to pay the economic compensation.
In Chapter 2 the writer emphatically differentiates and analyzes the economic compensation, liquidation damages and penalty bonds which are applicable to the legal relationship of the employment contract, and also discusses the existing problems concerning the above three concepts.
Firstly, the writer differentiates and analyzes the economic compensation and liquidation damages. The writer thinks that the economic compensation and liquidation damages are different in five aspects including paying part, character, subjective factor, amount and applicable conditions. For the problem whether the employees can claim for both economic compensation and liquidation damages to employers or not acually under the same lawful fact, based on the current Chinese legislation, in the situation when the employee and the employer without legal operational qualification establishes employment relationship, the writer discusses seven situations in which the employing unit should pay both economic compensation and liquidation damages.
Immediately after, the writer differentiates and analyzes the economic compensation and penalty bonds. The writer thinks the character of penalty bonds prescribed by LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS is typically compensatory, that is to say, it takes an attitude of limited compensation, limiting the applicable scope and maximum amount. Therefore, economic compensation and penalty bonds are different mainly in four aspects, namely, their legal characters, defined by law or not, applicable objects and paying agents. With regard to the coexisting of economic compensation and penalty bonds for the employees, the writer thinks there is no possibility of coexistence of the two because the employee is not the legal agent of economic compensation. They can only coexist in the same employing unit.
Lastly, the writer differentiates and analyzes penalty bonds and liquidation damages. The writer thinks that both penalty bonds and liquidation damages are forms of liability in employment contract, but they are different in property and applicable agent. As for the coexistence of penalty bonds and liquidation damages, Article 23, LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS stipulates that the employee should pay penalty bonds to the employing unit if he violates competition restriction engagement Article 90 regulates that the employee should take on responsibility of paying liquidation damages if he causes losses to the employing unit by violating competition restriction engagement. But the liquidation damages and penalty bonds the employee should pay should not exceed the actual losses of the employing unit.
In Chapter 3, combining cases the writer illustrates the specific applications of the economic compensation from the following aspects: the calculation of the economic compensation, the payment of the economic compensation, several frequently happening problems in practice, for example, whether or not the employing unit should pay the economic compensation when laying off employees in probationership period, whether or not the employee should pay income tax for the economic compensation, whether or not the economic compensation enjoys priority to get paid with bankruptcy of the enterprise, and the like.
引文
[1]黎建飞:《H.R.劳动合同策略》,法律出版社 2007 年版,第 163 页。
[2]刘京州:《浅议解除劳动合同的经济补偿》,《甘肃科技》2004 年第 6期,第 168 页。
[3]刘文君:《失业风险分担——对经济补偿金性质的再思考》,《消费导刊》2007 年第 2 期,第 80 页。
[4]苗增竹:《经济补偿金制度研究——以劳动关系终止为视角》,中国优秀博硕士论文全文数据库。
[5]刘京州:《浅议解除劳动合同的经济补偿》,《甘肃科技》2004 年第 6期,第 169 页。
[6]刘文君:《失业风险分担——对经济补偿金性质的再思考》,《消费导刊》2007 年第 2 期,第 80 页。
[7]刘京州:《浅议解除劳动合同的经济补偿》,《甘肃科技》2004 年第 6期,第 169 页。
[8]冯彦君:《劳动合同解除中的“三金”适用——兼论我国〈劳动合同法〉的立法态度》,《当代法学》2006 年第 5 期,第 76 页。
[9]刘文君:《失业风险分担——对经济补偿金性质的再思考》,《消费导刊》2007 年第 2 期,第 80 页。
[10]信春鹰:《中华人民共和国劳动合同法释义》,法律出版社 2007 年版,第 175 页。
[11]刘文君:《失业风险分担——对经济补偿金性质的再思考》,《消费导刊》2007 年第 2 期,第 80 页。
[12]冯彦君:《劳动合同解除中的“三金”适用——兼论我国〈劳动合同法〉的立法态度》,《当代法学》2006 年第 5 期,第 76 页。
[13]李迎春:《劳动合同法案例精解与应对策略》,法律出版社 2008 年版,第 158 页。
[14]黎建飞:《H.R.劳动合同策略》,法律出版社 2007 年版,第 165 页。
[15]黎建飞:《H.R.劳动合同策略》,法律出版社 2007 年版,第 169 页。
[16]黎建飞:《H.R.劳动合同策略》,法律出版社 2007 年版,第 180 页。
[17]信春鹰:《中华人民共和国劳动合同法释义》,法律出版社 2007 年版,第 179 页。
[18]李迎春:《劳动合同法案例精解与应对策略》,法律出版社 2008 年版,第 161 页。
[19]信春鹰:《中华人民共和国劳动合同法释义》,法律出版社 2007 年版,第 181 页。
[20]李迎春:《劳动合同法案例精解与应对策略》,法律出版社 2008 年版,第 162 页。
[21]信春鹰:《中华人民共和国劳动合同法释义》,法律出版社 2007 年版,第 182 页。
[22]李迎春:《劳动合同法案例精解与应对策略》,法律出版社 2008 年版,第 160 页。
[23]李迎春:《劳动合同法案例精解与应对策略》,法律出版社 2008 年版,第 163 页。
[24]黄乐平:《无忧劳动合同范本 151 条精解》,法律出版社 2007 年版,第 13 页。
[25]李迎春:《劳动合同法案例精解与应对策略》,法律出版社 2008 年版,第 172 页。
1.信春鹰:《中华人民共和国劳动合同法释义》,法律出版社 2007 年版。
2.冯彦君:《劳动法学》,吉林大学出版社 1999 年版。
3.董保华:《劳动法原论》,中国政法大学出版社 2001 年版。
4.董保华:《劳动法论》,世界图书出版公司 1999 年版。
5.郑尚元:《劳动法学》,中国政法大学出版社 2004 年版。
6.王全兴:《劳动法》,法律出版社 2004 年版。
7.王昌硕:《劳动法学》,中国政法大学出版社 1999 年版。
8.隆仕明:《劳动者劳动权益保护法律实务》,法律出版社 2007 年版。
9.林晓云:《美国劳动雇佣法》,法律出版社 2007 年版。
10.李迎春:《劳动合同法案例精解与应对策略》,法律出版社 2008 年版。
11.黎建飞:《H.R.劳动合同策略》,法律出版社 2007 年版。
12.王益英:《外国劳动法和社会保障法》,中国人民大学出版社 2001 年版。
13.关怀主编:《劳动法》(第二版),中国人民大学出版社 2005 年版。
14.杨燕绥:《劳动与社会保障立法国际比较研究》,中国劳动社会保障出版社 2001 年版。
15.董保华主编:《劳动合同研究》,中国劳动社会保障出版社 2005 年版。
16.崔建远主编:《合同法》(第三版),法律出版社 2003 年版。
17.黄乐平:《无忧劳动合同范本 151 条精解》,法律出版社 2007 年版。
1.冯彦君:《我国劳动合同立法应正确处理三大关系》,《当代法学》2006年第 6 期
2.冯彦君:《劳动权论略》,《社会科学战线》2003 年第 1 期。
3.冯彦君:《民法与劳动法:制度的发展与变迁》,《社会科学战线》2001年第 3 期。
4.杜波:《略论劳动法中经济补偿》,载《当代法学》,2005 年第 2 期。
5.周丽:《浅析我国劳动法中劳动合同解除的经济补偿问题》,载《中共贵州省委党校学报》,2006 年第 1 期。
6.刘京州:《浅议解除劳动合同的经济补偿》,载《甘肃科技》,2004 年第 6 期。
7.曾咏梅:《劳动合同若干法律问题的思考》,载《中国人民大学学报》,2005 年第 6 期。
8.刘文君:《失业风险分担——对经济补偿金性质的再思考》,载《消费导刊》2007 年第 2 期。
9.刘金祥:《对协商解除劳动合同经济补偿金问题的探讨——兼议〈劳动法〉第二十八条之完善》,载《华东理工大学学报》,2006 年第 4 期。
10.罗金亮:《解除和终止劳动合同用人单位应否给予经济补偿》,载《创业者》,2006 年第 10 期。
11.栗占荣:《经济补偿金——无固定期限劳动合同的法律问题》,载《广西青年干部学院学报》,2001 年第 11 卷第 3 期。
12.钟小畅:《终止劳动合同应同样给予经济补偿》,载《创业者》,2006年第 6 期。
13.俞国荣:《保障期内下岗职工解除劳动合同如何进行经济补偿》,载《中国劳动》2000 年第 5 期。
14.高小莉:《转变职工身份该给多少钱——对国企改革职工经济补偿政策的思考》,载《四川劳动保障》,2004 年第 4 期。
15.敬泉:《主动辞职得不到经济补偿》,载《四川劳动保障》,2005 年第10 期。
16.张柱和:《对解除劳动合同经济补偿问题的思考》,载《苏盐科技》2004年第 4 期。
17.潘忠东:《劳动法经济补偿金制度研究》,载《商场现代化》2006 年第 9 期。
[2]刘京州:《浅议解除劳动合同的经济补偿》,《甘肃科技》2004 年第 6期,第 168 页。
[3]刘文君:《失业风险分担——对经济补偿金性质的再思考》,《消费导刊》2007 年第 2 期,第 80 页。
[4]苗增竹:《经济补偿金制度研究——以劳动关系终止为视角》,中国优秀博硕士论文全文数据库。
[5]刘京州:《浅议解除劳动合同的经济补偿》,《甘肃科技》2004 年第 6期,第 169 页。
[6]刘文君:《失业风险分担——对经济补偿金性质的再思考》,《消费导刊》2007 年第 2 期,第 80 页。
[7]刘京州:《浅议解除劳动合同的经济补偿》,《甘肃科技》2004 年第 6期,第 169 页。
[8]冯彦君:《劳动合同解除中的“三金”适用——兼论我国〈劳动合同法〉的立法态度》,《当代法学》2006 年第 5 期,第 76 页。
[9]刘文君:《失业风险分担——对经济补偿金性质的再思考》,《消费导刊》2007 年第 2 期,第 80 页。
[10]信春鹰:《中华人民共和国劳动合同法释义》,法律出版社 2007 年版,第 175 页。
[11]刘文君:《失业风险分担——对经济补偿金性质的再思考》,《消费导刊》2007 年第 2 期,第 80 页。
[12]冯彦君:《劳动合同解除中的“三金”适用——兼论我国〈劳动合同法〉的立法态度》,《当代法学》2006 年第 5 期,第 76 页。
[13]李迎春:《劳动合同法案例精解与应对策略》,法律出版社 2008 年版,第 158 页。
[14]黎建飞:《H.R.劳动合同策略》,法律出版社 2007 年版,第 165 页。
[15]黎建飞:《H.R.劳动合同策略》,法律出版社 2007 年版,第 169 页。
[16]黎建飞:《H.R.劳动合同策略》,法律出版社 2007 年版,第 180 页。
[17]信春鹰:《中华人民共和国劳动合同法释义》,法律出版社 2007 年版,第 179 页。
[18]李迎春:《劳动合同法案例精解与应对策略》,法律出版社 2008 年版,第 161 页。
[19]信春鹰:《中华人民共和国劳动合同法释义》,法律出版社 2007 年版,第 181 页。
[20]李迎春:《劳动合同法案例精解与应对策略》,法律出版社 2008 年版,第 162 页。
[21]信春鹰:《中华人民共和国劳动合同法释义》,法律出版社 2007 年版,第 182 页。
[22]李迎春:《劳动合同法案例精解与应对策略》,法律出版社 2008 年版,第 160 页。
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1.信春鹰:《中华人民共和国劳动合同法释义》,法律出版社 2007 年版。
2.冯彦君:《劳动法学》,吉林大学出版社 1999 年版。
3.董保华:《劳动法原论》,中国政法大学出版社 2001 年版。
4.董保华:《劳动法论》,世界图书出版公司 1999 年版。
5.郑尚元:《劳动法学》,中国政法大学出版社 2004 年版。
6.王全兴:《劳动法》,法律出版社 2004 年版。
7.王昌硕:《劳动法学》,中国政法大学出版社 1999 年版。
8.隆仕明:《劳动者劳动权益保护法律实务》,法律出版社 2007 年版。
9.林晓云:《美国劳动雇佣法》,法律出版社 2007 年版。
10.李迎春:《劳动合同法案例精解与应对策略》,法律出版社 2008 年版。
11.黎建飞:《H.R.劳动合同策略》,法律出版社 2007 年版。
12.王益英:《外国劳动法和社会保障法》,中国人民大学出版社 2001 年版。
13.关怀主编:《劳动法》(第二版),中国人民大学出版社 2005 年版。
14.杨燕绥:《劳动与社会保障立法国际比较研究》,中国劳动社会保障出版社 2001 年版。
15.董保华主编:《劳动合同研究》,中国劳动社会保障出版社 2005 年版。
16.崔建远主编:《合同法》(第三版),法律出版社 2003 年版。
17.黄乐平:《无忧劳动合同范本 151 条精解》,法律出版社 2007 年版。
1.冯彦君:《我国劳动合同立法应正确处理三大关系》,《当代法学》2006年第 6 期
2.冯彦君:《劳动权论略》,《社会科学战线》2003 年第 1 期。
3.冯彦君:《民法与劳动法:制度的发展与变迁》,《社会科学战线》2001年第 3 期。
4.杜波:《略论劳动法中经济补偿》,载《当代法学》,2005 年第 2 期。
5.周丽:《浅析我国劳动法中劳动合同解除的经济补偿问题》,载《中共贵州省委党校学报》,2006 年第 1 期。
6.刘京州:《浅议解除劳动合同的经济补偿》,载《甘肃科技》,2004 年第 6 期。
7.曾咏梅:《劳动合同若干法律问题的思考》,载《中国人民大学学报》,2005 年第 6 期。
8.刘文君:《失业风险分担——对经济补偿金性质的再思考》,载《消费导刊》2007 年第 2 期。
9.刘金祥:《对协商解除劳动合同经济补偿金问题的探讨——兼议〈劳动法〉第二十八条之完善》,载《华东理工大学学报》,2006 年第 4 期。
10.罗金亮:《解除和终止劳动合同用人单位应否给予经济补偿》,载《创业者》,2006 年第 10 期。
11.栗占荣:《经济补偿金——无固定期限劳动合同的法律问题》,载《广西青年干部学院学报》,2001 年第 11 卷第 3 期。
12.钟小畅:《终止劳动合同应同样给予经济补偿》,载《创业者》,2006年第 6 期。
13.俞国荣:《保障期内下岗职工解除劳动合同如何进行经济补偿》,载《中国劳动》2000 年第 5 期。
14.高小莉:《转变职工身份该给多少钱——对国企改革职工经济补偿政策的思考》,载《四川劳动保障》,2004 年第 4 期。
15.敬泉:《主动辞职得不到经济补偿》,载《四川劳动保障》,2005 年第10 期。
16.张柱和:《对解除劳动合同经济补偿问题的思考》,载《苏盐科技》2004年第 4 期。
17.潘忠东:《劳动法经济补偿金制度研究》,载《商场现代化》2006 年第 9 期。