企业规章制度的法律定位与具体适用
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摘要
近年来随着我国就业形势不断严峻,劳动者的弱势地位愈发明显。大多数劳动者为了顺利获得上岗资格,用最高限度的宽容度看待企业规章制度,对企业规章制度呈消极默认态度,导致劳动者的表达权和知情权大多数都无法实现。许多用人单位为了鞭策劳动者提高工作效率、端正工作态度,在企业规章制度中拓宽了解雇事由的范围。在这种情况下,为了保护劳动者并使其获得尊严,规范企业规章制度的意义重大。在国内外学者对企业规章制度研究的基础上,本文于第一部分全面分析了企业规章制度的法律定位,首先对企业规章制度的制定主体、内容和作用进行了概述,然后对企业规章制度的性质和效力进行了界定分析。以此为理论出发点,本文的第二、三部分对企业规章制度在劳动者录用环节和解雇环节的具体适用进行了规制探究。
As the accelerating of urbanization in China, the number of job seekers composed of migrant workers and university graduates grow explosively. Under this situation, the majority of laborers in China would like to lower their requirements for job, and usually passively accept the corporate rules and regulations. This kind of attitude is based on their absolutely disadvantageous position. Protecting laborers is the inherent mission of the labor law. In order to protect laborers and give them dignity, it is very significant to improve corporate rules and regulations. Two links, the starting and ending points for the coordination of labor relations are hiring and firing. This article is mainly related to the specific application of corporate rules and regulations, especially in the hiring and firing links. Anyhow, we have to clear the legal status of corporate rules and regulations first.
The first chapter of this article summarizes the legal status of corporate rules and regulations, which is the theoretical basis of the whole article.
Firstly, there are numbers of formulations about the subjects, content, and effects of corporate rules and regulations. Although the employers majorly enact the corporate rules and regulations, the laborers'rights should be ensured to fully express their views and at the same time granting autonomy to employers. The core content of corporate rules and regulations is the regulations of group behaviors within the enterprise and the rules of working conditions. There are two standards for judging whether the content of corporate rules and regulations is integrity or not. Firstly, the content of corporate rules and regulations provided for all workers should include all the rights and obligations of the labor law; secondly, the content of corporate rules and regulations should be routine, so that enterprises could achieve rule-based in all aspects of personnel management. There are four effects of corporate rules and regulations in total:corporate rules and regulations is a major means of model management; corporate rules and regulations can prevent the employer's arbitrary abuse of management right; When laborers dispute, corporate rules and regulations can be used as the basis for People's Courts disputing the cases; Company rules and regulations is the requirement for simplify the process of signing the labor contract.
Then, the article elaborates and evaluates many doctrines about the nature of corporate rules and regulations. In jurisprudential circle, there are four mainly theories about the nature of corporate rules and regulations. This article views that, in some sense, the nature of corporate rules and regulations is a kind of extension for the labor contract.
Finally, the article analyses the effectiveness of corporate rules and regulations. In the first side, the article investigates the origin of law force of corporate rules and regulations, viewing that the effectiveness of corporate rules and regulations is mainly dependent on a fair, open process. Then the article analyzes the effectiveness of corporate rules and regulations and force elements, viewing that the main factors affecting the effectiveness of corporate rules and regulations are:proper subject, legitimate content, democratic process, and shall not conflict with labor contracts. The effective elements of corporate rules and regulations include general and special effect elements. General effect elements need publish to the laborers; special effect ones have two main elements:reasonable content and appropriate procedures. Next, this article clears the rank of effectiveness among labor discipline, corporate rules and regulations, labor contracts, collective contracts, labor laws and regulations. The article views that the effect of corporate rules and regulations is higher than labor discipline, lower than the labor contract, collective contract and labor laws.
The second part of this article discusses the specific application of corporate rules and regulations in recruiting. Based on the fact in China, when signing labor contracts, most of the laborers can only passively accept the corporate rules and regulations, this article suggests that the employers should be aware of the following five aspects while hiring laborers. Firstly, clearly understand the disadvantage position of laborers. If employers want to give every newly hired laborer full acquisition right, participating right and expressing right, laws can do more design in the recruitment aspect. Secondly, employers should correctly handle the relationship between regulations and labor contracts. This article suggests that when establishing the rights and obligations between the employers and laborers, in addition to making sure that it is in accordance labor contract, it should usually refer to the corporate rules and regulations which should become the follow-up standard to regulate labor contract. Thirdly, the balancing role of labor union should be played fully. For the common interests of workers, it is impossible to let an individual worker fight for their personal interest by fully autonomy and equally consultation. Labor union can play an important role in developing and modifying the corporate rules and regulations. Fourthly, the relevant experiences of other countries should be drawn on. Some national laws state that in the process of formulating rules and regulations, the employer must perform the procedure of soliciting opinions, and then the opinions should be submitted to the labor union or the labor administration department. Fifthly, the opinions of laborers should be fully solicited. In order to protect the rights of laborers, the mechanisms should be improved and making it mandatory for the employer to solicit the opinions of laborers at the time of contracting. This mechanism should establish the expressing rights of laborers, as well as play a role of indirect publicity. In addition, labor union should file the opinions of laborers which will be unified sorted when accumulated to a certain extent. It is also the duty of unity labor to negotiate on a regular basis with the employers, amend and improve the content of corporate rules and regulations.
In part three, the article discusses specific application of corporate rules and regulations in the firing links. With the development of the market economy, China should fully affirm the firing provision and formulate specific standard, instead of protecting labors too strictly in the hiring links. The law is too simple in links of hiring labors according to corporate rules and regulation, lacking provisions which define qualification and specific standards. In the first side, the article views that the standards of the severe circumstances is the point in judging if the employers laying off the labors according the corporate rules and regulations, comparing with relevant provisions in the law of French. Even if the corporate rules and regulations determine hiring conditions and severe circumstances standards in detail, the employers should not decide whether lying off laborers only according with corporate rules and regulations. We should consider all the specific facts and measure the interests of both sides to decide if there are severe circumstances. Firstly, considering the degree of the fault; secondly, considering the mode, frequency, means and occasions of the violation; thirdly, considering the consequence of the violation; fourthly, considering the subjective of the violation. Then, for protecting laborers, the article views that it is necessary to strength effect of the firing protection. In short words, firstly, giving full play to the role of trade labor unions; secondly, determining the severe circumstances accurately; thirdly, strengthening the legal responsibility of the employers. At last, for against the situation that the employers' abuse of corporate rules and regulations to lay off laborers, the article views that the hiring provisions should respect the following principles:the first one is rationality principle. The employers should consider if it is serious enough to lay off labors from all sides, in other words, if the reasons are severe; the second one is appropriate process principles. According to the Labor Contract Law, when the employers fire the laborers violating the law seriously according to the unilateral right to rescind contract, the employers shall inform the labor union the reasons in advance, if the labor union gives proposal,the employs shall study the proposal and inform the labor union the results.
The article definitely elaborates in conclusion that corporate rules and regulations are formulated by corporate one-side, if we want to insure the effect of the corporate rules and regulations, we must fully protect the labors'rights to Participate and express. In the hiring links, we should give employers an additional obligation to seek the laborers'views; employers should request new laborers' views about the corporate rules and regulations. In the firing links, we should make sure the specific application be included in the corporate rules and regulations, especially about criterion of severe circumstances, on the other hand, we shall insure the reasons of firing to be reported to the labor union to prevent employers from firing laborers arbitrary.
As the accelerating of urbanization in China, the number of job seekers composed of migrant workers and university graduates grow explosively. Under this situation, the majority of laborers in China would like to lower their requirements for job, and usually passively accept the corporate rules and regulations. This kind of attitude is based on their absolutely disadvantageous position. Protecting laborers is the inherent mission of the labor law. In order to protect laborers and give them dignity, it is very significant to improve corporate rules and regulations. Two links, the starting and ending points for the coordination of labor relations are hiring and firing. This article is mainly related to the specific application of corporate rules and regulations, especially in the hiring and firing links. Anyhow, we have to clear the legal status of corporate rules and regulations first.
The first chapter of this article summarizes the legal status of corporate rules and regulations, which is the theoretical basis of the whole article.
Firstly, there are numbers of formulations about the subjects, content, and effects of corporate rules and regulations. Although the employers majorly enact the corporate rules and regulations, the laborers'rights should be ensured to fully express their views and at the same time granting autonomy to employers. The core content of corporate rules and regulations is the regulations of group behaviors within the enterprise and the rules of working conditions. There are two standards for judging whether the content of corporate rules and regulations is integrity or not. Firstly, the content of corporate rules and regulations provided for all workers should include all the rights and obligations of the labor law; secondly, the content of corporate rules and regulations should be routine, so that enterprises could achieve rule-based in all aspects of personnel management. There are four effects of corporate rules and regulations in total:corporate rules and regulations is a major means of model management; corporate rules and regulations can prevent the employer's arbitrary abuse of management right; When laborers dispute, corporate rules and regulations can be used as the basis for People's Courts disputing the cases; Company rules and regulations is the requirement for simplify the process of signing the labor contract.
Then, the article elaborates and evaluates many doctrines about the nature of corporate rules and regulations. In jurisprudential circle, there are four mainly theories about the nature of corporate rules and regulations. This article views that, in some sense, the nature of corporate rules and regulations is a kind of extension for the labor contract.
Finally, the article analyses the effectiveness of corporate rules and regulations. In the first side, the article investigates the origin of law force of corporate rules and regulations, viewing that the effectiveness of corporate rules and regulations is mainly dependent on a fair, open process. Then the article analyzes the effectiveness of corporate rules and regulations and force elements, viewing that the main factors affecting the effectiveness of corporate rules and regulations are:proper subject, legitimate content, democratic process, and shall not conflict with labor contracts. The effective elements of corporate rules and regulations include general and special effect elements. General effect elements need publish to the laborers; special effect ones have two main elements:reasonable content and appropriate procedures. Next, this article clears the rank of effectiveness among labor discipline, corporate rules and regulations, labor contracts, collective contracts, labor laws and regulations. The article views that the effect of corporate rules and regulations is higher than labor discipline, lower than the labor contract, collective contract and labor laws.
The second part of this article discusses the specific application of corporate rules and regulations in recruiting. Based on the fact in China, when signing labor contracts, most of the laborers can only passively accept the corporate rules and regulations, this article suggests that the employers should be aware of the following five aspects while hiring laborers. Firstly, clearly understand the disadvantage position of laborers. If employers want to give every newly hired laborer full acquisition right, participating right and expressing right, laws can do more design in the recruitment aspect. Secondly, employers should correctly handle the relationship between regulations and labor contracts. This article suggests that when establishing the rights and obligations between the employers and laborers, in addition to making sure that it is in accordance labor contract, it should usually refer to the corporate rules and regulations which should become the follow-up standard to regulate labor contract. Thirdly, the balancing role of labor union should be played fully. For the common interests of workers, it is impossible to let an individual worker fight for their personal interest by fully autonomy and equally consultation. Labor union can play an important role in developing and modifying the corporate rules and regulations. Fourthly, the relevant experiences of other countries should be drawn on. Some national laws state that in the process of formulating rules and regulations, the employer must perform the procedure of soliciting opinions, and then the opinions should be submitted to the labor union or the labor administration department. Fifthly, the opinions of laborers should be fully solicited. In order to protect the rights of laborers, the mechanisms should be improved and making it mandatory for the employer to solicit the opinions of laborers at the time of contracting. This mechanism should establish the expressing rights of laborers, as well as play a role of indirect publicity. In addition, labor union should file the opinions of laborers which will be unified sorted when accumulated to a certain extent. It is also the duty of unity labor to negotiate on a regular basis with the employers, amend and improve the content of corporate rules and regulations.
In part three, the article discusses specific application of corporate rules and regulations in the firing links. With the development of the market economy, China should fully affirm the firing provision and formulate specific standard, instead of protecting labors too strictly in the hiring links. The law is too simple in links of hiring labors according to corporate rules and regulation, lacking provisions which define qualification and specific standards. In the first side, the article views that the standards of the severe circumstances is the point in judging if the employers laying off the labors according the corporate rules and regulations, comparing with relevant provisions in the law of French. Even if the corporate rules and regulations determine hiring conditions and severe circumstances standards in detail, the employers should not decide whether lying off laborers only according with corporate rules and regulations. We should consider all the specific facts and measure the interests of both sides to decide if there are severe circumstances. Firstly, considering the degree of the fault; secondly, considering the mode, frequency, means and occasions of the violation; thirdly, considering the consequence of the violation; fourthly, considering the subjective of the violation. Then, for protecting laborers, the article views that it is necessary to strength effect of the firing protection. In short words, firstly, giving full play to the role of trade labor unions; secondly, determining the severe circumstances accurately; thirdly, strengthening the legal responsibility of the employers. At last, for against the situation that the employers' abuse of corporate rules and regulations to lay off laborers, the article views that the hiring provisions should respect the following principles:the first one is rationality principle. The employers should consider if it is serious enough to lay off labors from all sides, in other words, if the reasons are severe; the second one is appropriate process principles. According to the Labor Contract Law, when the employers fire the laborers violating the law seriously according to the unilateral right to rescind contract, the employers shall inform the labor union the reasons in advance, if the labor union gives proposal,the employs shall study the proposal and inform the labor union the results.
The article definitely elaborates in conclusion that corporate rules and regulations are formulated by corporate one-side, if we want to insure the effect of the corporate rules and regulations, we must fully protect the labors'rights to Participate and express. In the hiring links, we should give employers an additional obligation to seek the laborers'views; employers should request new laborers' views about the corporate rules and regulations. In the firing links, we should make sure the specific application be included in the corporate rules and regulations, especially about criterion of severe circumstances, on the other hand, we shall insure the reasons of firing to be reported to the labor union to prevent employers from firing laborers arbitrary.
引文
[1]有学者认为劳动规章、劳动规章制度、企业规章、企业劳动规章和企业规章制度不是同一个概念,本文中的企业规章制度通指企业内部制定成文的,长期协调企业内部劳动关系的各方面细则。
[2]黄建中、高圣平：《用人单位内部规章制度的性质与司法控制》,《人民司法》2007年第4期,第154页。
[3]杨继春：《企业规章制度的性质与劳动者违纪惩处法理初探》,《法学杂志》2003年第5期,第47-49页。
[4]参见[美]罗宾斯、贾奇：《组织行为学》,李原译,中国人民大学出版社2008年版,第252-276页。
[5]《劳动法》第3条规定,劳动者的各项权利和义务是：劳动者享有平等就业权和选择职业权利；劳动者有取得劳动报酬的权利；劳动者有休息休假的权利；劳动者有在劳动中获得劳动安全卫生保护的权利；劳动者有接受职业技能培训的权利；劳动者有享受社会保险和福利的权利；劳动者有提出劳动争议处理的权利。劳动者应按规定完成劳动任务；应遵守劳动纪律和职业道德；应执行劳动安全和劳动卫生规程；应提高职业技能。
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[8]胡立峰：《劳动规章制度与劳动合同之效力冲突》,《法学》2008年第11期,第123页。
[9]参见董保华：《劳动关系调整的法律机制》,上海交通大学出版社2000年版,第338页。
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[21]参见黄建中、高圣平：《用人单位内部规章制度的性质与司法控制》,《人民司法》2007年第4期,第154页。
[22]《劳动法》第3条第2款规定,劳动者应当遵守劳动纪律；第25条第2款规定,劳动者严重违反劳动纪律的,用人单位可以解除劳动合同。
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[24]黄建中、高圣平：《用人单位内部规章制度的性质与司法控制》,《人民司法》2007年第4期,第154页。
[25]参见关怀、林嘉主编：《劳动法》,中国人民大学出版社2006年版,第319页。
[26]转引自赵玲玲：《劳动规章制度研究》,吉林大学2007年研究生学位论文,第18-22页。
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[28]王益赢主编：《外国劳动法和社会保障法》,中国人民大学出版社2001年版,第435页。
[29]胡立峰：《劳动规章制度与劳动合同之效力冲突》,《法学》2008年第11期,第19页。
[30]廖名宗：《劳动规章制度研究》,法律出版社2009年版,第35-46页。
[31]许晓军：《外资企业工会组建的创新之举——沃尔玛工会组建新模式案例分析》,人大复印报刊资料《马列、哲学、政治、法律、社科总论》2007年一季度,第44-49页。
[32]姜颖：《论工会在劳动合同制度中的作用》,人大复印报刊资料《马列、哲学、政治、法律、社科总论》2006年四季度,第35-39页。
[33]参见张玉嘉：《工作规则之劳动法分析》,中国政法大学2006年研究生学位论文,第56页。
[34]郑爱青：《法国企业劳动规则对我国的借鉴》,《现代质量》2003年第7期,第5页。
[35]常凯：《论个别劳动关系的法律特征——兼及劳动关系法律调整的趋向》,《中国劳动》2004年第4期,第14-17页。
[36]魏千峰：《劳动契约.劳动基准法释义——施行二十周年回顾与展望》,新学林出版股份有限公司2005年版,第262页。
[37]转引自赵玲玲：《劳动规章制度研究》,吉林大学2007年硕士学位论文,第37-38页。
[38]冯彦君：《劳动合同解除中的“三金”适用》,《当代法学》2006年第5期,第9页。
[39]谢德成：《劳动法与社会保障法》,中国政法大学出版社2005年版,第91页。
[40]《劳动部关于对新开办用人单位实行劳动规章制度备案制度的通知》规定,“新开办用人单位在正式开业后半年内将制定的劳动规章制度报送当地劳动行政部门备案。劳动行政部门在组织巡视监察活动时,要检查新开办用人单位制定劳动规章制度的情况,并督促其按时报送备案；对制定的规章制度违反劳动法律法规、不按规定期限报送备案的,应依法给予行政处
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1.黄建中、高圣平：《用人单位内部规章制度的性质与司法控制》,《人民司法》2007年第4期。
2.杨继春：《企业规章制度的性质与劳动者违纪惩处法理初探》,《法学杂志》2003年第5期。
3.胡立峰：《劳动规章制度与劳动合同之效力冲突》,《法学》2008年第11期。
4.丝钰云、许必奇：《论劳资争议类型与处理机制》,《司法研究年报》2003年第11期。
5.黄越钦：《从劳工法探讨企业管理规章之性质》,《政大法学评论》2008年第17期。
6.刘志鹏：《论工作规则之法律性质及其不利益变更之效力》,《律师通讯》2008年第32期。
7.方妙英：《对企业规章制度有效性的探讨》,《经营管理》2009年第1期。
8.高圣平：《用人单位劳动规章制度的性质辨析》,《法学》2006年第10期。
9.许晓军：《外资企业工会组建的创新之举——沃尔玛工会组建新模式案例分析》,人大复印报刊资料《马列、哲学、政治、法律、社科总论》2007年一季度。
10.姜颖：《论工会在劳动合同制度中的作用》,人大复印报刊资料《马列、哲学、政治、法律、社科总论》2006年四季度。
11.郑爱青：《法国企业劳动规则对我国的借鉴》,《现代质量》2003年第7期。
12.常凯：《论个别劳动关系的法律特征——兼及劳动关系法律调整的趋向》,《中国劳动》2004年第4期。
13.冯彦君：《劳动合同解除中的“三金”适用》,《当代法学》2006年第5期。
14.刘月红,周新军：《深入贯彻(劳动合同法),构建和谐稳定劳动关系》,《社科纵横》2008年第2期。
15.李广瑞：《正确理解和把握<劳动合同法>的立法宗旨》,《山东劳动保障》2008年第1期。
16.董文军:《我国<劳动合同法>中的倾斜保护与利益平衡》,《当代法学》2008年5月第3期。
17.林嘉:《(劳动合同法>的立法价值、制度创新及影响评价》,《法学家》2008年3月第2期。
18.马震宇：《劳资权益的权衡与选择——关于(劳动合同法)的立法宗旨》,《当代经济》2008年第5期。
19.常凯：《论劳动合同法的立法依据和法律定位》,《法学论坛》2008年3月第2期。
20.张乐：《对<劳动合同法>立法的几点思考》,《法制与社会》2007年第4期。
21.丁建安：《企业劳动规章的法律效力研究》,吉林大学2009年博士学位论文。
22.赵玲玲:《劳动规章制度研究》,吉林大学2007年研究生学位论文。
23.张玉嘉：《工作规则之劳动法分析》,中国政法大学2006年研究生学位论文。
[2]黄建中、高圣平：《用人单位内部规章制度的性质与司法控制》,《人民司法》2007年第4期,第154页。
[3]杨继春：《企业规章制度的性质与劳动者违纪惩处法理初探》,《法学杂志》2003年第5期,第47-49页。
[4]参见[美]罗宾斯、贾奇：《组织行为学》,李原译,中国人民大学出版社2008年版,第252-276页。
[5]《劳动法》第3条规定,劳动者的各项权利和义务是：劳动者享有平等就业权和选择职业权利；劳动者有取得劳动报酬的权利；劳动者有休息休假的权利；劳动者有在劳动中获得劳动安全卫生保护的权利；劳动者有接受职业技能培训的权利；劳动者有享受社会保险和福利的权利；劳动者有提出劳动争议处理的权利。劳动者应按规定完成劳动任务；应遵守劳动纪律和职业道德；应执行劳动安全和劳动卫生规程；应提高职业技能。
[6]廖名宗：《劳动规章制度研究》,法律出版社2009年版,第190页。
[7]胡立峰：《劳动规章制度与劳动合同之效力冲突》,《法学》2008年第11期,第123页。
[8]胡立峰：《劳动规章制度与劳动合同之效力冲突》,《法学》2008年第11期,第123页。
[9]参见董保华：《劳动关系调整的法律机制》,上海交通大学出版社2000年版,第338页。
[10]丁建安：《企业劳动规章的法律效力研究》,吉林大学2009年博士学位论文,第25-40页。
[11]刘志鹏：《劳动法理论与判决研究》,台北元照出版公司2000年版,第266页。
[12]刘志鹏：《劳动法理论与判决研究》,台北元照出版公司2000年版,第263页。
[13]丝钰云、许必奇：《论劳资争议类型与处理机制》,《司法研究年报》2003年第11期,第280页。
[14]黄越钦：《从劳工法探讨企业管理规章之性质》,《政大法学评论》2008年第17期,第56页。
[15]刘志鹏：《论工作规则之法律性质及其不利益变更之效力》,《律师通讯》2008年第32期,第16页。
[16]吕荣海：《劳动法法源及其适用关系之研究》,蔚理有限公司2002年版,第277页。
[17]方妙英：《对企业规章制度有效性的探讨》,《经营管理》2009年第1期,第39页。
[18]高圣平：《用人单位劳动规章制度的性质辨析》,《法学》2006年第10期,第21页。
[19]丁建安：《企业劳动规章的法律效力研究》,吉林大学2009年博士学位论文,第68页。
[20]黄建中、高圣平：《用人单位内部规章制度的性质与司法控制》,《人民司法》2007年第4期,第154页。
[21]参见黄建中、高圣平：《用人单位内部规章制度的性质与司法控制》,《人民司法》2007年第4期,第154页。
[22]《劳动法》第3条第2款规定,劳动者应当遵守劳动纪律；第25条第2款规定,劳动者严重违反劳动纪律的,用人单位可以解除劳动合同。
[23]关怀、林嘉主编：《劳动法》,中国人民大学出版社2006年版,第322页。
[24]黄建中、高圣平：《用人单位内部规章制度的性质与司法控制》,《人民司法》2007年第4期,第154页。
[25]参见关怀、林嘉主编：《劳动法》,中国人民大学出版社2006年版,第319页。
[26]转引自赵玲玲：《劳动规章制度研究》,吉林大学2007年研究生学位论文,第18-22页。
[27]廖名宗：《劳动规章制度研究》,法律出版社2009年版,第22页。
[28]王益赢主编：《外国劳动法和社会保障法》,中国人民大学出版社2001年版,第435页。
[29]胡立峰：《劳动规章制度与劳动合同之效力冲突》,《法学》2008年第11期,第19页。
[30]廖名宗：《劳动规章制度研究》,法律出版社2009年版,第35-46页。
[31]许晓军：《外资企业工会组建的创新之举——沃尔玛工会组建新模式案例分析》,人大复印报刊资料《马列、哲学、政治、法律、社科总论》2007年一季度,第44-49页。
[32]姜颖：《论工会在劳动合同制度中的作用》,人大复印报刊资料《马列、哲学、政治、法律、社科总论》2006年四季度,第35-39页。
[33]参见张玉嘉：《工作规则之劳动法分析》,中国政法大学2006年研究生学位论文,第56页。
[34]郑爱青：《法国企业劳动规则对我国的借鉴》,《现代质量》2003年第7期,第5页。
[35]常凯：《论个别劳动关系的法律特征——兼及劳动关系法律调整的趋向》,《中国劳动》2004年第4期,第14-17页。
[36]魏千峰：《劳动契约.劳动基准法释义——施行二十周年回顾与展望》,新学林出版股份有限公司2005年版,第262页。
[37]转引自赵玲玲：《劳动规章制度研究》,吉林大学2007年硕士学位论文,第37-38页。
[38]冯彦君：《劳动合同解除中的“三金”适用》,《当代法学》2006年第5期,第9页。
[39]谢德成：《劳动法与社会保障法》,中国政法大学出版社2005年版,第91页。
[40]《劳动部关于对新开办用人单位实行劳动规章制度备案制度的通知》规定,“新开办用人单位在正式开业后半年内将制定的劳动规章制度报送当地劳动行政部门备案。劳动行政部门在组织巡视监察活动时,要检查新开办用人单位制定劳动规章制度的情况,并督促其按时报送备案；对制定的规章制度违反劳动法律法规、不按规定期限报送备案的,应依法给予行政处
1.冯彦君：《劳动法学》,吉林大学出版社2003年版。
2.关怀、林嘉主编：《劳动法》,中国人民大学出版社2006年版。
3.王益赢主编：《外国劳动法和社会保障法》,中国人民大学出版社2001年版。
4.黄越钦：《劳动法新论》,中国政法大学出版社2003年版。
5.谢德成：《劳动法与社会保障法》,中国政法大学出版社2005年版。
4.廖名宗：《劳动规章制度研究》,法律出版社2009年版。
7.董保华：《劳动关系调整的法律机制》,上海交通大学出版社2000年版。
8.刘志鹏：《劳动法理论与判决研究》,台北元照出版公司2000年版。
9.魏千峰：《劳动契约.劳动基准法释义——施行二十周年回顾与展望》,新学林出版股份有限公司2005年版。
10.周长征：《全球化与中国劳动法制问题研究》,南京大学出版社2003年版。
11.葛玉辉：《新<劳动合同法)实用解析》,经济管理出版社2008年版。
12.石少侠：《经济法新论》,吉林大学出版社2003年版。
13.劳平、王则柯：《市场经济与政府责任》,中国经济出版社1999年版。
14.[德]乌茨·施利斯基：《经济公法》,喻文光译,法律出版社2006年版。
15.张文显主编：《法理学》,北京大学出版社、高等教育出版社2003年版。
16.[美]E·博登海默：《法理学：法律哲学与法律方法》,邓正来译,中国政法大学出版社2006年版。
17.[德]卡尔·拉伦茨：《法学方法论》,陈爱娥译,商务印书馆2003年版。
18.[美]哈耶克：《自由秩序原理》,邓正来译,三联书店1997年版。
19.邓正来：《自由主义社会理论》,山东人民出版社2004年版。
20.[美]道格拉斯·拜尔、罗伯特·格特纳、兰德尔·皮克：《法律的博弈分析》,严旭阳译,法律出版社1999年版。
21.[美]艾伦·布坎南：《伦理学、效率与市场》,谢大京译,中国社会科学出版社1991年版。
22.[美]詹姆斯·布坎南：《财产与自由》,韩旭译,中国社会科学出版社2002年版。
23.[美]曼昆：《经济学原理》,梁小民译,三联出版社、北京大学出版社2001年版。
24.[美]罗宾斯、贾奇：《组织行为学》,李原译,中国人民大学出版社2008年版。
25.[美]阿兰·斯密德：《制度与行为经济学》,刘璨、吴水荣译,中国人民大学出版社2002年版。
1.黄建中、高圣平：《用人单位内部规章制度的性质与司法控制》,《人民司法》2007年第4期。
2.杨继春：《企业规章制度的性质与劳动者违纪惩处法理初探》,《法学杂志》2003年第5期。
3.胡立峰：《劳动规章制度与劳动合同之效力冲突》,《法学》2008年第11期。
4.丝钰云、许必奇：《论劳资争议类型与处理机制》,《司法研究年报》2003年第11期。
5.黄越钦：《从劳工法探讨企业管理规章之性质》,《政大法学评论》2008年第17期。
6.刘志鹏：《论工作规则之法律性质及其不利益变更之效力》,《律师通讯》2008年第32期。
7.方妙英：《对企业规章制度有效性的探讨》,《经营管理》2009年第1期。
8.高圣平：《用人单位劳动规章制度的性质辨析》,《法学》2006年第10期。
9.许晓军：《外资企业工会组建的创新之举——沃尔玛工会组建新模式案例分析》,人大复印报刊资料《马列、哲学、政治、法律、社科总论》2007年一季度。
10.姜颖：《论工会在劳动合同制度中的作用》,人大复印报刊资料《马列、哲学、政治、法律、社科总论》2006年四季度。
11.郑爱青：《法国企业劳动规则对我国的借鉴》,《现代质量》2003年第7期。
12.常凯：《论个别劳动关系的法律特征——兼及劳动关系法律调整的趋向》,《中国劳动》2004年第4期。
13.冯彦君：《劳动合同解除中的“三金”适用》,《当代法学》2006年第5期。
14.刘月红,周新军：《深入贯彻(劳动合同法),构建和谐稳定劳动关系》,《社科纵横》2008年第2期。
15.李广瑞：《正确理解和把握<劳动合同法>的立法宗旨》,《山东劳动保障》2008年第1期。
16.董文军:《我国<劳动合同法>中的倾斜保护与利益平衡》,《当代法学》2008年5月第3期。
17.林嘉:《(劳动合同法>的立法价值、制度创新及影响评价》,《法学家》2008年3月第2期。
18.马震宇：《劳资权益的权衡与选择——关于(劳动合同法)的立法宗旨》,《当代经济》2008年第5期。
19.常凯：《论劳动合同法的立法依据和法律定位》,《法学论坛》2008年3月第2期。
20.张乐：《对<劳动合同法>立法的几点思考》,《法制与社会》2007年第4期。
21.丁建安：《企业劳动规章的法律效力研究》,吉林大学2009年博士学位论文。
22.赵玲玲:《劳动规章制度研究》,吉林大学2007年研究生学位论文。
23.张玉嘉：《工作规则之劳动法分析》,中国政法大学2006年研究生学位论文。