论文部分内容阅读
今年1月1日正式实施的《劳动合同法》引发了广泛的讨论,其中最热烈的是《劳动合同法》第14条关于无固定期限劳动合同的规定,有些人对这一条文进行了严厉的指责.认为若干年后无固定期限劳动合同会成为用人的常态。将出现用人单位用人“能进不能出”、人浮于事、效率低下的情况。乃至退回到无异于“固定工”和吃大锅饭的年代,甚至声称无固定期限劳动合同制度会给我国社会带来灾难。在这种声音和其他各种因素误导下,有些企业甚至是知名的大企业在《劳动合同法》生效实施前,开始了不正常的大批量裁减、辞退员工和将用工形式加以转变等做法,意图规避《劳动合同法》关于无固定期限劳动合同制度等的规定。之所以会出现一些企业规避《劳动合同法》关于无固
The Labor Contract Law, which came into effect on January 1 this year, sparked extensive discussion. The warmest thing is the stipulation in Article 14 of the Labor Contract Law that there is no fixed-term labor contract. Some people have severely punished this article Accusations that a number of years without a fixed term labor contracts will become the norm of employment. There will be employing unit “can not enter ”, people floating in the situation, inefficiency. Even returned to the same twenties as those who called “fixed workers” and even ate a pot of rice, even claiming that a labor contract system without fixed term will bring disasters to our society. Some misunderstandings caused by such voices and other factors led some large-scale enterprises even famous large-scale enterprises to start unhandily mass-reducing, dismissing their employees and changing employment patterns before the entry into force of the Labor Contract Law, It is intended to circumvent the provisions of the “Labor Contract Law” concerning the system of labor contract without a fixed term. The reason why some enterprises to evade the “Labor Contract Law” on the non-solid