摘 要

我国在计划经济时期，曾初步建立了企业职工奖惩制度，对用人单位行使惩戒权从行使原由、手段、及程序等方面作出了规定。2008年《企业职工奖惩条例》废止，现行法律对于企业惩戒权制度却未做出细致规定。企业惩戒制度虽保障企业的正常生产经营秩序，但立法上的空白却可能使用人单位肆意行使惩戒权的风险激增。本文在厘清惩戒权制度中相关概念的基础上，通过研究惩戒权制度的立法变迁、分析现行惩戒权制度中关于惩戒事由和惩戒措施等存在的问题，借鉴国内外的相关理论学说对惩戒权制度的完善提出了如下建议：从实体规范层面提出要对惩戒措施和惩戒事由的规定进行完善，从程序规范层面提出要规范企业惩戒制度的创设程序、提高工会在劳动者权益保护中的作用、完善劳动者的自我救济程序。

关键词: 企业惩戒权 惩戒事由 惩戒措施

On Employing Units' Right to Punish Workers

Abstract

In the period of planned economy, China initially established a system of rewards and punishments for employees of enterprises, and provided regulations on the exercise of disciplinary powers by employers from the aspects of exercise, methods, and procedures. In 2008, the "Regulations on Incentives and Punishment for Enterprise Employees" was abolished, and the current laws did not provide detailed regulations on the disciplinary rights of enterprises. Although the corporate disciplinary system protects the normal production and business order of enterprises, the legislative gap may increase the risk that the employing unit willfully exercise disciplinary power. This article is based on the clarification of relevant concepts in the system of disciplinary rights, through the study of legislative changes in the system of disciplinary rights, analysis of existing disciplinary rights in the system of disciplinary issues and disciplinary measures, etc., learn from domestic and foreign relevant theoretical doctrine on disciplinary rights system The following suggestions have been made: From the level of entity specification, it is proposed to improve the provisions of disciplinary measures and disciplinary reasons, and from the procedural level, it is proposed to standardize the procedures for the establishment of corporate disciplinary systems, and to improve the role of trade unions in the protection of workers’ rights and interests. Workers' self-relief procedures.

Key words:Corporate punishment right；Disciplinary cause；Disciplinary meas；

目录

摘 要.............................................................. I

Abstract.......................................................... II

引 言.............................................................. 2

一、用人单位惩戒权概述............................................. 3

（一）用人单位惩戒权的含义...................................... 3

（二）用人单位惩戒权的性质...................................... 3

（三）用人单位行使惩戒权的依据.................................. 5

二、我国用人单位惩戒权制度的依据及变迁.......................... 5

（一）《企业职工奖惩条例》废止前..................................5

（二）《企业职工奖惩条例》废止后..................................6

三、用人单位惩戒权存在的问题分析....................................7

（一） 惩戒权制度中存在的实体性规范问题..........................7

1.惩戒事由存在的问题........................................ 7

2.惩戒措施存在的问题........................................ 8

（二） 惩戒权制度中存在的程序性规范问题.........................10

四、用人单位惩戒权法律规制的完善................................... 10

（一）完善我国企业惩戒制度的实体性规范.......................... 11

1.完善惩戒事由的规定........................................ 11

2.完善惩戒措施的规定........................................ 11

（二）完善我国企业惩戒制度的程序性规范.......................... 12

1.规范企业惩戒制度的创设程序................................ 13

2.提高工会组织在劳动者权益保护中的作用...................... 14

3.完善劳动者的自我救济程序.................................. 14

结 语.............................................................. 15

参考文献........................................................... 16

致 谢.............................................................. 18

引言

随着1982年《企业职工奖惩条例》的废止，我国劳动立法关于劳动规章制度中用人单位惩戒权制度的规定几乎处于空白状态。但在实践中，许多用人单位往往会根据本单位的经营特点制定规章制度，这些制度通常都包含劳动者的行为准则，以及当劳动者违反这些制度时用人单位可以采取的惩戒措施，例如，“罚款”、“调岗调薪”等。这些措施对于维护用人单位正常的生产经营秩序发挥着重要的作用，但由于缺乏立法层面的规制，加上用人单位和劳动者在现实生产关系中的不对等地位，用人单位往往会罔顾劳动者的合法权益、滥用惩戒权力。

用人单位惩戒制度在我国曾有规定，但随着新的劳动法律体系的建设，旧的相关规定被予以废止。当前，我国立法没有从正面明确完善地对用人单位惩戒权制度进行规定，围绕这一概念所展开的诸多问题探讨也未能在学界达成统一的认识。然而，惩戒权制度在平衡劳动者和用人单位之间关系时所产生的重要影响是任何人都无法忽视的，如何建立和完善劳动惩戒制度已经成为一个社会热点问题。