作　　者： ;

机构地区： 广东技术师范学院政法学院

出　　处： 《广东技术师范学院学报》 2015年第12期55-65,共11页

摘　　要： 对于目前较为突出的群体劳动争议问题,我国主导的以争议人数为标准的争议分类及以此为基础的争议处理机制既不能对它进行归类又未能提供处理对策,这反映出我国劳动争议分类研究及争议处理制度设计的欠缺。在劳动者团体意识逐渐增强的背景下,我国应加强对争议性质分类及以此为基础的争议分类处理理论的研究,建构我国利益争议处理体系,改造我国现有权利争议处理机制,将群体劳动争议的解决纳入法制轨道,实现劳动关系和谐。 Facing present increasing labor disputes, the traditional clarification and defining standard for labor disputes based on the number of people involved in a dispute is not effective in coping with labor disputes since it cannot define nor provide solutions to the dispute. This reflects a deficiency in studying labor dispute clarification and coping strategies. With the present increasing community consciousness on the part of working people, it is necessary that study should be done on theory and clarification of disputes solving so that a legal coping system of interest disputes can be transformed and constructed, thus achieving harmonious employing relationship in China.

关 键 词： 争议性质分类 利益争议 权利争议 劳动争议处理机制

领　　域： [政治法律]