作　　者： ;

机构地区： 广东外语外贸大学法学院

出　　处： 《中外法学》 2020年第2期540-559,共20页

摘　　要： 劳动者因难以构成利益共同体而缺乏凝聚力是我国集体协商失灵的根本原因。在现行工会体制下强化劳动者的凝聚力是破解我国集体协商困境的理性思路。美国“小而精”集体协商模式的优势在于基于利益共同体标准划分合理协商单元,确保雇员间形成凝聚力的。我国“大而全”的集体协商模式不区分岗位分类、工作职责、管理模式、劳动条件和待遇以及雇员间交流频率的差异,笼统代表全体雇员进行协商,导致雇员间个体差异较大,难以构成利益共同体,不具备被工会有效代表所需之凝聚力。基于我国国情,借鉴美国经验,破解我国集体协商困境的具体对策为:以利益共同体为基础划分协商小组分别进行集体协商;在部分民生行业中对协商小组的划分进行行政指导;在县级以下区域强化全行业集体协商。 The lack of employeescohesion is the fundamental reason for China's collective bargaining failure.Under current union regime,enhancing employees cohesion is the rational way to solve this dilemma in China.Advantages of American small and delicate bargaining mode lie in its determination,based on community-of-interest standard,to ensure that employees in a unit can form necessary cohesion.Representing all employees to negotiate generally,China's big and general bargaining mode ignores job classification,responsibilities,skills,management,terms and conditions of employment,and the frequency of communications among employees,causing employees to neither share a close community of interests nor to lack necessary cohesion due to their huge divergence.In light of China's reality and U.S.experience,China shall divide bargaining unit based on community-of-interest and negotiate separately,issue administrative guidances on unit-classification in certain livelihood industries,and strengthen collective bargaining in all industries at or under the county level.

关 键 词： 劳动法 集体协商 美国劳动关系法 合理协商单元 利益共同体标准

分 类 号： [D92]

领　　域： []