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人力资源和社会保障部公布了《企业劳动争议协商调解规定》,从2012年1月1日起,劳动者可以要求所在企业工会参与或者协助其与企业进行协商。大中型企业应当依法设立调解委员会,并配备专职或者兼职工作人员。作为社会隐患和矛盾的多发区,企业劳动争议调解委员会,有助于畅通员工维权通道,提供纠纷化解的路径。但调解委员会能否发挥应有的作用,难言乐观。一方面,受调解委员会公正度的影响,其社会公信力未必能获得劳资双方一致信任;很多时候,调解可能会陷入
The Ministry of Human Resources and Social Security has promulgated the Provisions on the Consultation and Mediation of Enterprise Labor Disputes. As of January 1, 2012, laborers may require their enterprises' unions to participate in or assist them in negotiating with the enterprises. Large and medium-sized enterprises should set up mediation committees according to law and be equipped with full-time or part-time staff. As a social hazard and contradictions in multiple regions, the labor dispute mediation committee, help to clear employee rights channel, to provide a solution to the dispute. However, it is hard to be optimistic whether the mediation committee can play its due role. On the one hand, under the influence of the fairness of the mediation committee, its social credibility may not necessarily gain unanimous trust between employers and employees; in many cases, mediation may fall into