用人单位单方解除劳动合同问题研究——以《劳动合同法》为例VIP免费

同法》第四十条第三项为中心摘要关于用人单位辞退劳动者的相关规定条款在《劳动合同法》第四十条有明确介绍，其中第一项和第二项都规定了在劳动者两次不能胜任工作或医疗期满后，用人单位可以与劳动者解除劳动合同，也称为“无过失性辞退”。第三项规定主要是应对突发情况，主要用于用人单位与劳动者的劳动合同因某种原因而不能继续签订的情况下。在本文中对于用人单位辞退劳动者的情况分为三大类，第一类是客观情况下发生的劳动合同变化，第二类是因某些重大事件导致的变化，第三类，“致使劳动合同无法继续履行”的认定。另外，该项履行中还需符合程序性要求，即单位需要与劳动者进行协商，并且只有在协商不成的情况下才可以实行“单方解除权”，否则构成违法解除。本文通过对该项要件的分析，总结实务中的审判规律及立法漏洞，结合具体案例及地方性规定，总结用人单位合法合理单方解除的方式，规避实务中常见的操作错误，最终为我国该方面的立法献计献策。关键词：劳动合同；客观情况；单方解除1AStudyofEmployer'sUnilateralTerminationofLaborContracts:FocusingonArticle40(3)oftheLaborContractLawAbstractArticle40ofthe"LaborContractLaw"isanemployer'sadvanceretireclause.Thefirsttwoarticlesstipulatethatwhenthemedicalperiodexpiresortwotimesareincompetent,theemployercanrevokethelaborcontractwiththeworker,alsoknownas"noculpability".dismiss".Thethirditemisthebottom-uprule,whichmainlyemphasizesthatthelaborcontractcan'tcontinuetobeperformedduetothechangeofsituation.Theauthordividestheitemintothreesubstantiveelements,oneisthesubstantivechangeofthe"objectivesituation";theotheristhejudgmentbasisof"theoccurrenceofmajorchange";andthethirdisthedeterminationof"causingthelaborcontracttocontinuetoperform".Inaddition,theproceduralrequirementmustalsobemetduringtheperformanceoftheproject,thatis,theunitmustnegotiatewiththelaborer,andonlyifthenegotiationfails,the“singlerighttocancel”canbeimplemented,otherwiseitwillbecancelled.Basedontheanalysisofthisrequirement,thisarticlesummarizesthetrialrulesandlegislativeloopholesinpractice.Basedonspecificcasesandlocalregulations,itsummarizesthewaysinwhichemployersarelegallyandunilaterallyrelieved,avoidingcommonoperationalerrorsinpractice,andultimatelyforourcountry.Thelegislationoffersadviceandsuggestions.KeyWords:thelaborcontract,theobjectivesituation,unilateralcancellation2目录UNDERGRADUATETHESIS................................................1论文原创性声明.................................................................................................................2论文版权使用授权书.......................................................................................................3Abstract...............................................................................................................................5一问题的提出.................................................................................................................7二认定“客观情况发生重大变化”的实质条件...............................................9（一）“客观情况”的界定..............................................9（二）“发生重大变化”的判断依据....................................11（三）“致使劳动合同无法履行”的认定标准...........................12三构成“客观情况发生重大变化”的解除程序.............................................14（一）“协商解除”和“协商变更”的混淆.............................14（二）用人单位应该如何正确与员工协商？.............................15（三）如何证明“单位履行了协商变更的程序”.........................16...