高校劳动人事争议特点和预防、调处机制研究

对高校劳动用工纠纷可从法律上划分为劳动争议、人事争议、劳务纠纷及非诉性人事争议四类。实地调研和司法案例分析的结果表明:高校劳动人事争议具有劳动争议诉诸外部程序的比例较小、人事关系受外部环境影响较大等八大特点。高校要减少劳动人事争议的发生率,须采取必要的法律措施,实施法治化、人本化管理,充分发挥工会维权的作用。为了妥善解决已发生的劳动人事争议,高校可尝试成立校内的劳动人事争议仲裁委员会,建立具有权威的内部调处机制。

Study on the Characteristics and Prevention and Mediation Mechanism of Labor and Personnel Disputes in University

Labor and employment disputes in universities can be divided into four types according to law.They are labor dispute,personnel dispute,service dispute and non-suit personnel dispute.Fieldwork and analysis of judicial cases show that comparatively smaller proportion of labor and personnel disputes in universities reach the stage of appealing to external procedure,and outside environment has a very strong influence on personnel relations.In order to reduce the incidence of labor and personnel disputes,university authorities should take necessary legal measures to fully exert the defending function of the trade union,so that they manage universities in a legal and humanistic manner.In order to properly settle labor and personnel disputes which have already arisen,universities can establish an authoritative internal mediation mechanism by setting up intramural labor dispute arbitration committees.