求职欺诈解雇研究

求职欺诈不仅误导用人单位作出错误的意思表示,而且扰乱用人单位的正常经营秩序,因此,求职欺诈解雇的理论路径包括劳动合同效力瑕疵以及惩戒解雇。司法裁判就上述理论路径的适用形成了并列竞合、以惩戒解雇为主,以及单一的劳动合同效力三种模式。本研究基于裁判文书,分析我国求职欺诈解雇司法裁判的现状,从理论上反思我国《劳动合同法》及其司法裁判中并列竞合模式形成的原因,并指出其实践中存在的问题。研究认为,从劳动合同的契约本质、劳动关系的特点以及劳动立法的目的来看,我国应选择以惩戒解雇为主的理论路径,并在实质审查、告知义务、解雇权行使的期间以及赔偿四方面对求职欺诈解雇制度予以完善。

Research on Job-seeking Fraud and Dismissal

Job-seeking fraud not only misleads the employer to make a wrong expression of intent, but also disrupts the normal business order of the employer. Therefore, the theoretical path of job fraud dismissal includes flaws in the validity of the labor contract and disciplinary dismissal. Judicial adjudication has formed three modes of juxtaposition of the application of the above-mentioned theoretical path, i.e. mode of juxtaposition and concurrence, mode of mainly disciplinary dismissal, and that of a single labor contract effect. Based on the judgment documents, this research analyzes the current situation of judicial judgments for job-seeking fraud and dismissal in our count% theoretically reflects on the reasons for the formation of juxtaposition and concurrence mode in our country''s Labor Contract Law and its judicial judgments, and points out the problems in its practice. From the perspectives of the contractual nature of labor contracts, the characteristics of labor relations, and the purpose of labor legislation, the study believes China should choose a theoretical path based on discipline and dismissal. In addition, the system of job-hunting fraud and dismissal should be improved in the following four aspects of conducting substantive review, the obligation to inform, the period in which the right of dismissal is exercised, and compensation.