劳动者维权异常名录:价值考量与制度纠偏

为规制职场“碰瓷”式维权行为,一些地方建立了劳动者维权异常名录机制。从概念来看,“维权异常”并非严格意义上之法律术语,它与虚假诉讼、恶意诉讼存在交叉。该机制虽能在一定程度上遏制“职场碰瓷”、虚假诉讼等行为的发生,缓和仲裁机关、法院的压力,并有助于社会信用体系建设,但维权异常的认定及名录发布行为在法律属性上存疑,相关的惩戒措施存在损害劳动者提起争议处理权、就业权之隐忧,更不利于劳动者的个人信息保护与企业的自律合规管理。因此,制度未来改进应确立适格的权力主体,并引入主观目的要素综合判断劳动者是否构成维权异常,预采取的惩戒手段要符合比例原则之要求。此外,亦要改进相关配套制度,如注重劳动争议纠纷的源头治理,建立健全劳动仲裁与诉讼的收费制度。

Abnormal List of Employees'Rights Protection:Value Consideration and Institutional Correction

In order to regulate the touching porcelain-style rights protection behavior in the workplace,some places have established a mechanism for abnormal lists of Employees'rights protection.From a conceptual point of view,abnormal rights protection is not a legal term in the strict sense,and it overlaps with false litigation and malicious litigation.Although this mechanism can curb the occurrence of workplace clashing and false litigation to a certain extent,it can ease the pressure of arbitration agencies and courts to judge cases,and contribute to the construction of the social credit system.However,there are doubts about the legal nature of the publication of the abnormal rights protection list,and the related disciplinary measures have the potential to damage Employees'right to dispute settlement and employment rights,and are even more unfavorable to the protection of Employees'personal information and the self-discipline and compliance management of enterprises.Therefore,the future system improvement should change the main body of power,and introduce subjective objective elements to comprehensively judge whether workers constitute rights protection,and the pre-adopted disciplinary measures should meet the requirements of the principle of proportionality.In addition,it is necessary to improve related supporting systems,such as focusing on the source management of labor disputes and establishing a sound labor arbitration and litigation fee system.