谨防诉讼调解过度化

鉴于诉讼调解在彻底解决纠纷、实现案结事了方面确实具有判决难以比拟的优势,诉讼调解在司法政策上得到支持,在司法实践中受到欢迎,具有足够的正当性与合理性。但是,我国原有制度已经为法官优先选择调解提供了充分的激励,在此基础上再大力强调调解,采取多种措施激励法官调解,有可能会造成诉讼调解过度化乃至强制化的局面。这种局面不但会损害当事人的合法权益,影响司法权威,阻碍我国的法制建设,也不利于审判效率的提高。因此,必须谨防诉讼调解过度化现象的产生。     

和谐劳动关系与民营企业发展——加强劳动者权益保护、构建和谐劳动关系

劳动争议是劳资关系矛盾的集中表现。本文首先分析了民营企业劳动争议案件的数量变化、产生的原因及争议解决方式等方面的特征,指出了民营企业成为当前劳资关系矛盾的重点;其次,本文分析了民营企业中劳动者权益保护中存在的一系列问题,最后本文从劳动者权益维护的角度提出了构建民营企业和谐劳动关系的思路。     

我国劳动争议处理制度程序层面之分析

我国目前的劳动争议处理制度无论在现行相关的法律法规赋予权利义务方面,还是权利缺失时权利救济的程序保障方面,都存在不完善之处。应尽快确立劳动争议仲裁制度公平、公正及经济性价值取向;同时,应由当事人自由选择仲裁及诉讼程序,完善我国劳动争议处理制度。     

劳动争议调解制度的重构

和谐劳动关系是和谐社会的重要组成部分,劳动争议调解制度是和谐劳动关系的重要组成部分,也是社会主义和谐社会的必然要求。基于时代的发展和当前我国劳动争议处理制度的现状,重构劳动争议调解制度已成为必然。     

我国体育协会章程与体育纠纷解决方式的研究--以足球协会章程研究为中心

体育纠纷呈爆炸式地增加,研究体育纠纷的解决方式成为必要.体育协会章程在纠纷解决中起着重要的作用,研究我国足球协会章程中体育纠纷解决机制具有代表性.通过研究发现协会章程中有关纠纷解决机制存在的问题,建议统一体育协会章程对纠纷解决机制的规定 ,明晰、简化内部纠纷解决机构的设置,强调作出的处罚具有独立性和权威性,并在章程中规定在内部纠纷解决方式使用穷尽时,可以选择仲裁和诉讼.     

对竞业禁止纠纷若干问题探析

商业秘密作为企业的一种无形资产和知识产权的重要组成部分,已经成为企业技术创新的重要内容和进行市场竞争的重要手段。本文就企业与员工的利益如何达到一种相对平衡,避免员工离职后与企业发生不必要的纠纷进行初步探讨。     

Wisconsin Institutionalism: John R. Commons and His Students

This paper seeks to provide a close examination of the nature and history of the institutional economics that developed at the University of Wisconsin. There has been a significant amount of work done on the thinking of John R. Commons, but much less on the history of Wisconsin institutionalism more generally. The paper proceeds through an examination of the development of the Department of Economics at Wisconsin from the time of the hiring of Richard T. Ely in 1892; the faculty hired to the Department from the early 1900s through to Commons's retirement in 1933; the program of instruction offered, particularly in the late 1920s when the full complement of institutionalist faculty were present; and the areas of study and later careers of Commons's graduate students. It is argued that although Ely played a role in the development of Wisconsin institutionalism, it was Commons who became the center of graduate student work, and that the Department only took on its decidedly institutionalist character after the hiring of Commons and a number of his students as faculty. The program of study in the late 1920s was very heavily institutionalist in character with Commons providing a core course on value and valuation, and a notable emphasis in the fields of public utilities, labor economics, and statistics. Very little instruction was provided in neoclassical theory. Many of Commons's students went on to notable careers in the academic world or public service or both. Wisconsin students were heavily involved in labor legislation issues, and in the development and administration of social security. But a number of Commons's students went into academic careers, and many produced large numbers of PhD students themselves. The decline of Wisconsin-style institutionalism after World War II was not, as has been suggested, a result of Commons's students moving largely into non-academic careers, but of many other factors, including the rise of Keynesian economics, and the migration of what had been much of Wisconsin institutionalism into new schools of industrial relations.     

英国劳动制度改革及其对劳资争议处理的影响

自1950年代,英国的劳动制度改革经历了从“自愿主义”到“新自由主义”为指导原则的转变.1997年新工党执政以来,劳动制度的改革在“新自由主义”的继续影响下,反映出政府试图能够在经济效率与工人发言权之间找到平衡.然而,严格的法律规制使劳动争议的处理在实际操作中陷入了困局,并导致新的更加灵活的劳资争议处理方式受到广泛认同.这说明英国劳动制度的改善需要兼顾规范性和灵活性两个方面,才能成为真正调节劳动关系,处理劳资争议的有效手段.     

预防和处理集体劳动争议心理对策研究

当前不同利益群体之间的矛盾尤其是劳动关系矛盾日趋复杂,各种类型的集体劳动争议案件逐年上升,已严重干扰和阻碍了社会的稳定和发展,成为各级政府着力解决的热点、重点和难点问题.本文分析了集体劳动争议的现状及特点,在此基础上用心理学的理论探讨了有针对性的、可行的预防和处理集体劳动争议的心理对策,对降低集体劳动争议的发生率和破坏程度,促进社会稳定与和谐具有一定的理论价值和现实意义.     

两岸投资争端解决机制的制度创新及其完善

投资争端解决机制是《海峡两岸投资保障和促进协议》（简称《两岸投资协议》）中体现两岸特色的重要制度创新之一。相较于传统双边投资协议中的投资争端解决机制而言,两岸投资争端解决机制除了引入两岸私人投资争端解决方式,还规定了投资者与投资所在地一方投资争端的协调、协处和调解等多元化机制,实现了单方规定的协议化和国际实践的两岸化,从而有效降低了两岸投资争端的“泛政治化”风险。未来,应进一步完善两岸投资补偿争端的调解程序,确保调解协议的法律约束力和执行力。