密薪制下解雇合法性之判断

在国内市场与国际市场接轨融合过程中,我国逐步引进了薪酬保密制度。囿于司法实践对密薪制法律性质认定不一及企业运用该制度过于笼统,因违反该制度而遭解雇的纠纷逐年增多,法院针对密薪制下解雇合法性判断也分歧较大。本研究借助 20 个典型案例界定了密薪制法律性质,并认为针对密薪制下解雇合法性判断,美国采用“三步分析法”,而基于实情和现有法律制度,我国宜采取“两步走”方案：密薪制内容与制定程序均合法的,方可作为确定劳动关系双方权利义务的依据,否则制度本身违法,基于制度内容作出的解雇决定亦违法;解雇决定应与劳动者违规行为造成后果的严重程度相适应,符合“比例原则”,否则亦违法。

Adjudicating the Legitimacy of Dismissal for Breaching Pay Secrecy Rules

In the process of integrating the Chinese market with the international market, the Pay Secrecy Rules has been gradually introduced. Fettered by cognition-inconsistency in practice regarding the legal nature of the rule and the sweeping use of the rule by employers, disputes over dismissal due to violation of the rules are increasing year by year. The courts have seen large divergences in the legitimacy adjudication of dismissal. After clarifying the legal nature of the rule with the help of 20 typical cases, on the basis of referring to the "three-step analysis method" of the United States and the reality in China and the existing legal system, it is recommended to adjudicate the legitimacy of dismissal for breaching Pay Secrecy Rules as below: Only if the content and the formulation procedure of the rule are legal, can it be used to determine the rights and obligations of both parties in the labor relations; otherwise the rule itself is illegal, and the dismissal decision based on the rule is also illegal. The dismissal decision should conform to the "principle of proportionality", that is, the dismissal decision should be commensurate with the gravity of the consequences caused by the infringement of the employee, otherwise the dismissal is illegal