诚实信用原则在劳动法适用的类型化

劳动关系较之一般的契约关系更着重双方信赖利益。对于诚信原则在劳动法中的适用范围各国尽管尚存争议,但大多均肯定其价值。我国《劳动合同法》对此亦有明文规定。但无论是诚信原则概念本身的不确定性,抑或从我国司法适用现状的考察,诚信原则均有类型化适用的必要。即在考量劳动法特性前提下,按照诚信原则三大功能的指引,在适用时区分不同的类型进行建构,明确具体构成要件和法律效果。在补充性功能上,注意劳动者附随义务划定的边界,不能擅自突破法律既定的保护框架。在限制性功能上,应通过精细化阐述或下位原则适用,对判定要素加以说明。在修正性功能上,应遵循维护法律安定性为本旨,例外情况下才适用的原则。

Categorization of the Principle of Good Faith in the Application of the Labor Law

Compared with other contractual relationships,labor relations focus more on mutual reli-ance of interest. The principle of good faith has great value in application of labor law in most countries though being controversial over application scope. Though it has been formulated in the Labor Contract Law of PRC,the principle of good faith should be categorized for its uncertainty and the status quo of China’s ju-dicial application. In considering features of the labor law and three functions of the principle of good faith, it is suggested to specify specific constituents and legal effects. With regard to the supplementary function, the boundary of the employee’s collateral obligation should be constrained to the established legal frame-work. With regard to the restrictive function,the decisive elements should be clarified by detailed descrip-tion or application of doctrines at lower levels. With regard to the corrective function,such principle can only be applied in exceptional circumstances and the stability of law should be honoured with priority.