我国劳动争议多元化纠纷解决机制分析.pdfVIP

Abstract st In the 21 , human resources are the primary resources . The relatinship between labours directly affect the development of plans for economic entities, and has become the measure of a countrys economic potential for sustainable development, and it has become an important symbol of it. The labour dispute is an issue which emerged from the litigant of the relationship depended on their labour right of and obligation. It based on the labour relationship. Dispute appears when labour exists. By the deep-gong with our countries’ policy of reforming and opening, espencially the establish and development of socialist market economy, the number of labour dispute is going up and it has become more and more complicated, and the contradiction turns into sharply. Since China resumed the Handling of Enterprise Labour Dispute formally in 1987, we’ve issued a series of laws, such as, the Regulations on Handling Labor Disputes, Labor Law, Trade Union Law, Labor Contract Law, Labor Dispute Mediation and Arbitration Law and other labor laws and regulations. Established one adjustment, one sanction labor dispute handling system. Under the law, Chinas labor dispute mediation committee bodies, including the labor dispute, labor dispute arbitration committee and the courts. The existing mechanism for handling labor disputes in adjusting the labor relations and safeguard the legitimate rights and interests of employees and employers play a key role, but as the economic system changes and the trend of economic globalization, strengthening of existing institutions increasingly highlighted the shortcomings presented. The diversification of