事业单位人事关系与劳动关系的一体化调整是我国当前的立法发展趋势,然而在司法实践中,劳动人事仲裁机构与人民法院之间在事业单位人事争议的受案范围、仲裁或诉讼时效以及低位阶规范适用的问题上存在标准不统一的情况。本文认为,有必要厘清事业单位人事争议的受案范围,将与劳动争议具有同质性的人事争议纳入到劳动争议调解仲裁法受案范围中,而与劳动争议不具有同质性的人事争议则适用特别的程序规范。同时,修订人事仲裁规则中的时效规定,统一为一年的仲裁时效。另外,还应扩大特别规范的适用范围,并对早期人事规范进行系统的法律清理。 However, in judicial practice, the scope of arbitration or litigation limitation as well as the low level of arbitration or litigation between labor arbitration institution and people's court in public institutions, There are some inconsistencies in the standard applicable to the problem. This paper argues that it is necessary to clarify the scope of the personnel disputes in public institutions and to include the personnel disputes with the same nature as the labor disputes into the scope of the cases covered by the Labor Dispute Mediation and Arbitration Law and the personnel disputes that are not homogeneous with the labor disputes Special program specifications apply. At the same time, the revision of the statute of limitations in personnel arbitration rules shall be unified for a one-year arbitration time limit. In addition, we should also expand the scope of application of special norms and systematically clean up the norms of early personnel.