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依据《劳动合同法》第51条的规定,企业职工一方与用人单位通过平等协商,可以就劳动报酬、工作时间、休息休假、劳动安全卫生、保险福利等事项订立集体合同。实践中,不少用人单位通过订立集体合同的方式与劳动者进行约定,同时,也存在一些对集体合同理解偏差,从而埋下争议的隐患。集体合同不能代替劳动合同胡先生于2012年11月20日至2013年10月24日期间在环球公司工作,环球公司按月工资2500元标准向其支付报酬,但始终未与胡先生单独订立劳动合同。胡先生多次提出要求
According to Article 51 of the Labor Contract Law, an enterprise employee and an employer can enter into collective contracts on matters such as remuneration, working hours, rest days, labor safety and hygiene, insurance and welfare through equal consultation. In practice, many employers agree with workers by entering into a collective contract. At the same time, there are also hidden dangers of misunderstanding of collective contracts and their disputes. Collective contract can not replace labor contract Mr. Hu worked at Global Company from November 20, 2012 to October 24, 2013. Global Company paid him a monthly salary of 2,500 yuan, but he never made any separate labor contract with Mr. Hu contract. Mr. Hu repeatedly requested