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知识经济时代,人力资源对企业的发展日趋重要,部分企业希望有潜力的劳动者与自己保持长久、稳定的劳动关系。在劳动合同中约定违约金条款,可以实现企业的目的。然而,我国法律对劳动合同的违约金条款规定了严格的限定条件,因违约金问题而引发的劳动纠纷越来越多。笔者从实务出发,针对因违约金而发生的劳动纠纷,提出企业在与劳动者签订劳动合同时如何正确运用违约金条款,希望能对企业人力资源管理提供帮助。
In the era of knowledge-based economy, human resources are increasingly important to the development of enterprises. Some enterprises hope that potential workers will maintain long-term and stable labor relations with themselves. In the labor contract agreed liquidated damages clause, can achieve the purpose of the enterprise. However, the law of our country imposes strict conditions on the breach of contract of labor contract, and more and more labor disputes arise due to the problem of liquidated damages. According to the actual work, the author proposes that the enterprise should correctly use the terms of liquidated damages in signing the labor contract with the laborer in the light of the labor dispute arising from the liquidated damages, hoping to provide help to the enterprise human resource management.