【正文】 我想感謝這四年幫助過我的人們，因?yàn)槟銈儯业拇髮W(xué)生活才會(huì)充實(shí)而快樂。希望這次的經(jīng)歷能讓我在以后學(xué)習(xí)中激勵(lì)我繼續(xù)進(jìn)步。我相信其中的酸甜苦辣最終都會(huì)化為甜美的甘泉。感謝您們四年來的辛勤栽培。 不積跬步何以至千里，本設(shè)計(jì)能夠順利的完成，也歸功于各位任課老師的認(rèn)真負(fù)責(zé)，使我能夠很好的掌握和運(yùn)用專業(yè)知識(shí)，并在設(shè)計(jì)中得以體現(xiàn)。 結(jié) 束 語本論文在陳慧老師的悉心指導(dǎo)和嚴(yán)格要求下業(yè)已完成，從課題選擇、方案論證到具體設(shè)計(jì)和調(diào)試，無不凝聚著陳老師的心血和汗水，在四年的本科學(xué)習(xí)和生活期間，也始終感受著導(dǎo)師的精心指導(dǎo)和無私的關(guān)懷，我受益匪淺。同中國勞動(dòng)執(zhí)法機(jī)制相比，美國法律的最大特點(diǎn)是聯(lián)邦勞工部可以直接執(zhí)法，進(jìn)行勞動(dòng)監(jiān)察以及行政查處，而不需要通過地方政府。如果雇主違反了禁止童工的規(guī)定，或重復(fù)違反最低工資和加班費(fèi)的規(guī)定，也要承擔(dān)民事責(zé)任。除勞動(dòng)監(jiān)察外，勞動(dòng)者對(duì)于工資與工時(shí)方面所遭受的侵害還可以根據(jù)Flsa在法院對(duì)雇主提出訴訟，勝訴后有權(quán)得到補(bǔ)還欠薪、約定賠償、律師費(fèi)及訴訟費(fèi)用等賠償。如果這種調(diào)查的起因是職工的舉報(bào)，政府會(huì)對(duì)舉報(bào)人的姓名和身份加以保密。 In China, the Employer implements the nonstandard labor tense to need to apply for and to obtain the authorization beforehand to be only then good.附錄B外文翻譯： 工資、工時(shí)法的執(zhí)法制度與被侵害勞動(dòng)者的救濟(jì)根據(jù)Flsa第11 條（ａ）款，勞工部工資及工時(shí)司有權(quán)就某一雇主執(zhí)行聯(lián)邦工資、工時(shí)法（包括是否和如何使用童工）的情況進(jìn)行調(diào)查，并可以進(jìn)行突然襲擊式的檢查，雖然這種情況并不十分普遍。s authorization ahead of time, but if afterward in work dispute39。s standard wages. In the minimum wage and in the overtime pay stipulation, the American law pares with the Chinese law has three significant differences. First, the American law has not limited to the overtime。s standard wage is each hour 6 US dollars, and this staff never surpasses on Sunday39。s amount presses the hour payment the overtime pay also to be bigger. For example, some staff works overtime on Sunday, the employer cannot calculate the overtime pay to its disposable payment39。t change the overtime pay in the weekend or holiday working overtime the amount. The employer cannot use the disposable reward which pays regarding overtime39。 May set up the different working week for the different staff。 The duty surpasses 24 hour staff, if may enjoy the bed which the fixed sack time and the employer provide, rests night of sleep, but is not broken, moreover the staff agreed that then may eliminate the sack time from the operating time rock row. The US federal law stipulated that every employer (each working week has in each working week 168 hours, or 7 24 hour time sections) work continuously surpass for 40 hours, the employer must to surpass 40 hour operating time payment to be equal to normal wage andahalf times of overtime pays。s rest must be the operating time。 Because the job requirement must wait for the time is also the operating time。s stipulation, or repeatedly violated the minimum wage and the overtime pay stipulation, must undertake the civil liability. The malicious law breaker wants to undertake the legal responsibility. Works the law enforcement mechanism with China to pare, the American law39。s reporting, the government keeps secret to accuser39。HoursDivision, is called WHD) to be responsible for the subordinate federation work datum method law enforcement work: fair work standard bill (TheFairLaborStandardsAct), leave sick leave bill (TheFamily andMedicalLeaveAct), flowing season farm worker protection bill (TheMigrantandSeasonalAgriculturalWorkerProtectionAct), occupational safety and health method scene sanitation standard bill (TheFieldSanitationStandards oftheOccupationalSafetyandHealthAct),staff polygraph protection bill (TheEmployeePolygraphProtectionAct), as well as in related government contract project universal wage standard law, as soon as if Davies wears the root bill (TheDavisBaconAct) and 枟 the service contract bill. (McNamaraOharaServiceContract Act).According to FLSA 11th (a) the funds, the Labor Department wages and a manhour of department are authorized on some employer to carry out the federal wages, a manhour of law (including whether and how to use child laborer) the situation carries on the investigation, and may carry on the foraylike inspection, although this kind of situation not very universal. This organization is also authorized to supply the related labor law operational practice directly to the enterprise request the information and the data, the wages, manhour of aspect each kind of record, is authorized to ask the staff to talk directly. If this kind of investigation39。［M］.：中國大百科全書出版社，1996[7] 常紅、雷陽:《全國總工會(huì):勞動(dòng)合同法未過分傾向勞動(dòng)者利益》，來源于人民網(wǎng):，2007年7月3日。Gamp?？拼模瑵h斯amp。霍恩，海因amp。你文章的問題主要有以下幾個(gè)：一、 你的字體不對(duì)，跟模板要求不一樣，跟你開題報(bào)告的也不同嘛，還有字的大小也不一致，個(gè)別段落開頭沒有空兩格；二、 文章結(jié)構(gòu)要調(diào)整，你寫了缺陷，卻不寫解決措施，沒有這樣的文章，光提出問題不解決問題不行，所以你再找下資料；三、 你的文章主要是寫勞動(dòng)合同解除時(shí)的經(jīng)濟(jì)補(bǔ)償，那么全文的重點(diǎn)是在經(jīng)濟(jì)補(bǔ)償這個(gè)問題上，你大部分講的是合同解除的問題，嚴(yán)重偏題了，比如你再比較法考察上，你應(yīng)該重點(diǎn)講別的國家這個(gè)經(jīng)濟(jì)補(bǔ)償如何規(guī)定的，而不是講人家怎么去規(guī)定如何解除合同的，又比如你在談缺陷，那你應(yīng)該講在補(bǔ)償金問題上如何不合理，而不是解除合同上不合理，你要把握好，不然就偏題了，你再找找資料看，下一步再細(xì)看！參 考 文 獻(xiàn)[1] （人文科學(xué)版）2006年10月,第3卷 第10期[2] 網(wǎng)易財(cái)經(jīng).《勞動(dòng)合同法》[3] [4] 李景森,[5] [M].北京：中國勞動(dòng)出版社，1999. [6] [德]羅伯特amp。我國現(xiàn)行的《中華人民共和國勞動(dòng)法》（以下簡(jiǎn)稱《勞動(dòng)法》）、《中華人民共和國勞動(dòng)合同法》（以下簡(jiǎn)稱《勞動(dòng)合同法》）以及《勞動(dòng)合同法實(shí)施條例》對(duì)用人單位單方解除勞動(dòng)合同制度雖然也進(jìn)行了相應(yīng)的立法規(guī)定，體現(xiàn)了對(duì)勞動(dòng)者權(quán)益的傾斜保護(hù)，但仍存在諸多不足。在不同的解雇學(xué)說理論的支撐下，各國形成了各具特色的用人單位單方解除勞動(dòng)合同制度。用人單位單方解除勞動(dòng)合同制度因涉及勞動(dòng)者權(quán)益的保護(hù)以及勞資雙方利益的平衡等諸多話題而備受勞動(dòng)法理論界與實(shí)務(wù)界的關(guān)注。勞動(dòng)合同解除引發(fā)的爭(zhēng)議集中體現(xiàn)了勞動(dòng)關(guān)系雙方當(dāng)事人的“利益對(duì)立”與“利益失衡”。結(jié)　　論勞動(dòng)關(guān)系作為最基本的社會(huì)關(guān)系之一，在一定意義上已成為現(xiàn)代社會(huì)是否和諧的晴雨表和風(fēng)向標(biāo)。而《勞動(dòng)合同法》對(duì)于此問題做出了新的規(guī)定，《勞動(dòng)合同法》第46條第（五）款規(guī)定：勞動(dòng)合同期滿后，若用人單位不同意按照維持或高于原勞動(dòng)合同約定條件，與勞動(dòng)者續(xù)訂勞動(dòng)合同的，用人單位應(yīng)當(dāng)向勞動(dòng)者支付經(jīng)濟(jì)補(bǔ)償金。因此，根據(jù)《勞動(dòng)合同法》規(guī)定的經(jīng)濟(jì)補(bǔ)償金以2008年1月1日為分界點(diǎn)分段計(jì)算的原則，除了勞動(dòng)者以用人單位未依