【正文】 公法因素的“利益保護(hù)”的兩種調(diào)整方式，有效地化解糾紛，真正使勞動(dòng)者與用人單位的合法權(quán)益得以平衡，從而構(gòu)建和諧而穩(wěn)定的勞動(dòng)關(guān)系。因勞資雙方處于實(shí)質(zhì)上的不平等地位，傾斜保護(hù)勞動(dòng)者的合法權(quán)益、實(shí)現(xiàn)勞資雙方實(shí)質(zhì)意義上的平等是各國(guó)勞動(dòng)立法重點(diǎn)關(guān)注的領(lǐng)域。大陸法系的德國(guó)與法國(guó)系對(duì)勞動(dòng)者權(quán)益保障較為完備的國(guó)家，在解雇條件、解雇程序、解雇后果等諸方面對(duì)用人單位單方解除勞動(dòng)合同進(jìn)行了立法規(guī)定。本文建議在立法層面應(yīng)加強(qiáng)立法，細(xì)化解雇條件，曾強(qiáng)可操作性，增強(qiáng)解雇程序設(shè)計(jì)，切實(shí)發(fā)揮工會(huì)作用，突出解雇違約賠償金的懲罰功能；在司法層面，對(duì)用人單位的規(guī)章制度進(jìn)行合法性與合理性的雙重考量，增強(qiáng)用人單位違法單方解除勞動(dòng)合同的司法判定標(biāo)準(zhǔn)，從立法技術(shù)與司法實(shí)踐等諸方面加強(qiáng)對(duì)勞動(dòng)者權(quán)益的保護(hù)，增進(jìn)勞資雙方利益平衡，實(shí)現(xiàn)勞資雙方實(shí)質(zhì)意義上的平等。8226。8226。8226。8226。[8] :光明日?qǐng)?bào)出版社,1997.[9] 《新編中華人民共和國(guó)私法解釋全書》,中國(guó)法制出版社,2008年版[10] 《新編中華人民共和國(guó)常用法律法規(guī)全書》,國(guó)務(wù)院法制辦公室編,中國(guó)法制出版社,2008年1月[11] 周春華,劉俊:《用人單位單方解除勞動(dòng)合同制度研究》《法學(xué)論壇》2008年 第5期[12] 胡志鑫：《用人單位單方解除勞動(dòng)合同的規(guī)制》《集團(tuán)經(jīng)濟(jì)研究》2005 第11X期[13]顧建軍：《關(guān)于勞動(dòng)合同終止和解除的實(shí)踐應(yīng)用》《交通企業(yè)管理》2005 第3期[14] 劉京州：《淺議解除勞動(dòng)合同的經(jīng)濟(jì)補(bǔ)償》《甘肅科技》2004 第6期[15] :中國(guó)政法大學(xué)出版社，2000年1月版[16] 中華人民共和國(guó)勞動(dòng)法.[17] 沈宗靈：《現(xiàn)代西方法理學(xué)》，北京大學(xué)出版社1992年版附 錄附錄A外文原文1：The wages, the manhour of method law enforcement system with are violated the worker to provide relief the American federation Labor Department wages and a manhour of department (Wagesamp。s cause is staff39。s name and the status. If the check result discovered that the enterprise will have violates the labor law the employing labor behavior, the work overhead staffs will request the enterprise to carry on reorganizes, including payment back pay. Besides the work supervision, the worker the violation which suffers with a manhour of aspect may also file the lawsuit regarding the wages according to FLSA in the court to the employer, after winning, is authorized to obtain makes up also pensations and so on back pay, agreement pensation, legal expenses and litigation expense. Labor Department may also replace the worker to initiate the lawsuit, requests the employer double pensation back pay, or requests the court to issue the injunctive to forbid the employer illegal back pay. If the employer violated has forbidden child laborer39。s most major characteristic is federal Labor Department may enforce the law directly, carries on the work supervision as well as the administrative investigation, but does not need to pass the Local authority. What such worker may act according to own demand to rest on is the federal law or the state law, but chooses between federal Labor Department and the state labor bureau.外文原文2：A manhour of limit and the overtime pay stipulate in the American law besides the stipulation every week the standard operating time are 40 hours, (is equal to the overtime in our country labor law extension operating time) the upper limit does not have the rigid stipulation. But moves to which belongs to “the work”, should include the operating time, then has the quite detailed stipulation. First, only then the employer requests by no means the work is goes to work, the employer permits the work is also the operating time. For example, staff when one day of conclusion, for has pleted the work or corrects a mistake, belongs to the work, must pay the wages。 The duration of work short time39。 The duty does not surpass 24 hour staff, even if onduty period may sleep or make the private affair, must according to the operating time treatment。 The working week not necessarily must with the calendar week superposition, but is may in one week in any daylong any time start。 Does not permit two or two above week operating time averages. The overtime pay must by the wages form payment, but cannot the generation or rests but actually by the material object way. As for staff whether doesn39。s work to replace the overtime pay, even if this kind of disposable disbursement39。s 90 US dollars, although this staff39。s operating time for 10 hours. Similarly, if has an agreement to stipulate that every day works for 6 hours, each hourly wage 9 US dollars, but regardless of some work has in fact used how many overtime, all 54 US dollars must regard as staff39。 But the Chinese law stipulated that besides the indefinite tense working system, the staff 1 month overtime do not surpass for 36 hours. Second, American synthesis manhour of putation system stipulation. Third, if the American employers regard as some staff may from the federal wages, the manhour of law exemption, according to this may handle first, but does not need to obtain labor bureau39。s lawsuit or Labor department (including federal Labor Department with various states department of labor) in the investigation the staff was recognized that for does not belong to this exemption, then hires mainly makes to the staff pensates and accepts the administrative sanctions。該機(jī)構(gòu)還有權(quán)直接向企業(yè)要求提供有關(guān)勞動(dòng)法執(zhí)行情況的信息和數(shù)據(jù)，工資、工時(shí)方面的各種記錄，有權(quán)直接找職工談話。如果檢查結(jié)果發(fā)現(xiàn)企業(yè)有違反勞動(dòng)法的用工行為，勞動(dòng)監(jiān)察人員會(huì)要求企業(yè)進(jìn)行整改，包括支付欠薪。勞工部也可以代替勞動(dòng)者發(fā)起訴訟，要求雇主雙倍賠償欠薪，或要求法院頒發(fā)禁止令禁止雇主非法欠薪。惡意違法者要承擔(dān)刑事責(zé)任。這樣勞動(dòng)者可以根據(jù)自己訴求所依據(jù)的是聯(lián)邦法律還是州法律而在聯(lián)邦勞工部與州勞動(dòng)局之間選擇。在此向陳老師表示深深的感謝和崇高的敬意。正是有了他們的悉心幫助和支持，才使我的畢業(yè)論文工作順利完成，在此向北科天院，法律系的全體老師表示由衷的謝意。 雖然我的論文作品不是很成熟，還有很多不足之處，但我可以自豪的說(shuō)，這里面的每一段代碼，都有我的勞動(dòng)。 這次做論文的經(jīng)歷也會(huì)使我終身受益，我感受到做論文是要真真正正用心去做的一件事情，是真正的自己學(xué)習(xí)的過(guò)程和研究的過(guò)程，沒(méi)有學(xué)習(xí)就不可能有研究的能力，沒(méi)有自己的研究，就不會(huì)有所突破，那也就不叫論文了。 最后，感謝一路陪我走來(lái)的同學(xué)們，四年的朝夕相處，我們一起成長(zhǎng)，一同進(jìn)步，在我遇到困難時(shí)總有你們的全力相助。