高校教师预告辞职的理论分析与实践平衡 ——基于法院判例的实证考察

The Theoretical Analysis and Practical Balance of College Teachers' Notice of Resignation —— An Empirical Study Based on Court Cases

摘要:

当前我国司法机关处理高校教师辞职人事案件时，普遍面临法律适用标准不一导致的“类案不同判”现象。究其根源，在于立法对于劳动者合同预告解除权的规定过于宽泛，劳动者无拘束的辞职自由在兼具“劳动”“行政”因素的高校聘用合同中显得更为不合理。研究建议以“另有约定”条款为合同预告解除权的行使划定边界，在立法、司法中建立公益与私权相对平衡、劳动者分层理念，通过明确《事业单位人事管理条例》第 17 条的“另有约定”条款、建立惩罚性违约金制度、完善预告期制度等措施，在法治的轨道上兼顾各方的利益，维护学术劳动力市场的健康发展。

Abstract:

Currently, China's judicial authorities generally face the phenomenon of "inconsistent rulings in similar cases" when dealing with personnel disputes arising from college teachers' resignations, primarily due to divergent legal application standards. The root cause lies in the overly broad legislative provisions regarding workers' rights to unilaterally terminate contracts with prior notice. This unrestricted freedom to resign is particularly unreasonable within the context of college employment contracts, which blends "labor" with "administrative" factors. This study suggests delineating the boundaries of the right to unilaterally terminate the contract by referring to "otherwise agreed" clause. It calls for establishing a relative balance between public interest and private rights in legislation and judicial practice, incorporating a layered understanding of workers' rights. Recommendations include clarifying the provisions of Article 17 of the Regulation on Personnel Management Regulations of Public Institutions regarding "otherwise agreed" clause, establishing a punitive damages system for breaches of contract, and improving the notice period system. These measures aim to balance interests on the legal track and promote the healthy development of the academic labor market.