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Law and Legalities at Work: HR Practitioners as Quasi-Legal Professionals
Industrial Law Journal ( IF 1.0 ) Pub Date : 2021-09-20 , DOI: 10.1093/indlaw/dwab025
Eleanor Kirk 1
Affiliation  

Building upon research that explores the managerialisation of law and the production of ‘symbolic’ and ‘cosmetic’ compliance, this article explores the way in which HR professionals understand and engage in the (re)production of legality at work. Drawing on interviews, observation and discourse analysis, it presents rich qualitative data on the legal consciousness of HR professionals to argue that the profession has become increasingly lawyer-like, or quasi-legal. Legal expertise confers legitimacy and authority upon a somewhat compromised professional identity, which clambers for status within corporate hierarchies. The mobilisation of law occurs in ways that reflect the familiar contradictions of HRM practitioners’ conflicted role as both ‘employee champions’ and ‘business partners’. Labour law is mobilised in ways that lend substance and authoritativeness to organisational policies and procedures, but also help employers to ‘sail close to the wind’ legally: law is harnessed to protect employers, keeping them out of court and legitimising a managerial paradigm of what is ‘right’, ‘fair’ and justifiable. The overall effect is primarily to strengthen the employer’s hand to act, whether by stifling disputes, conferring legitimacy upon organisationally defined versions of legality, or justifying core-periphery divides and the necessity for flexibility and organisational ‘agility’. The encoding of quasi-law can render labour law itself largely invisible to workers, making it difficult for them to have recourse to it when required.

中文翻译:

工作中的法律和合法性:作为准法律专业人员的人力资源从业者

本文以探索法律管理化和“象征性”和“表面性”合规性生产的研究为基础,探讨人力资源专业人员理解和参与(再)工作合法性生产的方式。通过访谈、观察和话语分析,它提供了关于人力资源专业人士法律意识的丰富定性数据,表明该专业越来越像律师或准法律。法律专业知识赋予了在一定程度上受到损害的专业身份的合法性和权威性,这种身份在公司等级制度中争夺地位。法律动员的方式反映了人力资源管理从业者作为“员工拥护者”和“商业伙伴”的矛盾角色的常见矛盾。劳动法以赋予组织政策和程序实质和权威的方式动员起来,同时也帮助雇主合法地“顺风顺水”:法律被用来保护雇主,让他们远离法庭,并使管理范式合法化是“正确的”、“公平的”和合理的。总体效果主要是加强雇主采取行动的能力,无论是通过平息纠纷、赋予组织定义的合法性版本合法性,还是证明核心-外围分歧以及灵活性和组织“敏捷性”的必要性。准法律的编码可以使劳动法本身在很大程度上对工人来说是不可见的,使他们难以在需要时求助于它。同时也帮助雇主合法地“顺风顺水”:法律被用来保护雇主,使他们远离法庭,并使“正确”、“公平”和正当的管理范式合法化。总体效果主要是加强雇主采取行动的能力,无论是通过平息纠纷、赋予组织定义的合法性版本合法性,还是证明核心-外围分歧以及灵活性和组织“敏捷性”的必要性。准法律的编码可以使劳动法本身在很大程度上对工人来说是不可见的,使他们难以在需要时求助于它。同时也帮助雇主合法地“顺风顺水”:法律被用来保护雇主,使他们远离法庭,并使“正确”、“公平”和正当的管理范式合法化。总体效果主要是加强雇主采取行动的能力,无论是通过平息纠纷、赋予组织定义的合法性版本合法性,还是证明核心-外围分歧以及灵活性和组织“敏捷性”的必要性。准法律的编码可以使劳动法本身在很大程度上对工人来说是不可见的,使他们难以在需要时求助于它。总体效果主要是加强雇主采取行动的能力,无论是通过平息纠纷、赋予组织定义的合法性版本合法性,还是证明核心-外围分歧以及灵活性和组织“敏捷性”的必要性。准法律的编码可以使劳动法本身在很大程度上对工人来说是不可见的,使他们难以在需要时求助于它。总体效果主要是加强雇主采取行动的能力,无论是通过平息纠纷、赋予组织定义的合法性版本合法性,还是证明核心-外围分歧以及灵活性和组织“敏捷性”的必要性。准法律的编码可以使劳动法本身在很大程度上对工人来说是不可见的,使他们难以在需要时求助于它。
更新日期:2021-09-20
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