8443 
7092报复性解雇系指雇员在劳动关系存续期间因作出有利于社会公共利益的行为而惹怒雇主，导致后者产生报复的心理，以表面上符合劳动法上正当解雇的理由为借口而作出解雇，其与违法解雇、惩戒解雇、不当解雇等术语的外延存在明显差异。报复性解雇可类型化雇员因作出参与行为而被解雇与因作出反对行为而被解雇。我国现有解雇保护制度存在法律漏洞，造成司法机关在处理报复性解雇纠纷时不知如何认定以及怎样课责。借鉴美国立法与司法经验，对报复性解雇认定标准的构造，应分别对报复主体、报复对象、报复动机与因果关系四要素作出认定；而报复性解雇法律责任的构造，应建立以惩罚性赔偿金为中心的法律责任体系。欲将报复性解雇认定标准及法律责任规则嵌入我国解雇保护制度中，应通过立法来完善。
报复性解雇认定标准及法律责任之构造——基于美国立法与司法经验的考察
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引用本文
毛景. 报复性解雇认定标准及法律责任之构造——基于美国立法与司法经验的考察[J]. 上海财经大学学报, 2017, 19(6): 115–131.
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