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Practical and theoretical research of the various types of holidays

各类假期的实践与理论研究

基本信息

批准号：
06620038
负责人：
NAKO Michitaka
金额：
$ 1.15万
依托单位：
Kanazawa University
依托单位国家：
日本
项目类别：
Grant-in-Aid for Scientific Research (C)
财政年份：
1994
资助国家：
日本
起止时间：
1994 至 1996
项目状态：
已结题

项目摘要

Regarding the varlous types of holidays I investigated in 1994 their actual conditions and studied in 1995 comparative law about them. In 1996 I completed these researchs from the point of the worker's right of holiday, the fulfilllment in his social and cultural life and his self-realization.1 Man can classify the various types of holidays by the purpose of introduction.(1)the rise of acquisition persentage and the long term of yearly paid holiday (flex-holiday), (2)indirect promotion of acquisition persentageof yearly paid holiday (sickholiday, reserving holiday etc), (3)refresxh of mind and body in the events which mark the stage of worker's life (refresch holiday), (4)promotion of self-realization (voluntary holiday). These holidays bocome gradually widespresd and established in the japanese companies.2 In Germany, in which the holidays fix completely, wokers acquire 100% yearly paid holiday. The reasons are following : (1)planned or scheduled yearly paid holiday, (2)sufficient personnel, (3)systematism of the various types of holidays, (4)worker's consciousness for free time and work, (5)existences of establischments, which wokers can use cheap. It is also important that workers have sufficient time for self-realization without holidays, because worktime is 35 hours for one week.3 The various types of holidays must hereafter bocome widespresd and establisched in japan, so as to realize truely 'YUTORI SYAKAI'. The problems to be solved are follow : (1)holidays must be the system not for companies but for workers. For that purpose they must be provided in a collective agreement or a work rule and clarify their contents and the standard, sccoding to which the holidays are given.(2)acquisition persentage of yearly paid holiday must be rised, because by this the various types of holidays bocome too widespresd and establisched.(3)The climate of companies, in which workers are respect and the self-realizstion are promoted, must be constructed.

关于各种节假日，我在1994年对它们的实际情况进行了调查，并在1995年研究了它们的比较法。1996年，我从劳动者的休假权利、社会文化生活的实现和自我实现的角度完成了这些研究。1人们可以根据介绍的目的对各种类型的假期进行分类：(1)获得比例的上升和长期的年带薪假期(弹性假期)，(2)获得比例的间接促进，年带薪假期的获得比例(病假、预留假期等)，(3)在标志着工人生活阶段的事件中的身心恢复(刷新假期)，(4)自我实现的促进(自愿假期)。这些假期开始逐渐普遍，并在日本公司确立。2在德国，假期完全固定，工人获得100%的年度带薪假期。原因是：(1)计划或计划的年带薪假期，(2)人员充足，(3)各种类型的假期系统化，(4)劳动者对自由时间和工作的意识，(5)设施的存在，工人可以廉价使用。同样重要的是，员工在没有节假日的情况下有足够的时间实现自我，因为一周的工作时间是35小时。3今后各种类型的节假日必须普遍存在并在日本建立，才能真正实现“YUTORI SYAKAI”。需要解决的问题如下：(1)假期制度必须不是公司的，而是工人的。为此，必须在集体协议或工作规则中提供这些假期，并明确其内容和给予假期的标准和编码。(2)必须提高年带薪假期的收购比例，因为由此而来的各种假期过于广泛和固定。(3)必须营造尊重工人和促进自我实现的公司氛围。