بررسی ماهیت حقوقی استعفا در اعمال حقوقی (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
استعفا یکی از گزینه هایی است که شخص برای انحلال عمل حقوقی می تواند به آن متمسک شود و به موجب آن اراده اش را مبنی بر ترک سمت خویش اعلام کند. زمان اثرگذاری استعفای متقاضی در اعمال حقوقیِ متعدد یکسان نیست، لذا در مقاله حاضر و با هدف سامان دادن به این تشتت، ماهیت حقوقی استعفا در اعمال حقوقی جایز و لازم مورد بررسی قرار گرفته است تا یک اصل کلی در خصوص ماهیت حقوقی استعفا شناسایی شود. درواقع، پژوهش حاضر به دنبال یافتن پاسخ برای این پرسش است که استعفا به لحاظ حقوقی دارای چه ماهیتی است تا بر اساس آن زمان اثرگذاری استعفا تعیین شود. بر اساس یافته های پژوهش، اصولاً استعفا در اعمال حقوقی جایز دارای یک ماهیت حقوقی واحد بوده و یک ایقاع منجز است. البته در برخی موارد استثنایی استعفا در این دسته از اعمال، اقاله محسوب می شود. لیکن اصولاً استعفا در اعمال حقوقیِ لازم، اقاله و یا ایقاع معلق تلقی می شود و البته در یک مورد استثنایی استعفا در این دسته از اعمال، ایقاع موجل است.Examining the Legal Nature of Resignation in Legal Actions
Statement of the Problem: One of the fundamental aspects of legal relationships involves situations where one party has undertaken an obligation but finds themselves inclined to dissolve the legal act. In such circumstances, resignation becomes a viable option for individuals seeking to exit a legal relationship. Resignation is generally understood as an act of unilateral will to dissolve a legal agreement. However, the complexities of various laws indicate that in certain cases, the effectiveness of the applicant's resignation hinges on the approval of another authority, thus transcending the mere will of the individual.
Purpose: The purpose of this research is to delve into the legal nature of resignation within the context of legal actions. By doing so, we aim to ascertain the precise date of resignation and the termination of legal obligations for an individual involved in a legal relationship. This investigation will significantly contribute to a comprehensive understanding of resignation's role in legal actions.
Questions: This study endeavors to address the following crucial questions: To what extent does the effectiveness of resignation depend on the applicant's will? Is the nature of resignation identical in both permissible and necessary legal actions? Legally, how can the nature of resignation be categorized to determine its effective timing?
Hypothesis or Claim of the Article: Our central hypothesis posits that in the realm of revocable legal actions, the effectiveness of resignation does not necessitate the consent of another party and largely relies on the unilateral will of the applicant. Conversely, in the context of irrevocable legal actions, the effectiveness of resignation becomes contingent upon obtaining the approval of a specific authority, resulting in situations of bilateral discharge or postponed unilateral legal acts.
Method: This article adopts a rigorous research approach that combines library documentation with an analytical descriptive method. Due to the limited availability of direct sources on the subject, we meticulously collected relevant information from legal and jurisprudential books and articles, thereby facilitating a comprehensive legal analysis.
Findings: In revocable legal actions, resignation is predominantly deemed a unilateral legal act, taking effect solely based on the applicant's will. However, exceptions arise where the law or contract explicitly stipulates otherwise. For example, in civil law, a lawyer's resignation is typically a unilateral act, unless mandated otherwise in the contract, making it bilateral in nature. When a mandate is included as a corollary condition in the revocable contract, a lawyer's resignation requires consent from the lawyer, thus assuming a bilateral discharge.
Similarly, in civil companies, the resignation of a manager is typically unilateral, yet under an irrevocable contract, the resignation's effectiveness is contingent upon the consent of other partners, leading to a bilateral discharge. When it comes to corporations, the resignation of managers is generally effective through the declaration of the applicant's will, representing a unilateral legal act. However, if their resignation is subject to the approval of an authority, it transforms into a bilateral discharge scenario.
Contrarily, irrevocable legal actions require the approval of a specific authority for resignation to take effect, leading to instances of both bilateral discharge and postponed unilateral legal acts. In labor law, an employee's resignation nature varies based on contract terms, either becoming a bilateral discharge or a postponed unilateral act. In certain exceptional cases, resignation may have no effect at all. For instance, in employment relationships, parliamentary roles, labor-employer relationships, endowment, and contractual wills, resignation may not be legally recognized or effective.
In conclusion, understanding the legal nature of resignation in legal actions is pivotal in clarifying the dynamics of legal relationships. The distinction between revocable and irrevocable legal actions, along with the role of consent from other authorities, has far-reaching implications for individuals seeking to dissolve legal agreements. This study sheds light on the complexity of resignation in different legal contexts, providing valuable insights for legal practitioners, policymakers, and scholars alike. Further research and analysis in this area will continue to enhance our comprehension of resignation's significance in the broader landscape of legal actions.
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