本文選題：長(zhǎng)沙 + 雇員�。� 參考：《湖南大學(xué)》2012年碩士論文

【摘要】：隨著我國(guó)市場(chǎng)經(jīng)濟(jì)體制的完善和發(fā)展，雇傭關(guān)系以不同形式大量出現(xiàn)，同時(shí)也相應(yīng)地產(chǎn)生了較多因雇傭引發(fā)的糾紛，特別是雇員人身?yè)p害賠償糾紛的頻繁發(fā)生，日益成為社會(huì)關(guān)注的熱點(diǎn)問題。 對(duì)2009-2011年長(zhǎng)沙市九個(gè)區(qū)縣基層法院及中院審理的雇員人身?yè)p害賠償案件的調(diào)研表明，，近三年長(zhǎng)沙市法院受理此類案件的數(shù)量呈逐年上升趨勢(shì)。案件中的雇員大多是農(nóng)民工，從事的主要為建筑、裝修等行業(yè)；而雇主的種類呈現(xiàn)以自然人為主的多元化特征。案件的審理多以判決方式結(jié)案，判決中賠償責(zé)任的主體也是多樣的，對(duì)于人身?yè)p害賠償金額、項(xiàng)目的認(rèn)定也有其具體標(biāo)準(zhǔn)。安全保障意識(shí)和法律意識(shí)的缺乏、法律制度和保障機(jī)制的不完善是雇員人身?yè)p害賠償糾紛不斷的成因。在案件審理中存在對(duì)雇傭關(guān)系的認(rèn)定及雇員職務(wù)行為認(rèn)定的爭(zhēng)議；在法律適用方面，《人身?yè)p害賠償司法解釋》第11條與《侵權(quán)責(zé)任法》第35條對(duì)于雇員或提供勞務(wù)者自身遭受損害的情形，在歸責(zé)原則及具體適用上存在爭(zhēng)議；而關(guān)于責(zé)任承擔(dān)中的爭(zhēng)議則體現(xiàn)在第三人致雇員受損時(shí)責(zé)任的承擔(dān)方面。 解決上述問題，關(guān)鍵要完善與雇傭相關(guān)的法律，圍繞《侵權(quán)責(zé)任法》出臺(tái)相應(yīng)的司法解釋，在司法解釋中明確雇員人身?yè)p害賠償責(zé)任的地位，建立法律框架以確立其基本理論，同時(shí)完善與雇傭相關(guān)的行業(yè)規(guī)范，最高法院也可制定與雇傭相關(guān)的司法實(shí)務(wù)規(guī)范性文件，統(tǒng)一司法尺度。健全雇主責(zé)任保險(xiǎn)制度和合理的用工制度，同時(shí)要加強(qiáng)雇員和雇主的法律意識(shí)和安全責(zé)任意識(shí)，以期望保障雇傭關(guān)系健康和可持續(xù)發(fā)展。
[Abstract]:With the improvement and development of the market economy system in our country, the employment relationship appears in a large number of different forms. At the same time, there are many disputes caused by employment, especially the frequent disputes of compensation for personal injury of employees. Increasingly, it has become a hot issue of social concern. The investigation on the cases of compensation for personal injury of employees heard by the basic courts of nine districts and counties and the intermediate people's courts in Changsha City from 2009 to 2011 shows that the number of such cases accepted by the courts of Changsha City has been increasing year by year in recent three years. Most of the employees in the case are migrant workers, mainly engaged in construction, decoration and other industries; the types of employers are mainly natural persons. The trial of the case is mostly concluded by judgment, and the subject of compensation liability in the judgment is also diverse. For the amount of compensation for personal injury, the identification of the project has its specific standards. The lack of security consciousness and legal consciousness, the imperfection of legal system and safeguard mechanism are the causes of the disputes of compensation for personal injury of employees. In the trial of the case, there are disputes about the identification of the employment relationship and the recognition of the employee's duty behavior; In the aspect of application of law, Article 11 of "personal injury compensation" and Article 35 of "Tort liability Law" have disputes on the principle of imputation and the concrete application of the principle of imputation. The controversy about liability is reflected in the liability of the third party when the employee is injured. To solve the above problems, the key is to perfect the employment-related laws, issue corresponding judicial interpretations around the Tort liability Law, clarify the position of employees' liability for personal injury in the judicial interpretation, and establish the legal framework to establish its basic theory. At the same time, the Supreme Court can also formulate the relevant judicial practice normative documents and unify the judicial standards. It is necessary to perfect the employer's liability insurance system and reasonable employment system, at the same time to strengthen the legal consciousness and the safety responsibility consciousness of the employees and employers, in order to ensure the healthy and sustainable development of the employment relationship.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：D926.2;D923

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本文編號(hào)：2072100