本文選題：勞務(wù)派遣 + 退回　； 參考：《華東政法大學(xué)》2013年碩士論文

【摘要】：勞務(wù)派遣作為起源于美國(guó)又被國(guó)外大量運(yùn)用的一種勞動(dòng)力的運(yùn)作模式，起到了高效使用人力資源、促進(jìn)人才合理流動(dòng)的積極作用。我國(guó)的勞務(wù)派遣雖然起步較晚，但發(fā)展速度較快。勞務(wù)派遣這一用工形式從最初的廣州等經(jīng)濟(jì)發(fā)達(dá)地區(qū)擴(kuò)展至全國(guó)大部分地區(qū)，期間經(jīng)歷了很短的時(shí)間。盡管發(fā)展速度驚人，但發(fā)展現(xiàn)狀卻不盡如人意。現(xiàn)實(shí)情況往往是我國(guó)的企業(yè)通過(guò)使用勞務(wù)派遣人員來(lái)降低用工成本，并將用工過(guò)程中的風(fēng)險(xiǎn)轉(zhuǎn)移給勞務(wù)輸出企業(yè)或者勞動(dòng)者個(gè)人。勞務(wù)派遣作為勞動(dòng)合同法規(guī)定的補(bǔ)充用工方式，其用工形式有著特殊性。勞務(wù)派遣的用工主體有三方：用人單位、用工單位以及勞動(dòng)者。正是因?yàn)閯趧?wù)派遣關(guān)系中出現(xiàn)了兩家單位，勞務(wù)派遣正逐漸成為企業(yè)趨利避害的直接途徑。勞務(wù)派遣用工過(guò)程中存在的諸多不規(guī)范現(xiàn)象，導(dǎo)致勞務(wù)派遣時(shí)常引發(fā)仲裁、訴訟。且由于勞務(wù)派遣相關(guān)規(guī)定的缺失，往往導(dǎo)致勞動(dòng)關(guān)系中的弱勢(shì)群體即勞動(dòng)者個(gè)人的合法權(quán)益無(wú)法得到保障。 勞務(wù)派遣制度中有關(guān)員工退回的問(wèn)題就是一例法律法規(guī)尚無(wú)明確規(guī)定的問(wèn)題。勞務(wù)派遣制度中用工單位將勞動(dòng)者退回用人單位的條件，是僅限于勞動(dòng)合同法第六十五條第二款之規(guī)定？還是用工單位可以與用人單位在勞務(wù)派遣合同中明確約定退回條件？還是用工單位可以隨意將勞動(dòng)者退回用人單位？這些問(wèn)題在學(xué)術(shù)界以及審判實(shí)踐中均有爭(zhēng)議。勞務(wù)派遣的本質(zhì)決定了，勞務(wù)派遣制度中的退回條件不應(yīng)當(dāng)高于普通勞動(dòng)關(guān)系的解除條件，但退回條件是否又可以無(wú)限制擴(kuò)大？勞動(dòng)合同法第五十八條規(guī)定，被派遣勞動(dòng)者無(wú)工作期間，勞務(wù)派遣單位應(yīng)當(dāng)按照所在地人民政府規(guī)定的最低工資標(biāo)準(zhǔn)，向其按月支付報(bào)酬。該規(guī)定似乎是保障了被派遣勞動(dòng)者的基本生活，，然最低工資標(biāo)準(zhǔn)對(duì)于大多數(shù)勞動(dòng)者，尤其是高收入人群是難以接受的。那么退回條件被無(wú)限制擴(kuò)大后，被派遣勞動(dòng)者的工資水平被隨意降低至最低工資標(biāo)準(zhǔn)，勢(shì)必?fù)p害的是勞動(dòng)者的合法權(quán)益。怎么樣在發(fā)揮勞務(wù)派遣制度優(yōu)勢(shì)的同時(shí)，又切實(shí)保障被派遣勞動(dòng)者的合法權(quán)益？本文擬將通過(guò)案例分析的手法，對(duì)勞務(wù)派遣制度中的有關(guān)員工退回問(wèn)題作出深入解析，并進(jìn)一步從立法本意以及審判實(shí)踐出發(fā)，對(duì)勞務(wù)派遣相應(yīng)用工制度提出建議。
[Abstract]:Labor dispatch, which originated in the United States and is widely used by foreign countries, has played a positive role in the efficient use of human resources and the rational flow of talents. Although the labor dispatch of our country starts late, the speed of development is fast. The employment form of labor dispatch extended from Guangzhou and other economically developed areas to most parts of the country, and experienced a very short period of time. Although the speed of development is amazing, but the status quo is not satisfactory. The reality is that enterprises in our country use labor dispatch personnel to reduce the cost of employment and transfer the risks in the process of employment to labor exporting enterprises or individual workers. As a supplementary way of labor contract law, labor dispatch has its particularity. The main body of labor dispatch has three parts: employing unit, employing unit and laborer. Because of the existence of two units in the labor dispatch relationship, labor dispatch is becoming a direct way for enterprises to seek advantages and avoid disadvantages. Many nonstandard phenomena in the process of labor dispatch often lead to arbitration and litigation. Due to the lack of relevant regulations of labor dispatch, the vulnerable groups in labor relations, that is, the legitimate rights and interests of individual workers, are often unable to be protected. The issue of employee return in the labor dispatch system is a problem that has not been specified in laws and regulations. In the labor dispatch system, the conditions for the employer to return the laborer to the employer are limited to the second paragraph of Article 65 of the Labor contract Law? Or can the unit of employ persons and the unit of choose and employ persons in the labor dispatch contract explicitly agree on return conditions? Or can the unit of hire worker return laborer to unit of choose and employ persons at will? These issues are controversial in academia and trial practice. The essence of labor dispatch determines that the return conditions in the labor dispatch system should not be higher than the lifting conditions of ordinary labor relations, but can the return conditions be expanded indefinitely? Article 58 of the Labor contract Law stipulates that when the dispatched laborer has no work, the labor dispatch unit shall pay its monthly remuneration in accordance with the minimum wage standard set by the local people's government. The rules seem to protect the basic livelihood of dispatched workers, but the minimum wage is unacceptable for most workers, especially the high-income group. After the conditions of return are expanded indefinitely, the wage level of the dispatched workers is reduced to the minimum wage standard at will, which is bound to damage the legitimate rights and interests of the workers. How to give play to the advantages of labor dispatch system, but also to effectively protect the legitimate rights and interests of dispatched workers? This paper intends to make a thorough analysis of the return of employees in the labor dispatch system through the method of case analysis, and then puts forward some suggestions on the corresponding employment system of labor dispatch from the point of view of the original legislative intention and the trial practice.
【學(xué)位授予單位】：華東政法大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：D922.5

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本文編號(hào)：2032126