本文選題：雇主責(zé)任　切入點(diǎn)：外部責(zé)任　出處：《四川省社會(huì)科學(xué)院》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著現(xiàn)代社會(huì)市場經(jīng)濟(jì)的不斷發(fā)展，個(gè)人有限的行動(dòng)能力和不斷擴(kuò)大的活動(dòng)范圍對(duì)比日益鮮明，事必躬親已經(jīng)不可能，為了滿足生活、工作、事業(yè)的需要，購買他人勞務(wù)從事一定工作，完成一定事務(wù)已經(jīng)成為增加個(gè)人行為限度的直接解決方案。對(duì)個(gè)人而言，購買他人勞動(dòng)使自身的行為能力取得擴(kuò)展，是勞動(dòng)力商品化條件下的自然選擇，個(gè)人行為能力擴(kuò)展帶來的糾紛范圍擴(kuò)大也產(chǎn)生一些新的問題，其中之一就是提供勞務(wù)一方于從事職務(wù)行為之際造成了他人的損害由誰承擔(dān)責(zé)任的問題。從傳統(tǒng)民法自己責(zé)任的角度，侵權(quán)行為人當(dāng)為自己行為之后果承擔(dān)責(zé)任，但常會(huì)出現(xiàn)提供勞務(wù)方因經(jīng)濟(jì)實(shí)力較弱往往擔(dān)責(zé)不能，導(dǎo)致被侵權(quán)人權(quán)利無法主張。為解決這一問題，立法者基于侵權(quán)行為的發(fā)生是為了接受勞務(wù)一方的利益，確立了由接受勞務(wù)一方承擔(dān)提供勞務(wù)一方因提供勞務(wù)行為侵權(quán)而產(chǎn)生的賠償責(zé)任，稱其為用人者責(zé)任，也就是通說的雇主責(zé)任。提供勞務(wù)一方通稱為雇員，接受勞務(wù)一方稱為雇主。各國對(duì)雇主就其雇員因職務(wù)行為造成的損害應(yīng)承擔(dān)責(zé)任均作出了相應(yīng)的規(guī)定。我國《人身損害賠償司法解釋》1以及《侵權(quán)責(zé)任法》也做了相關(guān)的規(guī)定。但是基于法律規(guī)定的滯后性、原則性，關(guān)于雇主責(zé)任的規(guī)定在實(shí)踐適用中存在一定的問題，筆者基于現(xiàn)有的法律規(guī)定結(jié)合相關(guān)理論，對(duì)存在的問題作出梳理、探討。文章具體結(jié)構(gòu)及主要觀點(diǎn)如下： 第一章對(duì)不同法律文件中關(guān)于雇主關(guān)系相關(guān)概念的表述進(jìn)行梳理，并對(duì)雇主責(zé)任理論基礎(chǔ)進(jìn)行評(píng)析。盡管不同的法規(guī)采用了雇主、雇員、用人單位、提供勞務(wù)一方、接受勞務(wù)一方的稱謂，且不同稱謂的外延也有所不同，基于雇主、雇員和雇主責(zé)任的稱謂已經(jīng)成為各個(gè)國家立法的趨勢(shì)，筆者認(rèn)為雇主不僅指接受他人勞務(wù)的自然人還應(yīng)包括非法人、法人，雇員指為他們提供勞動(dòng)的人，并以雇主、雇員的概念為本文的論述基礎(chǔ)。在對(duì)雇主責(zé)任的理論基礎(chǔ)進(jìn)行評(píng)析時(shí)，傾向于雇主責(zé)任制度的設(shè)計(jì)應(yīng)考慮以下因素：雇主能夠充分轉(zhuǎn)移和分散風(fēng)險(xiǎn)；通過制度的設(shè)計(jì)督促雇主加強(qiáng)對(duì)雇員的監(jiān)督和管理；讓被侵權(quán)人能夠得到及時(shí)有效的賠償。 第二章介紹了雇主責(zé)任的三種歸責(zé)原則以及無過錯(cuò)責(zé)任原則的立法趨勢(shì)和我國的立法選擇。通過對(duì)三種歸責(zé)原則的比較分析，認(rèn)為雇主責(zé)任適用無過錯(cuò)責(zé)任歸責(zé)原則更具合理性，主要體現(xiàn)在：有利益社會(huì)安定；有利于保護(hù)被侵權(quán)人的利益；符合報(bào)償論以及風(fēng)險(xiǎn)、收益相一致的原則；有利于社會(huì)的管理和進(jìn)步。 第三章對(duì)雇主責(zé)任的外部關(guān)系進(jìn)行了分析。在無過錯(cuò)責(zé)任原則已被廣泛建立前提下，盡管雇主承擔(dān)責(zé)任的前提和承擔(dān)責(zé)任的方式有所不同，并不影響雇主責(zé)任性質(zhì)屬于替代責(zé)任觀點(diǎn)的普遍建立。對(duì)雇主對(duì)外承擔(dān)責(zé)任的立法方式，傾向于選擇我國《人身損害賠償司法解釋》第九條的規(guī)定，采取雇主單獨(dú)責(zé)任與雇主雇員連帶責(zé)任相結(jié)合的立法模式。雇主承擔(dān)雇主責(zé)任的被侵權(quán)主體不僅包括第三人同時(shí)還應(yīng)包括其他雇員和雇主在內(nèi)。 第四章討論了雇主責(zé)任的內(nèi)部求償關(guān)系。盡管我國《侵權(quán)責(zé)任法》沒有規(guī)定雇主的追償權(quán)，但是雇主追償權(quán)仍然有其存在的事實(shí)依據(jù)和理論基礎(chǔ)，《人身損害賠償司法解釋》中關(guān)于雇主追償權(quán)的規(guī)定應(yīng)繼續(xù)適用，并在司法實(shí)踐中根據(jù)具體情況確認(rèn)個(gè)人用人者、單位人員者的追償權(quán)。同時(shí)雇主追償權(quán)的行使應(yīng)受到限制，雇員一般過失的侵權(quán)責(zé)任由雇主承擔(dān)，，雇主僅在雇員存在故意和重大過失的情形，并對(duì)第三人承擔(dān)了賠償責(zé)任后才享有追償權(quán)，雇員過失判斷標(biāo)準(zhǔn)應(yīng)采用“客觀說”并結(jié)合具體情況和其他因素。 第五章提出了明確雇主、雇員相關(guān)概念及外延，明確其他雇員、雇主為雇傭關(guān)系中雇主承擔(dān)責(zé)任被侵權(quán)主體的地位，以及完善雇主追償權(quán)的立法建議。 需要說明的是，因我國《侵權(quán)責(zé)任法》第三十四、三十五條分別規(guī)定了用人單位責(zé)任、勞務(wù)派遣責(zé)任、個(gè)人勞務(wù)責(zé)任，從廣義上講該三種責(zé)任類型都屬于用人者責(zé)任，因單位責(zé)任、勞務(wù)派遣責(zé)任同時(shí)屬于我國《勞動(dòng)法》的范疇，本文僅從個(gè)人勞務(wù)責(zé)任的角度，討論以上問題。
[Abstract]:With the continuous development of market economy in the modern society, individual limited action capacity and expanding the scope of activities of increasingly distinct, hands-on has not, in order to meet the needs of life, work, career, buy others engaged in labor work, has become more direct solution of individual behavior limits the completion of certain affairs. For individuals, buy the labor of others so that their behavior is the ability to achieve expansion, natural selection, commercialization of labor conditions, personal capacity expansion to expand the scope of the dispute also produced some new problems, one of which is to provide services to a job behavior on the occasion caused damage by others who bear the responsibility from the traditional problems. Our civil law responsibility angle, the infringement when the fruit for their own behavior responsibility, but is often a labor party due to the economy The weaker often cannot bear responsibility, caused by the infringer can not claim rights. In order to solve this problem, based on the occurrence of violations of the legislation is to accept the services of the interests of the party, established by the labor party liable for providing services to produce a party for infringement and the provision of services, which is called by the people who is that responsibility, the liability of employer. Providing labor party known as employees, accept the Labor Party called the employer. Employer because of his behavior caused by its employees to be liable for the damages to the corresponding provisions. "China's judicial interpretation of personal injury compensation and tort liability law" >1 > also made the relevant provisions. But the laws lag, based on the principles and provisions on the employer's liability in practice there are some problems in the application, the existing laws and regulations based on the related theories, the deposit The problems are combed and discussed. The concrete structure and main points of the article are as follows:
The first chapter describes various legal documents about the relationship between employer related concepts were reviewed, and the theoretical basis of employer liability. Although different regulations by the employer, employee, employer, labor party, labor party name, and extension of different titles are different, based on the employer. Employee and employer liability in the title has become all countries the trend of legislation, the author thinks that the employer not only refers to the natural person to accept others services should also include non legal person, legal person, employee to provide labor for their employees, and the employer, based on the concept of this paper. On the basis of employer liability in theory when the design to the employer liability system should consider the following factors: the employer can fully transfer and disperse the risk through the design of the system; supervise the employer to strengthen supervision and management of employees Let the infringed be able to get timely and effective compensation.
The second chapter introduces three kinds of principle of imputation of liability and legislation trend of the principle of no fault liability and the choice of China. Through the comparative analysis of three kinds of imputation principle, that the employer liability is no fault liability principle is more reasonable, mainly reflected in: it is conducive to the protection of interests of social stability; infringement of the interests of the people; with reward theory and risk, consistent with the principle of benefit; conducive to social management and progress.
The third chapter external relationship of employer liability are analyzed. The principle of no fault liability has been established under the premise, although the premise the Employer undertakes the responsibility and accountability in different ways, does not affect the nature of liability of employer vicarious liability belongs to established a general view. Legislation of external responsibility of employers, I tend to choose in the "judicial interpretation of personal injury compensation provisions of article ninth, take the legislative mode of employer employee individual responsibility and joint liability combination of employers. Employers bear the responsibility of employers is the subject of infringement includes not only the third people at the same time should also include other employees and employers.
The fourth chapter discusses the internal relationship of employer liability. Although China's "tort liability law > does not require the employer's right of recourse, but employers still have facts and theoretical basis of its existence," judicial interpretation of personal injury compensation provisions on the employer's right of recourse "should continue to apply, and in judicial practice according to the recognition of the individual employer specific circumstances, the right to recover the unit personnel. At the same time the exercise of employers'recovery right should be restricted, employee negligence tort liability shall be borne by the employer, the employer has the intent and gross negligence only in the case of third employees, and bear the liability after the employees have the right to recover. The fault criterion should adopt the" objective "and combining the specific situation and other factors.
The fifth chapter puts forward the concept and denotation of employers, employees, clarify the status of other employees, employers' responsibilities for employers in employment relations, and improve the employer's right to recourse.
It is because of China's "tort liability law > thirty-fourth, thirty-fifth respectively specified the employer responsibility, the responsibility of labor dispatch, individual labor responsibility, the three types of responsibility broadly belong to the employer's liability, because the labor dispatch unit responsibility, responsibility category also belong to our country labor law > > this paper, from the angle of individual labor responsibility, to discuss the above problems.

【學(xué)位授予單位】：四川省社會(huì)科學(xué)院
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：D923;D922.5

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本文編號(hào)：1587516