本文選題：勞務(wù)派遣 + 雇主責(zé)任��； 參考：《復(fù)旦大學(xué)》2011年碩士論文

【摘要】：勞務(wù)派遣與直接雇傭不同,勞動者是通過勞務(wù)派遣單位的雇傭,被派往用工單位提供勞務(wù)。實踐中,相當(dāng)多的企業(yè)將勞務(wù)派遣當(dāng)作主要的甚至是唯一的用工形式,因為企業(yè)認(rèn)為勞務(wù)派遣可以幫助他們規(guī)避雇主責(zé)任,包括簽訂無固定期限勞動合同、合同解除補償金等。在這樣的背景下,2008年正式施行的《勞動合同法》,立足于保護(hù)勞動者合法權(quán)益,對勞務(wù)派遣進(jìn)行了嚴(yán)格的規(guī)定,限制適用勞務(wù)派遣的用工崗位應(yīng)為“臨時性、輔助性或替代性”崗位。然而由于法律對“臨時性、輔助性或替代性”并沒有作出明確的界定和解釋,缺乏可操作性,就如沒有規(guī)定一般。勞務(wù)派遣業(yè)不但沒有因此萎縮,反而呈現(xiàn)出一種“非正常的繁榮”,與《勞動合同法》的立法目的背道而馳。近年來,勞動法學(xué)家就勞務(wù)派遣的“繁榮”現(xiàn)象進(jìn)行了越來越多的關(guān)注與研究,成果相當(dāng)多,并在一定程度上影響了《勞動合同法》的立法。但是,《勞動合同法》及其實施條例對勞務(wù)派遣的規(guī)制,在現(xiàn)實中顯得如此疲弱,難于操作,針對勞務(wù)派遣單獨立法規(guī)制的呼聲也越來越高。 在已有成果的基礎(chǔ)上,筆者希望能通過對外國“勞務(wù)派遣”相關(guān)法律的研究與評論,探討勞務(wù)派遣的法律性質(zhì)與法律制度,推動我國勞務(wù)派遣理論和立法的發(fā)展,促進(jìn)勞務(wù)派遣走上規(guī)范化、制度化的良性發(fā)展軌道。 本文分三部分共五章,對勞務(wù)派遣的發(fā)展和相關(guān)法律制度進(jìn)行了研究。 第一部分：第一章勞務(wù)派遣的概念與理論。簡述了勞務(wù)派遣的運行特征,概念及發(fā)展過程,分析了勞務(wù)派遣業(yè)出現(xiàn)的原因,和幾種主要的理論。 第二部分：第二章～第四章。這部分主要是評論比較勞務(wù)派遣的外國法律制度,大陸法系國家選擇了歐盟的德、法兩國和東亞的日本,英美法系國家選擇了美國,來研究勞務(wù)派遣在不同法律傳統(tǒng)的國家,是如何在既有的勞動法律體系中形成了各自的勞務(wù)派遣法律規(guī)范,以及各國是怎樣通過規(guī)范勞務(wù)派遣實現(xiàn)“促進(jìn)就業(yè)”和“穩(wěn)定就業(yè)”之間的平衡。 第三部分：第五章我國勞務(wù)派遣規(guī)定存在的缺陷及完善的建議。分析我國《勞動合同法》及實施條例中勞務(wù)派遣規(guī)定的缺陷,結(jié)合我國的勞務(wù)派遣實踐及有關(guān)調(diào)研等,提出幾點建議：(1)明確界定勞務(wù)派遣的涵義,以分配派遣單位和用工單位間的責(zé)任；(2)實現(xiàn)被派遣勞動者的“同工同酬”；(3)幫助勞動者行使集體權(quán)利,參與企業(yè)管理和決策。
[Abstract]:The labor dispatch is different from the direct employment. The laborer is sent to the employment unit through the employment of the labor dispatch unit. In practice, quite a lot of enterprises regard labor dispatch as the main or even the only form of employment, because enterprises think that labor dispatch can help them to avoid the employer's responsibility, including signing labor contract with no fixed term, termination of contract compensation and so on. Against this background, the Labor contract Law, which came into force in 2008, is based on the protection of the legitimate rights and interests of workers, and makes strict provisions on the dispatch of labor services. The restrictions on the employment posts applicable to the dispatch of labor services should be "temporary," Auxiliary or alternative "position". However, because the law does not clearly define and interpret "temporary, auxiliary or alternative", it lacks maneuverability, just as there is no stipulation. Instead of shrinking, the labor dispatch industry presents an "abnormal prosperity", which runs counter to the legislative purpose of the Labor contract Law. In recent years, labor jurists have paid more and more attention to the phenomenon of "prosperity" of labor dispatch, with considerable achievements, and to a certain extent have influenced the legislation of "Labor contract Law". However, the regulation of labor dispatch in the Labor contract Law and its implementing regulations is so weak in reality that it is difficult to operate. On the basis of the existing achievements, the author hopes to discuss the legal nature and legal system of labor dispatch through the research and comment on the relevant laws of foreign "labor dispatch", so as to promote the development of labor dispatch theory and legislation in our country. To promote labor dispatch on a standardized and institutionalized track of benign development. This article is divided into three parts and five chapters, the development of labor dispatch and related legal system are studied. The first part: the concept and theory of labor dispatch. This paper briefly describes the operating characteristics, concept and development process of labor dispatch, analyzes the reasons for the emergence of labor dispatch industry, and several main theories. The second part: chapter 2 ~ 4. This part mainly reviews the foreign legal systems of comparative labor dispatch. The countries in the civil law system choose Germany of the European Union, the two countries in France and Japan in East Asia, and the countries in the common law system choose the United States to study labor dispatch in countries with different legal traditions. It is how to form their own legal norms of labor dispatch in the existing labor legal system, and how to achieve the balance between "promoting employment" and "stabilizing employment" by standardizing labor dispatch. The third part: the fifth chapter of our country labor dispatch stipulation existence flaw and the consummation proposal. This paper analyzes the defects of the labor dispatch regulation in the Labor contract Law and the implementing regulations of our country, and puts forward several suggestions to define the meaning of the labor dispatch in combination with the practice of labor dispatch in our country and the relevant investigation, etc. (2) to realize the "equal pay for equal work" of dispatched workers (3) to help workers exercise their collective rights and participate in the management and decision making of enterprises.
【學(xué)位授予單位】：復(fù)旦大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2011
【分類號】：D922.52

【引證文獻(xiàn)】

相關(guān)期刊論文 前1條

1 沈曉娟;;論勞務(wù)派遣單位的設(shè)立規(guī)范——以勞動者權(quán)益保護(hù)為視角的分析[J];經(jīng)濟(jì)研究導(dǎo)刊;2013年04期

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