本文選題：雇員受害 + 賠償責(zé)任　； 參考：《湖南大學(xué)》2008年碩士論文

【摘要】： 雇員受害賠償責(zé)任是指雇員在從事雇傭活動中遭受人身損害,雇主所應(yīng)承擔(dān)的賠償責(zé)任。雇員受害賠償責(zé)任是雇傭法律關(guān)系制度的一項重要內(nèi)容。雇員受害賠償,涉及侵權(quán)法、保險法、勞動法以及社會保障法等各方面的法律,我國法律對雇傭關(guān)系沒有明文規(guī)定,而最高人民法院司法解釋對雇員受害賠償責(zé)任規(guī)定過于簡略,給司法機(jī)關(guān)處理這類案件帶來諸多困難。雇傭關(guān)系的界定,是確定雇主對雇員受害賠償責(zé)任的前提。隨著我國社會主義市場經(jīng)濟(jì)的完善和發(fā)展,雇傭關(guān)系以不同形式大量出現(xiàn),其它法律關(guān)系如勞動關(guān)系、承攬關(guān)系等與之又有很多相似之處,在實務(wù)中對雇傭關(guān)系進(jìn)行界定,存在諸多難點,確立一個可操作性強(qiáng)的界定標(biāo)準(zhǔn),緊迫而必要。雇主對雇員受害賠償責(zé)任的歸責(zé)原則是確立雇主責(zé)任和免責(zé)事由的基礎(chǔ),在司法實踐中,應(yīng)適用無過錯責(zé)任歸責(zé)原則,雇主免責(zé)事由應(yīng)僅限于不可抗力和受害人故意,同時要嚴(yán)格限制事先免責(zé)條款的效力,但是在雇雇員對自身的損害有重大過失時應(yīng)適用過失相抵原則,以減輕雇主的賠償責(zé)任。 在第三人致雇員受害時,雇主賠償責(zé)任性質(zhì)是一種不真正連帶責(zé)任,但有其內(nèi)在的法律特征。雇主追償權(quán)確立的基礎(chǔ)是雇主的不真正連帶責(zé)任,這種追償權(quán)的取得是基于代位清償,雇主取得的該追償權(quán)的范圍,應(yīng)在認(rèn)定侵權(quán)人和雇員的過錯程度的基礎(chǔ)上而進(jìn)行確定,在法院判決雇主對雇員的賠償責(zé)任后,只有在雇主完全履行了賠付義務(wù)后,才能行使代位追償權(quán)。實踐中,雇主在承擔(dān)賠償責(zé)任后由于種種原因而追償不能,嚴(yán)重?fù)p害雇主的利益,為此,應(yīng)對雇主責(zé)任進(jìn)行合理定位,并通過雇主責(zé)任險的完善,使雇主的合法利益不受損害。
[Abstract]:The liability for compensation for injury of employees refers to the liability of the employer for personal injury suffered by the employee in the course of his employment activities. Employee's liability for injury is an important part of the system of employment legal relationship. The compensation for employees' victimization is related to the tort law, insurance law, labor law, social security law and so on. There is no explicit regulation on employment relations in our country's laws. However, the judicial interpretation of the Supreme people's Court is too brief, which brings many difficulties to the judicial organs in dealing with such cases. The definition of employment relationship is the premise of determining the employer's liability for employee's victimization. With the improvement and development of socialist market economy in China, employment relations appear in a large number of different forms, and other legal relations, such as labor relations, contract relations and so on, have many similarities with them, so the employment relationship is defined in practice. There are many difficulties. It is urgent and necessary to establish an operational definition standard. The principle of employer's imputation to employee's injured liability is the basis of establishing employer's liability and exemption. In judicial practice, the principle of no fault liability should be applied, and the employer's exemption should be limited to force majeure and victim's intention. At the same time, the validity of the prior exemption clause should be strictly restricted, but the principle of fault offset should be applied in the case of gross negligence of the employed employee to reduce the employer's liability. When the third party victimizes the employee, the nature of the employer's liability is not true joint and several liability, but has its inherent legal characteristics. The establishment of employer's right of recourse is based on the employer's untrue joint and several liability, and the acquisition of this right of recourse is based on subrogation. The scope of the right of recovery obtained by the employer should be determined on the basis of the degree of fault of the infringer and the employee. The right of subrogation can only be exercised when the employer has fully fulfilled his obligation to pay compensation after the court has decided the employer's liability to the employee. In practice, the employer is unable to recover compensation for various reasons, which seriously damages the interests of the employer. Therefore, the employer's liability should be reasonably positioned, and the employer's legal interests will not be damaged through the perfection of the employer's liability insurance.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2008
【分類號】：D923

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前2條

1 孫媛媛;農(nóng)村房屋建設(shè)人身損害案件研究[D];山東大學(xué);2010年

2 唐建華;雇員損害問題研究[D];湖南師范大學(xué);2011年

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本文編號：1907261