發(fā)布時(shí)間：2018-05-19 00:21

  本文選題：勞務(wù)派遣 + 一重勞動(dòng)關(guān)系��； 參考：《華東政法大學(xué)》2011年碩士論文

【摘要】：與傳統(tǒng)勞動(dòng)用工形式相比,勞務(wù)派遣的特殊性在于雇傭與使用分離。勞務(wù)派遣單位負(fù)責(zé)雇傭,包括被派遣勞動(dòng)者的錄用、派遣、檔案管理、社會(huì)保險(xiǎn)登記和繳費(fèi)等非生產(chǎn)性事務(wù);用工單位則負(fù)責(zé)使用,僅承擔(dān)安全衛(wèi)生管理、勞動(dòng)紀(jì)律等生產(chǎn)性事務(wù)方面的責(zé)任。因此,勞務(wù)派遣單位和用工單位究竟誰來承擔(dān)雇主責(zé)任,成為爭議的焦點(diǎn)。 從雇主責(zé)任承擔(dān)的角度出發(fā),學(xué)術(shù)界就勞務(wù)派遣法律關(guān)系產(chǎn)生兩種對(duì)立的學(xué)說,一重勞動(dòng)關(guān)系學(xué)說和雙重勞動(dòng)關(guān)系學(xué)說。一重勞動(dòng)關(guān)系學(xué)說又分為兩種觀點(diǎn),一是由勞務(wù)派遣單位承擔(dān)雇主責(zé)任的一重勞動(dòng)關(guān)系學(xué)說,另一種是由用工單位承擔(dān)雇主責(zé)任的一重勞動(dòng)關(guān)系學(xué)說,又稱一重勞動(dòng)關(guān)系雙層運(yùn)行學(xué)說。而雙重勞動(dòng)關(guān)系學(xué)說,即由勞務(wù)派遣單位和用工單位共同承擔(dān)雇主責(zé)任。 我國正在大力發(fā)展勞務(wù)派遣行業(yè),鼓勵(lì)勞務(wù)派遣單位和用工單位實(shí)現(xiàn)雙贏的同時(shí),也要兼顧被派遣勞動(dòng)者權(quán)益的保障問題,這是規(guī)范勞務(wù)派遣市場(chǎng)的核心問題,并成為影響勞務(wù)派遣行業(yè)健康有序發(fā)展的瓶頸。在政府適度管制的全球大趨勢(shì)背景下,我國學(xué)術(shù)界基本達(dá)成共識(shí),強(qiáng)調(diào)法律規(guī)范是根本途徑。因此,在立法實(shí)踐中,《中華人民共和國勞動(dòng)合同法》及其《實(shí)施條例》在確立勞動(dòng)關(guān)系方面,采用的是一重勞動(dòng)關(guān)系學(xué)說,但是在雇主責(zé)任承擔(dān)方面則采用了雙重勞動(dòng)關(guān)系學(xué)說。兩種標(biāo)準(zhǔn)的同時(shí)運(yùn)用不可避免地導(dǎo)致立法中的自相矛盾。 本文從勞務(wù)派遣法律關(guān)系架構(gòu)分析出發(fā),尋找《中華人民共和國勞動(dòng)合同法》及其《實(shí)施條例》中存在的自相矛盾之處,例如在工資支付時(shí)發(fā)生責(zé)任義務(wù)重疊、同工同酬的規(guī)定得不到保障、“三性”要求被架空以及退回機(jī)制的濫用和撤回機(jī)制的缺位等問題,繼而分析了產(chǎn)生這種立法模式的原因,包括我國勞務(wù)派遣市場(chǎng)的自身發(fā)展、各國立法以及我國各地的法律規(guī)范對(duì)《中華人民共和國勞動(dòng)合同法》中勞務(wù)派遣章節(jié)的立法影響等。筆者從支持雙重勞動(dòng)關(guān)系學(xué)說的立場(chǎng)上,根據(jù)現(xiàn)有法律規(guī)定和保障被派遣勞動(dòng)者利益最大化的角度,著重對(duì)共同雇主的責(zé)任和義務(wù)進(jìn)行了重新分配。同時(shí),通過剖析肯德基案和家樂福案,進(jìn)一步支持雙重勞動(dòng)關(guān)系學(xué)說。 然而,在目前法律規(guī)范尚未調(diào)整的狀態(tài)下,筆者建議對(duì)現(xiàn)行勞動(dòng)關(guān)系框架下的雇主責(zé)任承擔(dān)進(jìn)行明確,并從加強(qiáng)勞務(wù)派遣單位的責(zé)任承擔(dān)能力、完善用工單位的內(nèi)部管理和加強(qiáng)行政監(jiān)管三個(gè)方面對(duì)現(xiàn)行法律在勞務(wù)派遣規(guī)范方面存在的問題提出相應(yīng)對(duì)策和建議。
[Abstract]:Compared with the traditional labor employment form, the particularity of labor dispatch lies in the separation of employment and use. The labor dispatch unit is responsible for the employment, including the employment, dispatch, file management, social insurance registration and payment of non-productive affairs of the dispatched laborer, while the employment unit is responsible for the use and only undertakes the safety and health management, Responsibility for productive matters such as labour discipline. Therefore, who should bear the employer's responsibility in the labor dispatch unit and the employment unit has become the focus of the dispute. From the angle of employer's responsibility, there are two opposite theories on the legal relation of labor dispatch in academic circles, one is labor relation and the other is double labor relation. The theory of primary labor relations is divided into two kinds of viewpoints, one is the theory of labor relations that the labor dispatch unit bears the employer's responsibility, the other is the theory of the labor relation which is the employer's responsibility by the employing unit. Also known as the double-tier operation of labor relations theory. The theory of dual labor relations is that the labor dispatch unit and the employment unit jointly bear the employer's responsibility. China is vigorously developing the labor dispatch industry, encouraging labor dispatch units and employing units to achieve win-win results, and at the same time taking into account the protection of the rights and interests of dispatched workers, which is the core issue in standardizing the labor dispatch market. And become the bottleneck of the healthy and orderly development of labor dispatch industry. Under the background of the global trend of moderate government regulation, the academic circles of our country have basically reached a consensus that legal norms are the fundamental way. Therefore, in the legislative practice, the "Labor contract Law of the people's Republic of China" and its "implementing regulations", in the establishment of labor relations, adopt the theory of labor relations. However, the dual labor relationship theory is adopted in the responsibility of employers. The simultaneous application of the two standards inevitably leads to contradictions in legislation. Based on the analysis of the legal relationship of labor dispatch, this paper tries to find out the contradictions existing in the Labor contract Law of the people's Republic of China and its implementing regulations, such as the overlapping of responsibilities and obligations in the payment of wages. The provisions of equal pay for equal work are not guaranteed, the "three sex" requirements are set up, the abuse of the return mechanism and the absence of the withdrawal mechanism are discussed, and then the reasons for this legislative model are analyzed, including the development of the labor dispatch market in our country. The legislation of various countries and the legal norms in various parts of China have a legislative influence on the labor dispatch chapter in the Labor contract Law of the people's Republic of China. From the standpoint of supporting the theory of dual labor relations, the author redistributes the responsibilities and obligations of common employers according to the existing laws and regulations and the view of maximizing the interests of dispatched workers. At the same time, through the analysis of the KFC case and Carrefour case, further support the theory of dual labor relations. However, under the condition that the current legal norms have not been adjusted, the author suggests that the employer's liability should be clearly defined in the framework of the current labor relations, and that the capacity of the labor dispatch units should be strengthened. To improve the internal management of employment units and strengthen the administrative supervision of the three aspects of the current law in the issue of labor dispatch standards put forward the corresponding countermeasures and suggestions.
【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】：2011
【分類號(hào)】：D922.5

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