本文選題：非全日制用工 + 勞動合同��； 參考：《沈陽師范大學》2012年碩士論文

【摘要】：近十年來，非全日制用工這種新型的用工方式在全球范圍內飛速發(fā)展，已經漸漸成為靈活就業(yè)方式的主導，同時在我國也有不錯的發(fā)展。非全日制用工不僅降低用人單位的成本，而且針對我國下崗職工和失業(yè)人員嚴重積壓問題，提供了解決途徑，從而緩和勞動力市場過剩問題，也緩解了就業(yè)的壓力。然而，隨著非全日制用工的應用的范圍的擴大，一些問題也隨之浮現(xiàn)。如何建立完善的非全日制用工制度，規(guī)范這種靈活的用工方式，給予非全日制用工更多的關注，這就要求我國的相關部門通力合作，為其提供良好的發(fā)展環(huán)境。 本文共分四個部分，由淺入深地對非全日制用工制度進行研究，提出了完善非全日制用工制度的一點不成熟的建議。 第一部分，非全日制用工的案例，A公司與老李之間的糾紛，可以看出人們對非全日制用工的誤解，通過對非全日制用工的勞動關系性質的分析，，以及簡明扼要地闡述了非全日制用工和全日制用工在勞動合同、工資標準、社會保險、試用期等方面區(qū)別。非全日制用工與用人單位建立的是勞動關系，而且《勞動合同法》對非全日制用工的多重勞動關系的性質的予以肯定，此舉具有重大意義。 第二部分，非全日用工的國外立法評析，首先，介紹了國際勞工組織對非全日制用工制度的規(guī)定是根據不同的就業(yè)群體，以及各自的職業(yè)特點作出分類，這種做法值得借鑒，其次，歐盟、英德等國家關于非全日用工制度的規(guī)定雖然立法方式不同，但對非全日制用工制度的鼓勵態(tài)度是相同的。 第三部分，我國非全日用工的現(xiàn)狀分析，我國現(xiàn)存法律對非全日制用工的重視程度不夠，進而導致了立法方面的缺陷。主要體現(xiàn)在勞動合同的形式任意性過強，普遍存在超工時現(xiàn)象，社會保險體系不完善的問題。 第四部分，完善我國非全日制用工制度的構想，借鑒國外關于非全日制用工的規(guī)定，并結合我國國情提出幾點建議。為維護非全日制用工合法權益，勞動合同應采用書面形式，限制非全日制勞動者最高工作時間，以及在立法和政策方面采取措施健全社會保障機制。
[Abstract]:In the past ten years, part-time employment, a new type of employment method, has developed rapidly in the world, and has gradually become the dominant mode of flexible employment, and has also developed well in our country. Part-time employment not only reduces the cost of employers, but also provides a solution to the serious backlog of laid-off and unemployed workers in China, thus easing the problem of surplus labor market and easing the pressure of employment. However, with the expansion of the application of part-time employment, some problems have emerged. How to establish a perfect part-time employment system, standardize this flexible mode of employment, give more attention to part-time employment, which requires the relevant departments of our country to cooperate to provide a good environment for its development. This paper is divided into four parts, from the shallow to the depth of the study of part-time employment system, put forward some immature suggestions to improve the part-time employment system. The first part, the case of part-time labor disputes between A company and Lao Li, can be seen that people misunderstand part-time employment, through the analysis of the nature of part-time labor relations. The difference between part-time employment and full-time employment in labor contract, wage standard, social insurance, probation period and so on is expounded. Part-time employment and employing units establish a labor relationship, and the "Labor contract Law" affirms the nature of the multi-labor relationship of part-time employment, which is of great significance. The second part is the analysis of the foreign legislation of part-time employment. Firstly, it introduces that the regulations of the International Labour Organization (ILO) on part-time employment system are classified according to different employment groups, as well as their occupational characteristics, which is worthy of reference. Secondly, the European Union, England and Germany and other countries on the part-time employment system, although the legislation is different, but the encouragement of part-time employment system is the same. In the third part, the present situation of part-time employment in China is analyzed. The existing law of our country does not pay enough attention to part-time employment, which leads to the defects in legislation. It is mainly reflected in the excessive arbitrariness of the form of labor contract, the phenomenon of overworking hours and the imperfect social insurance system. The fourth part is to perfect the concept of part-time employment system in China, draw lessons from foreign regulations on part-time employment, and put forward some suggestions combined with the situation of our country. In order to protect the legal rights and interests of part-time workers, the labor contract should be written to limit the maximum working hours of part-time workers, and take measures to perfect the social security mechanism in legislation and policy.
【學位授予單位】：沈陽師范大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：D922.5

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本文編號：1950672