本文選題：雇傭合同 + 勞動(dòng)合同��； 參考：《西南政法大學(xué)》2013年碩士論文

【摘要】：本文結(jié)合比較法和實(shí)例分析法對(duì)我國雇傭合同的法律調(diào)整模式展開探討。 第一部分,雇傭合同的概念。該部分通過分析雇傭合同的定義，認(rèn)為雇傭合同的主要內(nèi)涵是勞務(wù)與報(bào)酬的交換，，我國勞動(dòng)法方面的立法通過界定勞動(dòng)合同的用工主體范圍間接對(duì)我國雇傭合同的范圍作出界定。在分析了有關(guān)雇傭合同和勞動(dòng)合同的關(guān)系的三種學(xué)說后，認(rèn)為三種學(xué)說之爭論源于對(duì)雇傭關(guān)系和勞動(dòng)關(guān)系的社會(huì)關(guān)系上的聯(lián)系和法律關(guān)系上的聯(lián)系這兩種分析角度的不同，從社會(huì)關(guān)系的角度看，兩者均有勞務(wù)與報(bào)酬交換的內(nèi)涵，勞動(dòng)合同因勞動(dòng)法的調(diào)整而有了社會(huì)法的性質(zhì)，是法律的調(diào)整使得勞動(dòng)合同與雇傭合同有了不同的品性。勞動(dòng)合同因勞動(dòng)法的調(diào)整而有了社會(huì)法的性質(zhì)，勞動(dòng)合同作為特殊形態(tài)的雇傭合同，為廣義的雇傭合同所包容。然后通過雇傭合同與勞動(dòng)合同法律特征的比較，證明兩者雖經(jīng)法律調(diào)整有不同品性，但兩者一致的勞務(wù)與報(bào)酬交換的內(nèi)涵使得兩者之法律特征有相同點(diǎn)，又因法律調(diào)整力度的不同而在法律特征上存在差異。 第二部分，我國雇傭合同的法律調(diào)整模式。該部分通過對(duì)關(guān)于我國雇傭合同法律調(diào)整模式的學(xué)說的分析，認(rèn)為民法對(duì)勞動(dòng)合同和雇傭合同統(tǒng)一調(diào)整使得民法陷于不知以尊重當(dāng)事人意思自治的私法性為重，還是以保護(hù)弱勢群體的社會(huì)法性質(zhì)為重的尷尬境地；勞動(dòng)法統(tǒng)一調(diào)整則使得雇用人承擔(dān)過重的責(zé)任而有失雇傭合同雙方利益之平衡，且勞動(dòng)法調(diào)整雇用人是家庭或者個(gè)人的雇傭合同存在監(jiān)管上的缺陷；分別調(diào)整模式有利于避免對(duì)傳統(tǒng)雇傭關(guān)系中的受雇人利益的過度偏袒，防止雇用人對(duì)雇傭合同避而遠(yuǎn)之，最終受雇人利益受損，同時(shí)可以使得勞動(dòng)關(guān)系中的勞動(dòng)者權(quán)益受到合理的法律保護(hù)；但值得思考的是，法律調(diào)整模式模式并非一成不變，而是會(huì)根據(jù)社會(huì)需要而有所改變。最高院公報(bào)案例陳維禮訴賴國發(fā)雇傭合同糾紛案揭示了我國采用分別調(diào)整模式，通過對(duì)勞動(dòng)法最新立法的分析，認(rèn)為我國有由民法和勞動(dòng)法對(duì)雇傭合同綜合調(diào)整的趨勢，但目前司法實(shí)踐中主要還是以民法為雇傭合同的調(diào)整依據(jù)。因?yàn)槊穹ㄖ腥狈?duì)雇傭合同的系統(tǒng)規(guī)定，致使我國法院對(duì)雇傭糾紛的審理和現(xiàn)實(shí)生活雇傭合同的使用均面臨困境，受雇人之利益亦缺乏法律的保護(hù)。 第三部分，部分大陸法系國家雇傭合同調(diào)整模式的比較法考察。該部分通過我國雇傭合同的法律調(diào)整模式與法德模式的比較，認(rèn)為我國對(duì)雇傭合同的調(diào)整模式與德國調(diào)整模式相似，都是以民法調(diào)整為主，另外德國在勞動(dòng)法體系中有對(duì)雇傭合同的規(guī)定，最新的《工傷保險(xiǎn)條例》看，我國有逐步擴(kuò)大勞動(dòng)法適用之范圍，對(duì)部分雇傭合同加以調(diào)整的趨勢。鑒于我國與德國模式的相似度，德國的法律規(guī)范對(duì)我國有一定的借鑒意義；法國的雇傭合同由勞動(dòng)法典進(jìn)行調(diào)整，勞動(dòng)法典雖對(duì)部分雇傭合同有特別規(guī)定，但總體上說，都是注重于受雇人的利益保護(hù)。但是雇傭關(guān)系具有分散性的特征，勞動(dòng)部門亦難以對(duì)其進(jìn)行監(jiān)管，根據(jù)我國的國情，尚未適宜效仿法國模式。 第四部分，我國雇傭合同的法律調(diào)整模式的完善。該部分對(duì)完善我國雇傭合同的民法調(diào)整模式提出的建議中，認(rèn)為應(yīng)該在民法體系中加入雇傭合同專章，但雇傭合同的立法要注意雇傭合同相關(guān)規(guī)范的調(diào)整范圍，顧全受雇人的基本權(quán)利及維持雇傭合同雙方的利益平衡這些問題。另外，雇傭合同中雇用人往往是沒有在國家有關(guān)部門進(jìn)行登記或備案的，所以只有在雇傭糾紛訴至法院民法方能實(shí)現(xiàn)調(diào)整功能，為減少雇傭糾紛和維護(hù)弱勢的受雇人之權(quán)利，并充分發(fā)揮民法對(duì)雇傭合同的調(diào)整功能，可以建立雇傭合同的備案制度，該制度的建立應(yīng)注意備案主體，異議程序及有關(guān)部門的在備案制度中的協(xié)調(diào)這幾個(gè)問題。
[Abstract]:This paper discusses the legal adjustment mode of employment contract in China through comparison and case analysis.
The first part is the concept of employment contract. Through the analysis of the definition of the employment contract, the main connotation of the employment contract is the exchange of labor and remuneration. The legislation of labor law in our country defines the scope of the contract of employment indirectly by defining the scope of the main body of labor contract, and analyzes the employment contract and labor. After the three doctrines of the relationship of dynamic contracts, the argument that the three doctrines originate from the differences between the two angles of analysis of the relationship between the employment relations and the social relations of labor relations and the relationship between the legal relations, and from the perspective of social relations, both have the connotation of the exchange of labor and remuneration, and the labor contract has been adjusted by the labor law. The nature of the social law is that the adjustment of the law makes the labor contract different from the employment contract. The labor contract has the nature of the social law because of the adjustment of the labor law. The labor contract is a special form of employment contract, which is inclusive of the employment contract in a broad sense. Then, it compares the legal characteristics of the employment contract with the labor contract, and proves that the labor contract is compared with the legal characteristics of the labor contract. Although the two are adjusted by law, there are different qualities, but the connotations of the labor and remuneration exchange between the two are the same, and there are differences in the legal characteristics because of the difference in the intensity of the legal adjustment.
The second part is the legal adjustment model of the employment contract in China. Through the analysis of the theory of the legal adjustment mode of the employment contract in China, this part thinks that the civil law has made the civil law to the labor contract and the employment contract to adjust the civil law to the private law of the Party's autonomy, or to protect the disadvantaged group. It is an awkward situation with heavy nature; the unified adjustment of labor law makes the employer bear excessive responsibility and lose the balance of the interests of both parties in the employment contract, and the labor law adjusts the employer to be a regulatory defect in the employment contract of the family or individual; the adjustment model is beneficial to avoid the benefit of the employees in the traditional employment relationship. Excessive favoritism prevents the Employer from being far away from the employment contract, and is ultimately damaged by the interests of the employees. At the same time, it can make the workers' rights and interests in the labor relations reasonably protected by the law. However, it is worth thinking that the mode of the legal adjustment model is not the same, but it will change according to the social needs. The case of employment contract dispute between Chen Weili and Lai state reveals that our country adopts the mode of separate adjustment. Through the analysis of the latest legislation of labor law, it is believed that there is a trend of the comprehensive adjustment of employment contract by civil law and labor law in our country, but at present, civil law is mainly the basis for adjustment of employment contract in judicial practice. Because there is lack of employment in civil law. The system of domestic contract stipulates that the courts of our country face difficulties in the trial of employment disputes and the use of real life employment contracts, and the interests of the hired people are also lacking in the protection of the law.
The third part, a comparative study of the mode of employment contract adjustment in some continental legal system countries. Through the comparison of the legal adjustment mode of the employment contract in China and the French German model, this part thinks that the adjustment mode of the employment contract is similar to the German adjustment model, which is mainly in civil law adjustment, and the German is employed in the labor law system. According to the provisions of the domestic contract and the latest regulations on industrial injury insurance, China has gradually expanded the scope of the application of labor law and the tendency to adjust some of the employment contracts. In view of the similarity between our country and the German model, the German legal norms have a certain reference to our country; the employment contract in France is adjusted by the labor code and the labor code. Although there are special provisions on some of the employment contracts, in general, they all pay attention to the protection of the interests of the employees. However, the employment relationship has the characteristics of decentralization, and it is difficult for the labor department to supervise it. According to the national conditions of our country, it is not suitable to imitate the French model.
The fourth part is the perfection of the legal adjustment model of the employment contract in China. In this part, it is considered that the employment contract special chapter should be added to the civil law system, but the legislation of the employment contract should pay attention to the adjustment range of the relevant regulations of the employment contract and take into account the basic rights of the hired people. To maintain the balance of interests between the two parties in the employment contract. In addition, the employer in the employment contract is often not registered or recorded in the relevant state departments, so it is only in the employment dispute that the civil law of the court can realize the adjustment function, to reduce the employment disputes and to maintain the rights of the weak potential, and to give full play to the civil law to the employment. The filing system of the employment contract can be established by the adjustment function of the domestic contract. The establishment of the system should pay attention to the subject of the record, the dissenting procedure and the coordination of the relevant departments in the record system.
【學(xué)位授予單位】：西南政法大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：D923.6

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 王全興,吳文芳;《最高人民法院關(guān)于審理勞動(dòng)爭議案件適用法律若干問題的解釋》的不足及其完善建議[J];法學(xué);2002年10期

2 劉晨;;論勞動(dòng)關(guān)系和雇傭關(guān)系[J];法制與社會(huì);2007年01期

3 范姣艷;;國際法視角上的勞動(dòng)關(guān)系與雇傭關(guān)系[J];工會(huì)論壇(山東省工會(huì)管理干部學(xué)院學(xué)報(bào));2009年02期

4 尹海文;;論雇傭合同的勞動(dòng)合同法調(diào)整[J];淮北煤炭師范學(xué)院學(xué)報(bào)(哲學(xué)社會(huì)科學(xué)版);2006年02期

5 鐘廣池;勞動(dòng)關(guān)系與雇傭關(guān)系聯(lián)系之探討——兼論勞動(dòng)法統(tǒng)一調(diào)整模式[J];河北建筑科技學(xué)院學(xué)報(bào)(社科版);2003年03期

6 漆婷;;雇傭關(guān)系是特定的勞動(dòng)關(guān)系[J];江西社會(huì)科學(xué);2006年01期

7 楊曉蓉;勞動(dòng)關(guān)系與雇用關(guān)系的界定及實(shí)務(wù)問題探討[J];中國勞動(dòng);2005年08期

8 薛少峰;程序規(guī)定的實(shí)體法思考:試論雇傭關(guān)系的界定和雇主替代責(zé)任[J];前沿;2004年07期

9 胡仕浩;;勞動(dòng)爭議案件審判的現(xiàn)狀、問題與思考[J];人民司法;2005年07期

10 燕紅 ,宋福剛;試析雇傭關(guān)系問題及其立法與司法實(shí)踐的沖突[J];山東勞動(dòng)保障;2004年01期

本文編號(hào)：1955019