【摘要】：勞動關(guān)系是以勞動力的使用和再生產(chǎn)為核心的經(jīng)濟(jì)關(guān)系,勞動法通過對勞動關(guān)系及相關(guān)社會關(guān)系的調(diào)整,為勞動者的權(quán)益提供法律保障,并為勞動過程的實(shí)現(xiàn)確立組織管理規(guī)范,從而促進(jìn)生產(chǎn)力的發(fā)展、財(cái)富的創(chuàng)造和社會的穩(wěn)定。所以,勞動法是憲法統(tǒng)帥下的獨(dú)立的法律部門之一。我國正處于工業(yè)化和市場轉(zhuǎn)型的特殊時期,雖然我們已取得了1994年《勞動法》及2008年《勞動合同法》等重大立法成就,勞動者的法律地位已經(jīng)大大改善,但仍有許多問題亟待完善。勞動關(guān)系的認(rèn)定是司法實(shí)踐中一個亟待解決的問題,在司法實(shí)踐中,勞動關(guān)系的認(rèn)定也會玉帶各種不同的問題。如何準(zhǔn)確的確定勞動關(guān)系,有助于經(jīng)濟(jì)和社會的發(fā)展。在司法實(shí)踐中,勞動關(guān)系的糾紛發(fā)生在不同的勞動主體之間。同時勞動關(guān)系的糾紛也涉及到不同的勞動者之間的利益沖突。反思我國勞動關(guān)系認(rèn)定標(biāo)準(zhǔn),基本概念的缺失,勞動關(guān)系主體界定模糊,現(xiàn)有的勞動關(guān)系認(rèn)定的方法不適應(yīng)社會的要求。另外在我國的不同地方,對于勞動關(guān)系的自由裁量也是存在差異,導(dǎo)致在司法實(shí)踐中沒有辦法達(dá)到統(tǒng)一的地步。我國屬于大陸法系國家,勞動關(guān)系認(rèn)定采用的是“從屬性”標(biāo)準(zhǔn),相較于歐美法系國家的“控制性”標(biāo)準(zhǔn),“從屬性”標(biāo)準(zhǔn)具有一定的優(yōu)越性,同時也有自身的弊端。比較研究“從屬性”和“控制性”的利弊以及完善,有助于借鑒各國的經(jīng)驗(yàn),制定出適合我國國情的勞動關(guān)系認(rèn)定標(biāo)準(zhǔn)。勞動關(guān)系認(rèn)定標(biāo)準(zhǔn)的重構(gòu)主要從宏觀和微觀兩個方面出發(fā),在宏觀方面,勞動關(guān)系的認(rèn)定受到立法宗旨,勞動基準(zhǔn)強(qiáng)度的影響,轉(zhuǎn)變立法思路,借鑒國外關(guān)于非標(biāo)準(zhǔn)勞動關(guān)系的立法模式有助于制定出明確的勞動關(guān)系認(rèn)定標(biāo)準(zhǔn)。在微觀方面,勞動關(guān)系的認(rèn)定受到社會分工發(fā)展和其他法律保護(hù)的周延性和互補(bǔ)性的影響,確立組織從屬性為勞動關(guān)系認(rèn)定標(biāo)準(zhǔn)的主導(dǎo)標(biāo)準(zhǔn),在此基礎(chǔ)上設(shè)立其他的輔助性標(biāo)準(zhǔn)。
[Abstract]:Labor relations are economic relations with the use and reproduction of labor force as the core. Labor law provides legal protection for workers' rights and interests through the adjustment of labor relations and related social relations. It also establishes the standard of organization management for the realization of labor process, thus promoting the development of productive forces, the creation of wealth and the stability of society. Thus, labor law is one of the independent legal departments under the constitutional commander-in-chief. China is in a special period of industrialization and market transformation. Although we have already made great achievements in legislation such as the Labor Law of 1994 and the Labor contract Law of 2008, the legal status of workers has been greatly improved. However, there are still many problems to be improved. The identification of labor relations is an urgent problem in judicial practice. In judicial practice, the identification of labor relations will bring various problems. How to determine the labor relationship accurately, is helpful to the economic and social development. In judicial practice, the disputes of labor relations occur between different labor subjects. At the same time, labor relationship disputes also involve the conflict of interests between different workers. Reflecting on the standards of labor relations in China, the absence of basic concepts, the vague definition of the main body of labor relations, the existing methods of identifying labor relations do not meet the requirements of the society. In addition, there are differences in the discretion of labor relations in different parts of our country, which leads to the lack of uniformity in judicial practice. Our country belongs to the civil law system country, the labor relation is determined to adopt the "subordinate attribute" standard, compared with the "control" standard of the European and American law system countries, the "subordinate attribute" standard has certain superiority, but also has its own malpractice. The comparative study of the advantages and disadvantages of "subordinate attribute" and "controlling nature" and its perfection will be helpful to draw lessons from the experience of other countries and to formulate the standard of identifying labor relations suitable for the national conditions of our country. The reconstruction of the standard of labor relations identification mainly starts from the macro and micro aspects. In the macro aspect, the determination of labor relations is influenced by the legislative purpose, the intensity of labor benchmark, and the change of legislative thinking. Drawing lessons from the foreign legislative model on non-standard labor relations is helpful to establish a clear standard of labor relations. In the micro aspect, the determination of labor relations is influenced by the development of social division of labor and other legal protection, and the establishment of organizational subordination is the leading standard of the standard of labor relations. Other complementary criteria are established on this basis.
【學(xué)位授予單位】：華中科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D922.52

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