本文關(guān)鍵詞： 勞務(wù)派遣 雇傭關(guān)系 雇主責(zé)任　出處：《四川大學(xué)》2004年碩士論文　論文類型：學(xué)位論文

【摘要】：勞務(wù)派遣在世界范圍已經(jīng)普遍存在，我國自20世紀(jì)90年代興起，已遍及全國。國外許多國家專門制訂法律加以規(guī)范，而我國尚無統(tǒng)一法律、法規(guī)。雖有少數(shù)省、市、區(qū)頒布實(shí)施相關(guān)地方法規(guī)和規(guī)章，但其存在諸多缺陷，無助于解決勞務(wù)派遣在現(xiàn)有法律制度下面臨的問題。因此，著力研究勞務(wù)派遣法律問題，可以充實(shí)人們對勞務(wù)派遣的認(rèn)識，同時(shí)，為建立規(guī)范勞務(wù)派遣的法律制度提供參考。 本文共分為五章。 第一章從研究背景和動(dòng)機(jī)中，歸納出研究目的。 第二章對勞務(wù)派遣的概念、涵義和特征；勞務(wù)派遣法律關(guān)系結(jié)構(gòu)；勞務(wù)派遣和承攬的區(qū)別以及勞務(wù)派遣型態(tài)及其特征四個(gè)基本問題進(jìn)行了研究。歸納出，勞務(wù)派遣是與傳統(tǒng)勞動(dòng)雇傭關(guān)系不同的一種復(fù)雜的“三角”雇傭關(guān)系。勞務(wù)派遣由派遣機(jī)構(gòu)、派遣勞工和要派機(jī)構(gòu)三方當(dāng)事人協(xié)力完成。派遣機(jī)構(gòu)與派遣勞工簽訂勞動(dòng)契約，約定派遣勞工為勞動(dòng)契約外第三方當(dāng)事人——要派機(jī)構(gòu)提供勞務(wù)，并接受其指示和監(jiān)督；派遣機(jī)構(gòu)與要派機(jī)構(gòu)簽訂勞務(wù)派遣契約，約定由派遣勞工向要派機(jī)構(gòu)提供勞務(wù)，要派機(jī)構(gòu)向派遣機(jī)構(gòu)支付勞務(wù)費(fèi)(包括派遣勞工的工資、社會(huì)保險(xiǎn)和派遣機(jī)構(gòu)服務(wù)費(fèi)等)作為使用派遣勞工的對價(jià)。這種雇傭型態(tài)已不同于傳統(tǒng)民法和勞動(dòng)法界定的雇員在雇主的直接指示命令和監(jiān)督下向雇主提供勞務(wù)的雇傭型態(tài)。并且，勞務(wù)派遣與承攬截然不同。勞務(wù)派遣機(jī)構(gòu)雇傭勞工是供他人——要派機(jī)構(gòu)使用，勞工接受要派機(jī)構(gòu)的指示和監(jiān)督，承攬人雇傭勞工是為自己使用并接受自己的指示和監(jiān)督。換言之，派遣勞工提供勞務(wù)的對象不是與其有法律上雇傭關(guān)系的雇主，而承攬中勞工提供勞務(wù)的對象是 與其存在法律上雇傭關(guān)系的雇主。勞務(wù)派遣的復(fù)雜性還表現(xiàn)在勞務(wù)派遣存在兩 種型態(tài)，既“常雇型”和“登錄型”。前者是指派遣機(jī)構(gòu)將其長期雇傭的勞工派 至要派機(jī)構(gòu)提供勞務(wù)。派遣勞工與派遣機(jī)構(gòu)之間的雇傭關(guān)系不受勞工是否被派 遣影響，即使沒有派遣任務(wù)，其雇傭關(guān)系仍然可以續(xù)存;后者是指在勞工接受 派遣前，派遣機(jī)構(gòu)與派遣勞工之間并未簽訂勞動(dòng)契約，派遣勞工僅是在派遣機(jī) 構(gòu)進(jìn)行求職登記，直到要派機(jī)構(gòu)向派遣機(jī)構(gòu)提出人力需求時(shí)，派遣機(jī)構(gòu)方與派 遣勞工簽訂勞動(dòng)契約，派遣工作結(jié)束，雇傭關(guān)系也隨之終止。因此“登錄型” 派遣就業(yè)較之“常雇型”派遣就業(yè)更加不安定。 第三章結(jié)合我國《勞動(dòng)法》、《刑法》、《工會(huì)法》、《工傷保險(xiǎn)條例》等相關(guān) 法律法規(guī)的規(guī)定，著重分析了我國勞務(wù)派遣中應(yīng)當(dāng)給予重視的主要法律問題， 并提出了解決問題的建議。 1，誰是派遣勞工的雇主。僅僅從簽訂勞動(dòng)契約來看，自然會(huì)認(rèn)為派遣機(jī)構(gòu) 就是派遣勞工的雇主。但從勞務(wù)派遣實(shí)際運(yùn)作來看，要派機(jī)構(gòu)不僅享有“勞務(wù) 請求權(quán)”和“指示命令權(quán)”，而且，大部分傳統(tǒng)意義上屬于雇主的職能都由其行 使，很難辨別誰是雇主。確定誰是雇主與劃分雇主責(zé)任密切相關(guān)，如果簡單地 認(rèn)為某一方是派遣勞工的雇主，都可能導(dǎo)致義務(wù)和責(zé)任承擔(dān)上的不公平。所以，， 筆者建議，借鑒美國關(guān)于“共同雇主”(joint emPloyers)的概念，根據(jù)權(quán)利義務(wù) 對等原則，將要派機(jī)構(gòu)與派遣機(jī)構(gòu)視為共同雇主，以適應(yīng)有效規(guī)范勞務(wù)派遣之 需。 2，誰來承擔(dān)雇主義務(wù)和責(zé)任。首先，雖然派遣機(jī)構(gòu)與要派機(jī)構(gòu)可以在勞務(wù) 派遣契約中約定涉及派遣勞工的權(quán)益的義務(wù)和責(zé)任。但約定不明或沒有約定時(shí)， 責(zé)任由誰承擔(dān)?其次，由于我國《刑法》規(guī)定的“強(qiáng)迫職工勞動(dòng)罪”的主體是 與職工存在法律上勞動(dòng)關(guān)系的用人單位，這就使得在勞務(wù)派遣中的實(shí)際用人單 位—要派機(jī)構(gòu)由于不是《刑法》規(guī)定的主體，即使存在強(qiáng)迫派遣勞工勞動(dòng)的 現(xiàn)象，也可能逍遙法外。因此，如果借鑒“共同雇主”概念，就可以通過立法， 為要派機(jī)構(gòu)分派勞工現(xiàn)場作業(yè)之必要義務(wù)和責(zé)任，勞務(wù)派遣中雇主責(zé)任問題也 就迎刃而解。 3，派遣勞工在要派機(jī)構(gòu)之現(xiàn)場工作，自然應(yīng)當(dāng)遵守要派機(jī)構(gòu)的勞動(dòng)規(guī)則， 但按照《勞動(dòng)法》及相關(guān)規(guī)范性文件的規(guī)定，對職工違反用人單位規(guī)章制度時(shí) 享有懲戒權(quán)的主體是與職工建立合法勞動(dòng)關(guān)系的雇主。而要派機(jī)構(gòu)并非派遣勞 工法律之雇主，行使懲戒權(quán)的依據(jù)何在?如果要派機(jī)構(gòu)不能行使懲戒權(quán)，其“指 示命令權(quán)”又由何以得到保障? 4，集體談判權(quán)體現(xiàn)于工會(huì)代表職工與用人單位簽訂的集體合同。在勞務(wù)派 遣中，派遣勞工，特別是“登錄型”派遣勞工與派遣機(jī)構(gòu)自己雇傭的員工幾乎 沒有共同利益，而與要派機(jī)構(gòu)常雇勞工在工資、福利、安全衛(wèi)生等方面存在共 同利益。因此，派遣勞工加入派遣機(jī)構(gòu)工會(huì)，對通過集體協(xié)商改善勞動(dòng)待遇和 條件無實(shí)質(zhì)意義。而只有加入要派機(jī)構(gòu)的工會(huì)，派遣勞工才能有機(jī)會(huì)獲得與其 它要派機(jī)構(gòu)勞工平等的工作待遇和條件。 第四章通過對日本、美國、臺灣地區(qū)有關(guān)勞務(wù)派遣法律制度以及國際勞工 組織公約的探討，鑒于目前我國一些地方有關(guān)勞務(wù)派遣法律制度存在的對當(dāng)事 人權(quán)利義務(wù)和責(zé)任規(guī)定不明、規(guī)定不全或規(guī)定不和理、缺乏操作性、適用性以 及立法層級太低、不利于我國法制統(tǒng)一的問題，提出了建立勞務(wù)派遣法律制度， 應(yīng)當(dāng)樹立市場經(jīng)濟(jì)與經(jīng)濟(jì)全球化、法制統(tǒng)一與社會(huì)公平、意思自治與國家強(qiáng)制 的觀念;應(yīng)當(dāng)采用單獨(dú)立法模式，以利于節(jié)約
[Abstract]:Labor dispatch has been widespread in the world, China's rise since 1990s, has been all over the country. Many foreign countries devoted to the development of legal norms, and our country has no unified laws and regulations. Although some province, city, District, the promulgation and implementation of relevant local laws and regulations, but there are many defects, helpless to solve the labor dispatch in the face of the existing legal system problems. Therefore, to study the labor dispatch legal problems, can enrich the understanding of people on the labor dispatch at the same time, to provide the reference for the establishment of a legal system to regulate labor dispatch.
This article is divided into five chapters.
In the first chapter, the purpose of the study is summed up from the background and motivation of the study.
The second chapter is the concept of labor dispatch, connotation and characteristics of labor dispatch structure; legal relation; labor dispatch and contract and the difference of labor dispatch patterns and characteristics of four basic problems are studied. Summed up, the labor dispatch is a complex "triangle" is different from the traditional labor relations of the labor dispatch by the employment relationship. The dispatch organization, the dispatched workers and to send three party collaborative. The dispatch organization signed a labor contract with the dispatched workers, dispatched workers labor contract agreed to third parties to send agencies to provide services, and receive their instructions and supervision; the dispatch organization and the dispatching agencies signing labor contract, agreed to by the dispatched workers to send the agencies to provide services, to pay the service fee to the agency sent dispatch agencies (including the dispatch of labor wages, social insurance and service fees as the dispatch organization) The use of dispatched workers on price. This pattern has different types of employment employment direct instructions in the traditional civil law and labor law defines the employer and employees in order to provide services under the supervision of employers. In addition, the labor dispatch and dispatch mechanism. Different contract labour is for others to send instructions to accept labor mechanism to use. School and supervision institutions, the contractor hired labor is for personal use and accept the instruction and supervision of their own. In other words, dispatched workers service object is not legal and employment relationship between the employer and the contractor, in the labor service object is
The complexity of labor dispatch is also shown in labor dispatch two.
Type, both "regular employment" and "logon type". The former refers to the labor faction that the dispatched institutions employ for a long time.
The employment relationship between dispatched workers and dispatched institutions is not subject to labor dispatch.
The employment relationship can still be continued even if the task is not sent; the latter refers to the labor acceptance.
Before the dispatch, there is no labor contract between the dispatched organization and the dispatched workers, and the dispatched labor is only the dispatch machine.
A job registration is carried out until the organization is required to send human needs to the dispatch agency.
The labor contract is signed by the labourers, the termination of the dispatch work and the termination of the employment relationship.
The dispatch of employment is more unstable than the "regular employment".
The third chapter is related to China's labor law, the criminal law, the trade union law, the industrial injury insurance regulations and so on
The provisions of laws and regulations, focusing on the analysis of the main legal issues that should be paid attention to in our labor dispatch.
And put forward some suggestions to solve the problem.
1, who is the employer who dispatched labor. Only from the sign of the labor contract, it will naturally consider the dispatch agency
It is the employer who dispatches labor. But from the actual operation of labor dispatch, the organization should not only enjoy the "labor service".
The right of request and the "command of instructions", and most of the functions of the employer in the traditional sense
It makes it difficult to identify who is the employer. It is closely related to determining who is the employer and the division of the employer's responsibility, if it is simple.
The employer who thinks that one party is a laborer may lead to the unfairness of the obligations and responsibilities.
The author suggests that the concept of "joint emPloyers" in the United States should be used for reference, according to the rights and obligations
The principle of reciprocity is to send organizations and agencies as common employers to adapt to the effective regulation of labor dispatch.
Required.
2, who will undertake the employer's obligations and responsibilities. First, although the dispatch agency and the organization can work in the labor service
The obligations and responsibilities concerning the rights and interests of the dispatched workers are agreed in the dispatch contract.
Who is responsible for the responsibility? Secondly, the subject of "the crime of forcing workers to work" is the subject of the criminal law of China.
The employer has legal labor relations with the staff and workers, which makes the actual use of people in the labor dispatch.
Even if there is a forced labor force to send labour, it is not the subject of the penal code.
The phenomenon may also be at large. Therefore, if the concept of "common employer" is used for reference, it can be passed through legislation.
In order to assign the necessary duties and responsibilities of the organization to assign the labor field work, the problem of the employer's responsibility in the labor dispatch
It is easy to solve it.
3, to send workers to work on the site of an institution, they should naturally abide by the rules of labor to be sent to institutions.
However, in accordance with the provisions of the labor law and the relevant normative documents, the workers' violation of the rules and regulations of the employer's unit
The subject of the right to punish is the employer who establishes legal labor relations with the staff and workers.
What is the basis for the employer to exercise the right of punishment? If the organization is not allowed to exercise the right of punishment, it "means"
What is the guarantee of the right to show the order?
4, the collective bargaining power is embodied in the collective contract signed by the trade union representatives and the employers.
To send workers, especially the "logon type" dispatched workers and employees to hire almost all of their own employees.
There is no common interest, and there is a common employment of workers in the areas of wages, welfare, safety and health.
As a result, dispatched labour to join the trade unions of the dispatched institutions to improve the treatment of labor through collective bargaining and
Conditions are not substantial, but only by joining a trade union that is to be sent to the organization, it will be possible for the workers to have the opportunity to obtain it.
It has to send the equal treatment and conditions of the organization's labor.
The fourth chapter through the legal system of labor dispatch in Japan, the United States, Taiwan and the international labor
The discussion of the Organization Convention, in view of the present situation of some local labor dispatch legal systems in our country
The provisions of the rights and duties and responsibilities of the person are unknown, and the provisions are not complete or prescribed, the lack of operability and the applicability of the provisions.
And the legislative level is too low, which is not conducive to the unification of China's legal system, and puts forward the establishment of a labor dispatch legal system.
We should set up market economy and economic globalization, legal unity and social equity, autonomy of the meaning and state coercion
We should adopt a separate legislative model in order to save economy.

【學(xué)位授予單位】：四川大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2004
【分類號】：D920.4

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5 本報(bào)記者　 婁銀生;給勞務(wù)派遣戴上“緊箍咒”[N];人民法院報(bào);2006年

6 高羅勝 繆友清 姜宏強(qiáng);金壇“勞務(wù)派遣制”有效破解民工難題[N];常州日報(bào);2005年

7 記者 藍(lán)云 實(shí)習(xí)生 黃若凌;我省將做大勞務(wù)派遣市場[N];福建日報(bào);2003年

8 藍(lán)云;勞務(wù)派遣，帶活就業(yè)一盤棋[N];福建日報(bào);2003年

9 肖玉保 吳鐸思;福建：工源不足勞務(wù)派遣處境難[N];工人日報(bào);2004年

10 伊虹 記者 劉偉;綏棱勞務(wù)派遣公司顯效[N];黑龍江日報(bào);2005年

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3 靳文靜;性騷擾的侵權(quán)責(zé)任[D];中國政法大學(xué);2006年

4 時(shí)博;派遣用工的戰(zhàn)略選擇、制度構(gòu)型和資源整合研究[D];南開大學(xué);2009年

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6 黃昆;勞動(dòng)法主體體系研究[D];湖南大學(xué);2008年

7 吳曉琪;積極的勞動(dòng)力市場政策在治理失業(yè)中的作用研究[D];廈門大學(xué);2009年

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9 張然;歐盟靈活保障就業(yè)政策研究[D];華東師范大學(xué);2008年

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2 韓兵;我國勞務(wù)派遣法律問題探討[D];四川大學(xué);2004年

3 王碩;勞務(wù)派遣中雇主的責(zé)任及法律風(fēng)險(xiǎn)防范[D];吉林大學(xué);2011年

4 康皓;我國勞務(wù)派遣用工難點(diǎn)問題研究及其政策建議[D];內(nèi)蒙古大學(xué);2011年

5 張亞琦;論勞務(wù)派遣用工中若干實(shí)踐問題及制度完善[D];大連海事大學(xué);2010年

6 朱楠楠;我國勞務(wù)派遣中被派遣勞動(dòng)者權(quán)益保護(hù)問題研究[D];河南大學(xué);2011年

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8 程偉;勞務(wù)派遣中勞動(dòng)者權(quán)益保護(hù)研究[D];內(nèi)蒙古大學(xué);2011年

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