本文選題：雇主責任 + 無過錯責任��； 參考：《山東大學》2007年碩士論文

【摘要】： 本文通過考察中外雇主責任制度,運用對比方法,結合我國當前經(jīng)濟和社會發(fā)展狀況,闡述了雇主責任制度的發(fā)展方向,以期解決當前我國雇主責任制度的缺陷。 在現(xiàn)代社會,雇主責任有兩方面的含義:一是雇主對雇員在從事雇傭活動過程中致他人損害所應承擔的責任,二是雇主對雇員在從事雇傭活動中自身損害所應承擔的責任。第一種含義是侵權行為法研究的范疇,第二種含義往往是在勞動法中加以規(guī)制。本文研究的是第一種含義上的雇主責任。 雇員在從事雇傭活動中侵害他人的權益,雇主作為承擔責任的主體,來代替雇員承擔責任,是特殊侵權行為中典型的替代責任。其歸責原則被確定為無過錯責任原則,是歷史發(fā)展的必然趨勢和要求,體現(xiàn)了時代的進步和人類思想觀念的更新。在確定雇員是否從事雇傭活動時,應當從多角度去考察:只要存在雇傭勞動關系,雇員的行為表現(xiàn)為與執(zhí)行職務活動有關聯(lián),一般均應認定是從事雇傭活動。在責任承擔方面,筆者不贊成雇員與雇主承擔連帶責任,連帶責任制度與替代責任制度是兩種不相同的制度,若雇員與雇主承擔連帶責任,則弱化了替代責任制度的積極意義。當然,雇主在承擔了責任后,可以根據(jù)雇員侵權行為的事實,向雇員進行追償,但該追償權的行使應限定在一個符合社會公平的范圍之內。 我國在制定侵權行為法時,雇主責任制度應該表述為:雇員在雇傭活動中致他人人身或財產(chǎn)損害的,雇主應當承擔賠償責任。損害是由雇員的故意或重大過失引起,雇主承擔賠償責任后,可以在合理范圍向雇員追償;受害人在無法向雇主索賠或索賠困難的情況下,可以在雇主追償范圍內,直接向雇員要求賠償。
[Abstract]:Based on the investigation of the employer liability system at home and abroad and the comparative method and the current economic and social development of our country, this paper expounds the development direction of the employer liability system in order to solve the defects of the present employer liability system in our country. In modern society, the employer's liability has two meanings: the first is the employer's responsibility for the damage caused by the employee in the course of the employment activity, and the second is the employer's responsibility for the employee's own injury in the employment activity. The first kind of meaning is the category of tort law research, the second kind of meaning is often regulated in the labor law. This article studies the first meaning of employer liability. It is a typical substitute liability for employees to infringe on the rights and interests of others in the employment activities and to take the place of employees as the subject of liability. The principle of imputation is defined as the principle of no-fault liability, which is the inevitable trend and requirement of historical development, and embodies the progress of the times and the renewal of human ideology. In determining whether the employee is engaged in employment activities, we should examine from many angles: as long as there is a wage labor relationship, the employee's behavior is related to the performance of the job activities, generally should be recognized as engaged in employment activities. In terms of liability, the author does not agree that employees and employers bear joint and several liability, the joint and several liability system and substitute liability system are two different systems, if employees and employers bear joint and several liability, it weakens the positive significance of substitute liability system. Of course, the employer can claim compensation from the employee on the basis of the fact of the employee's tort, but the exercise of the right of recourse should be limited to a range that conforms to the social justice. When our country formulates the tort law, the employer liability system should be expressed as: if the employee causes personal or property damage to others in the employment activities, the employer shall bear the liability for compensation. The damage is caused by the wilful or gross negligence of the employee. After the employer has assumed the liability for compensation, he may recover compensation from the employee to a reasonable extent. If the victim is unable to claim compensation from the employer or if the claim is difficult, the victim may be within the scope of the employer's recovery. Claim compensation directly from the employee.
【學位授予單位】：山東大學
【學位級別】：碩士
【學位授予年份】：2007
【分類號】：D913

【參考文獻】

相關期刊論文 前2條

1 余慧娟;;雇主責任再思考[J];甘肅農(nóng)業(yè);2006年03期

2 孫少森;尹飛;;雇主責任構成要件之研究[J];中國青年政治學院學報;2006年01期

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本文編號：1900969