本文選題：雇傭合同 + 勞動合同　； 參考：《西南政法大學》2013年碩士論文

【摘要】：本文結合比較法和實例分析法對我國雇傭合同的法律調整模式展開探討。 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，認為雇傭合同的主要內(nèi)涵是勞務與報酬的交換，，我國勞動法方面的立法通過界定勞動合同的用工主體范圍間接對我國雇傭合同的范圍作出界定。在分析了有關雇傭合同和勞動合同的關系的三種學說后，認為三種學說之爭論源于對雇傭關系和勞動關系的社會關系上的聯(lián)系和法律關系上的聯(lián)系這兩種分析角度的不同，從社會關系的角度看，兩者均有勞務與報酬交換的內(nèi)涵，勞動合同因勞動法的調整而有了社會法的性質，是法律的調整使得勞動合同與雇傭合同有了不同的品性。勞動合同因勞動法的調整而有了社會法的性質，勞動合同作為特殊形態(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合同法律特征的比較，證明兩者雖經(jīng)法律調整有不同品性，但兩者一致的勞務與報酬交換的內(nèi)涵使得兩者之法律特征有相同點，又因法律調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整模式。該部分通過對關于我國雇傭合同法律調整模式的學說的分析，認為民法對勞動合同和雇傭合同統(tǒng)一調整使得民法陷于不知以尊重當事人意思自治的私法性為重，還是以保護弱勢群體的社會法性質為重的尷尬境地；勞動法統(tǒng)一調整則使得雇用人承擔過重的責任而有失雇傭合同雙方利益之平衡，且勞動法調整雇用人是家庭或者個人的雇傭合同存在監(jiān)管上的缺陷；分別調整模式有利于避免對傳統(tǒng)雇傭關系中的受雇人利益的過度偏袒，防止雇用人對雇傭合同避而遠之，最終受雇人利益受損，同時可以使得勞動關系中的勞動者權益受到合理的法律保護；但值得思考的是，法律調整模式模式并非一成不變，而是會根據(jù)社會需要而有所改變。最高院公報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整模式，通過對勞動法最新立法的分析，認為我國有由民法和勞動法對雇傭合同綜合調整的趨勢，但目前司法實踐中主要還是以民法為雇傭合同的調整依據(jù)。因為民法中缺乏對雇傭合同的系統(tǒng)規(guī)定，致使我國法院對雇傭糾紛的審理和現(xiàn)實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。 第三部分，部分大陸法系國家雇傭合同調整模式的比較法考察。該部分通過我國雇傭合同的法律調整模式與法德模式的比較，認為我國對雇傭合同的調整模式與德國調整模式相似，都是以民法調整為主，另外德國在勞動法體系中有對雇傭合同的規(guī)定，最新的《工傷保險條例》看，我國有逐步擴大勞動法適用之范圍，對部分雇傭合同加以調整的趨勢。鑒于我國與德國模式的相似度，德國的法律規(guī)范對我國有一定的借鑒意義；法國的雇傭合同由勞動法典進行調整，勞動法典雖對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。但是雇傭關系具有分散性的特征，勞動部門亦難以對其進行監(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整模式的完善。該部分對完善我國雇傭合同的民法調整模式提出的建議中，認為應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規(guī)范的調整范圍，顧全受雇人的基本權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部門進行登記或備案的，所以只有在雇傭糾紛訴至法院民法方能實現(xiàn)調整功能，為減少雇傭糾紛和維護弱勢的受雇人之權利，并充分發(fā)揮民法對雇傭合同的調整功能，可以建立雇傭合同的備案制度，該制度的建立應注意備案主體，異議程序及有關部門的在備案制度中的協(xié)調這幾個問題。
[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.
【學位授予單位】：西南政法大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：D923.6

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本文編號：1955019