摘要
德国学界和司法届的主流观点认为,劳动合同作为特殊的雇佣合同,不同于承揽合同、委托等其他含有劳务给付因素的法律关系,区分一般的雇佣合同和劳动合同的关键则在于劳务提供方是否对劳务受领者有"人格从属性"。为了填充人格从属性这一标准,司法界和学术界总结了一系列的具体特征,其中最为核心的两大特征是雇员融入了雇主的组织、在雇主的指挥下工作。德国劳动法采取雇员、类雇员和自雇者的三分法,人格独立但经济上有从属性的"类雇员"能够享受部分劳动法律规范的保护。相比之下,我国在劳动关系的认定上对双方主体资质要求过高,而且存在着重形式、轻实质等问题,又由于缺乏缓冲地带,不能认定劳动关系就不在劳动法,甚至社会保险法的适用范围之内,所以劳动关系认定引起的矛盾纠纷尤为尖锐。
In the principle of the German Law,the labor contract as a special employment contract is different from other legal relationships such as work contracts and commission contracts,which entail the elements of labor payments.The key to distinguish the labor contact and the general employment contract lies in if the labor providers are personality-dependent to the labor receivers.However,the judiciary and academic scholars have attempted to characterize the qualities of personality dependency,in which two central characteristics are sorted out.One is that employees are integrated into organizations of employers and the other is the employees work under the supervision of the employers.In addition,the German Law adopts trio-division of employee,which are employees,quasi-employees and self-employed.The quasiemployees,featured as those who are personalityindependent but economically dependent,can partly enjoy the protection of labor laws.In contrast,the problems with the identification of labor relationships in context of Chinese laws are the over-demanded qualifications of two parties within the relationship and the overemphasized the formalities over the essentials.With these problems,the conflicts resulting from the labor relationships will arise accordingly.
出处
《暨南学报（哲学社会科学版）》
CSSCI
北大核心
2017年第6期39-48,共10页
Jinan Journal(Philosophy and Social Sciences)
基金
国家社会科学基金青年项目<经济性裁员法律制度的适用与完善研究>(编号:13CFX104)
关键词
劳动关系
人格从属性
雇员
类雇员
labor relationships
personality dependency
employee
quasi-employee
