摘要
互联网的发展催生了新型就业形态的用工模式,为求职者提供了数量庞大的就业机会,但也对传统劳动关系理论及现行劳动关系认定规则提出了新的挑战。分析研究司法实践中新业态劳动关系认定情况,可以发现当前我国存在新业态劳动关系认定率低,劳动法规供给不足、适用僵化等问题,现行以人格从属性为内涵、以经济从属性为外延的劳动关系理论仍有改进和解释的空间,对此予以扩张解释可以将新业态的用工形式纳入其体系之中。应当在改造我国现有劳动关系理论的基础上,构建以弱势群体保护为原则、四阶层、二要件、多要素的认定规则,并制定倾斜性的举证规则,强化用工单位的举证责任,以维护新业态劳动者的合法权益。
The development of the Internet has given rise to the employment models under the new forms of employment,providing job seekers with a large number of employment opportunities.However,it has also put forward new requirements for the traditional theory of labor relations and the current identification rules of labor relations.Through analysis and research on the identification of labor relations under the new forms of employment in judicial practice,there are problems such as low identification rate of labor relations under the new forms of employment,insufficient supply of labor regulations and rigid application in China currently.There is still room for improvement and explanation in the current theory of labor relations based on personality subordination internally and economic subordination externally,so an expanded explanation can incorporate the employment models under the new forms of employment into its system.On the basis of reforming China’s existing theory of labor relations,we should construct identification rules based on the principle of protecting vulnerable groups with four strata,two elements and multiple elements,and establish oblique evidence rules to strengthen the employer’s burden of proof to safeguard the legal rights and interests of employees under the new forms of employment.
作者
张悦
李晓君
Zhang Yue;Li Xiaojun(Liaoning University,Shenyang Liaoning 110036,China)
出处
《辽宁公安司法管理干部学院学报》
2023年第5期86-95,共10页
Journal of Liaoning Administrators College of Police and Justice
基金
2020年度辽宁省社会科学规划基金项目“民事执行抗诉监督程序的体系构建”(项目编号:L20BFX007)的阶段性研究成果。
关键词
劳动关系认定
新型就业形态
劳动者权益
实证研究
identification of labor relations
new forms of employment
employees’rights and interests
empirical research
