论非全日制用工法律制度之完善

发布时间：2018-04-05 18:01

本文选题：非全日制用工　切入点：构成要件　出处：《中南大学》2013年硕士论文

【摘要】：通过对典型案例的分析可以发现,非全日制用工作为一种新的、非正规的就业形式,在法律制度乃至在实施的过程中都存在着一些不成熟或具有分歧性的方面,主要表现为：非全日制用工构成要件的不清晰,备案制是否应该成为非全日制用的构成因素之一,非全日制用工劳动者得不到平等保护,非全日制用工超时用工定性缺乏统一标准,口头形式下非全日制劳动争议举证责任分配法律规定不明等。为克服上述弊端,消除相关分歧,使非全日制用工法律制度更具有实效,必须采取有效措施：第一,明确以《劳动合同法》第68条作为非全日制用工构成要件的唯一法律根据；第二,禁止非全日制用工中存在的不平等待遇和超时用工等现象；第三,由用人单位承担对工作时间的举证责任。
[Abstract]:Through the analysis of typical cases, it can be found that part-time employment as a new, informal form of employment, in the legal system and even in the process of implementation, there are some immature or divisive aspects.The main manifestations are as follows: the elements of part-time employment are not clear, whether the filing system should become one of the constituent factors of part-time employment, and whether part-time workers can not get equal protection.There is a lack of unified standard in the nature of part-time overtime labor, and the legal provisions on the distribution of burden of proof in part-time labor disputes are unclear.In order to overcome the above disadvantages, eliminate the related differences and make the legal system of part-time employment more effective, we must take effective measures: first, make clear that Article 68 of the Labor contract Law is the only legal basis for the constituent elements of part-time employment;Second, prohibit the unequal treatment and overtime in the part-time employment; third, the employer should bear the burden of proof on the working hours.
【学位授予单位】：中南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：D922.5

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