我国雇主责任研究

发布时间：2018-03-09 07:18

本文选题：雇主责任　切入点：外部责任　出处：《四川省社会科学院》2013年硕士论文　论文类型：学位论文

【摘要】：随着现代社会市场经济的不断发展，个人有限的行动能力和不断扩大的活动范围对比日益鲜明，事必躬亲已经不可能，为了满足生活、工作、事业的需要，购买他人劳务从事一定工作，完成一定事务已经成为增加个人行为限度的直接解决方案。对个人而言，购买他人劳动使自身的行为能力取得扩展，是劳动力商品化条件下的自然选择，个人行为能力扩展带来的纠纷范围扩大也产生一些新的问题，其中之一就是提供劳务一方于从事职务行为之际造成了他人的损害由谁承担责任的问题。从传统民法自己责任的角度，侵权行为人当为自己行为之后果承担责任，但常会出现提供劳务方因经济实力较弱往往担责不能，导致被侵权人权利无法主张。为解决这一问题，立法者基于侵权行为的发生是为了接受劳务一方的利益，确立了由接受劳务一方承担提供劳务一方因提供劳务行为侵权而产生的赔偿责任，称其为用人者责任，也就是通说的雇主责任。提供劳务一方通称为雇员，接受劳务一方称为雇主。各国对雇主就其雇员因职务行为造成的损害应承担责任均作出了相应的规定。我国《人身损害赔偿司法解释》1以及《侵权责任法》也做了相关的规定。但是基于法律规定的滞后性、原则性，关于雇主责任的规定在实践适用中存在一定的问题，笔者基于现有的法律规定结合相关理论，对存在的问题作出梳理、探讨。文章具体结构及主要观点如下：第一章对不同法律文件中关于雇主关系相关概念的表述进行梳理，并对雇主责任理论基础进行评析。尽管不同的法规采用了雇主、雇员、用人单位、提供劳务一方、接受劳务一方的称谓，且不同称谓的外延也有所不同，基于雇主、雇员和雇主责任的称谓已经成为各个国家立法的趋势，笔者认为雇主不仅指接受他人劳务的自然人还应包括非法人、法人，雇员指为他们提供劳动的人，并以雇主、雇员的概念为本文的论述基础。在对雇主责任的理论基础进行评析时，倾向于雇主责任制度的设计应考虑以下因素：雇主能够充分转移和分散风险；通过制度的设计督促雇主加强对雇员的监督和管理；让被侵权人能够得到及时有效的赔偿。第二章介绍了雇主责任的三种归责原则以及无过错责任原则的立法趋势和我国的立法选择。通过对三种归责原则的比较分析，认为雇主责任适用无过错责任归责原则更具合理性，主要体现在：有利益社会安定；有利于保护被侵权人的利益；符合报偿论以及风险、收益相一致的原则；有利于社会的管理和进步。第三章对雇主责任的外部关系进行了分析。在无过错责任原则已被广泛建立前提下，尽管雇主承担责任的前提和承担责任的方式有所不同，并不影响雇主责任性质属于替代责任观点的普遍建立。对雇主对外承担责任的立法方式，倾向于选择我国《人身损害赔偿司法解释》第九条的规定，采取雇主单独责任与雇主雇员连带责任相结合的立法模式。雇主承担雇主责任的被侵权主体不仅包括第三人同时还应包括其他雇员和雇主在内。第四章讨论了雇主责任的内部求偿关系。尽管我国《侵权责任法》没有规定雇主的追偿权，但是雇主追偿权仍然有其存在的事实依据和理论基础，《人身损害赔偿司法解释》中关于雇主追偿权的规定应继续适用，并在司法实践中根据具体情况确认个人用人者、单位人员者的追偿权。同时雇主追偿权的行使应受到限制，雇员一般过失的侵权责任由雇主承担，，雇主仅在雇员存在故意和重大过失的情形，并对第三人承担了赔偿责任后才享有追偿权，雇员过失判断标准应采用“客观说”并结合具体情况和其他因素。第五章提出了明确雇主、雇员相关概念及外延，明确其他雇员、雇主为雇佣关系中雇主承担责任被侵权主体的地位，以及完善雇主追偿权的立法建议。需要说明的是，因我国《侵权责任法》第三十四、三十五条分别规定了用人单位责任、劳务派遣责任、个人劳务责任，从广义上讲该三种责任类型都属于用人者责任，因单位责任、劳务派遣责任同时属于我国《劳动法》的范畴，本文仅从个人劳务责任的角度，讨论以上问题。
[Abstract]:With the continuous development of market economy in the modern society, individual limited action capacity and expanding the scope of activities of increasingly distinct, hands-on has not, in order to meet the needs of life, work, career, buy others engaged in labor work, has become more direct solution of individual behavior limits the completion of certain affairs. For individuals, buy the labor of others so that their behavior is the ability to achieve expansion, natural selection, commercialization of labor conditions, personal capacity expansion to expand the scope of the dispute also produced some new problems, one of which is to provide services to a job behavior on the occasion caused damage by others who bear the responsibility from the traditional problems. Our civil law responsibility angle, the infringement when the fruit for their own behavior responsibility, but is often a labor party due to the economy The weaker often cannot bear responsibility, caused by the infringer can not claim rights. In order to solve this problem, based on the occurrence of violations of the legislation is to accept the services of the interests of the party, established by the labor party liable for providing services to produce a party for infringement and the provision of services, which is called by the people who is that responsibility, the liability of employer. Providing labor party known as employees, accept the Labor Party called the employer. Employer because of his behavior caused by its employees to be liable for the damages to the corresponding provisions. "China's judicial interpretation of personal injury compensation and tort liability law" >1 > also made the relevant provisions. But the laws lag, based on the principles and provisions on the employer's liability in practice there are some problems in the application, the existing laws and regulations based on the related theories, the deposit The problems are combed and discussed. The concrete structure and main points of the article are as follows:
The first chapter describes various legal documents about the relationship between employer related concepts were reviewed, and the theoretical basis of employer liability. Although different regulations by the employer, employee, employer, labor party, labor party name, and extension of different titles are different, based on the employer. Employee and employer liability in the title has become all countries the trend of legislation, the author thinks that the employer not only refers to the natural person to accept others services should also include non legal person, legal person, employee to provide labor for their employees, and the employer, based on the concept of this paper. On the basis of employer liability in theory when the design to the employer liability system should consider the following factors: the employer can fully transfer and disperse the risk through the design of the system; supervise the employer to strengthen supervision and management of employees Let the infringed be able to get timely and effective compensation.
The second chapter introduces three kinds of principle of imputation of liability and legislation trend of the principle of no fault liability and the choice of China. Through the comparative analysis of three kinds of imputation principle, that the employer liability is no fault liability principle is more reasonable, mainly reflected in: it is conducive to the protection of interests of social stability; infringement of the interests of the people; with reward theory and risk, consistent with the principle of benefit; conducive to social management and progress.
The third chapter external relationship of employer liability are analyzed. The principle of no fault liability has been established under the premise, although the premise the Employer undertakes the responsibility and accountability in different ways, does not affect the nature of liability of employer vicarious liability belongs to established a general view. Legislation of external responsibility of employers, I tend to choose in the "judicial interpretation of personal injury compensation provisions of article ninth, take the legislative mode of employer employee individual responsibility and joint liability combination of employers. Employers bear the responsibility of employers is the subject of infringement includes not only the third people at the same time should also include other employees and employers.
The fourth chapter discusses the internal relationship of employer liability. Although China's "tort liability law > does not require the employer's right of recourse, but employers still have facts and theoretical basis of its existence," judicial interpretation of personal injury compensation provisions on the employer's right of recourse "should continue to apply, and in judicial practice according to the recognition of the individual employer specific circumstances, the right to recover the unit personnel. At the same time the exercise of employers'recovery right should be restricted, employee negligence tort liability shall be borne by the employer, the employer has the intent and gross negligence only in the case of third employees, and bear the liability after the employees have the right to recover. The fault criterion should adopt the" objective "and combining the specific situation and other factors.
The fifth chapter puts forward the concept and denotation of employers, employees, clarify the status of other employees, employers' responsibilities for employers in employment relations, and improve the employer's right to recourse.
It is because of China's "tort liability law > thirty-fourth, thirty-fifth respectively specified the employer responsibility, the responsibility of labor dispatch, individual labor responsibility, the three types of responsibility broadly belong to the employer's liability, because the labor dispatch unit responsibility, responsibility category also belong to our country labor law > > this paper, from the angle of individual labor responsibility, to discuss the above problems.

【学位授予单位】：四川省社会科学院
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：D923;D922.5

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