论非全日制用工劳动报酬权的法律保护

发布时间：2018-03-18 16:37

本文选题：非全日制用工　切入点：劳动报酬权　出处：《辽宁大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着我国政治经济制度不断的深化改革,相继出台了适应新形势的一系列政策和措施,激发了经济发展的新活力,劳动用工形式也出现了新变化。非全日制用工作为一种新的就业方式,在满足劳动者自由选择职业和用人单位灵活选择用工人员方面具有较大优势,从而促进就业市场的发展壮大。但是,伴随着非全日制用工的快速发展显现出了一些问题。其中,最受关注的就是非全日制劳动者的劳动报酬权问题。劳动报酬权不仅关系着劳动者的权益,也事关社会的稳定和劳动关系的协调。因此,本文以平等待遇为原则,以保护非全日制劳动者的劳动报酬权为目的,分三个大部分,深入讨论非全日制劳动者劳动报酬权的问题。本文首先介绍了非全日制用工劳动报酬权法律保护的概述。劳动者基于和用人单位达成的劳动合同,通过履行合同义务从而获得劳动报酬的一项权利就是劳动报酬权。非全日制用工劳动报酬权作为一种更特殊的形式,需要作进一步的分析。文章分析了劳动报酬权的概念,非全日制用工劳动报酬权的特点。详细阐述了非全日制用工劳动报酬权保护的理论原理,包括弱者保护理论,平等就业理论,企业社会责任理论。《劳动合同法》对全日制用工的各项规范作了详细的规定,相比较之下,对非全日用工劳动报酬权仅作了一般性原则规定,涉及的内容较少。因此在第二部分中分析了我国法律对非全日制用工劳动报酬权法律保护的现状及不足。该部分列举了非全日制用工劳动报酬权存在的各项问题,比如最低小时工资标准制定单一,同工同酬的劳动报酬权规定空白,延长工作时间的工资支付不明确,救济保障制度参照现有全日制用工的处理方式不合理。针对存在的问题,文章最后提出了完善非全日制用工劳动报酬权法律保护的建议。包括:制定合理的最低小时工资制度,增加关于同工同酬劳动报酬权的规定,完善延长工作时间的工资支付制度,完善非全日制用工劳动报酬权争议的法律救济制度。
[Abstract]:With the deepening reform of our country's political and economic system, a series of policies and measures to adapt to the new situation have been issued one after another, which has stimulated the new vitality of economic development. Part-time employment, as a new way of employment, has great advantages in satisfying workers' free choice of occupation and flexible selection of workers by employing units. Thus promoting the development of the job market. However, with the rapid development of part-time employment, some problems have emerged. The most concerned issue is the right to work remuneration of part-time workers. The right of remuneration is not only related to the rights and interests of workers, but also to the stability of society and the coordination of labor relations. Therefore, the principle of equal treatment is taken as the principle in this paper. In order to protect the right to work remuneration of part-time workers, there are three major parts. This paper first introduces the legal protection of part-time labor compensation right. One of the rights to obtain remuneration for labor through fulfilling contractual obligations is the right of remuneration for work. As a more special form, the right of remuneration for part-time employment needs further analysis. The characteristics of the right to pay for part-time employment. This paper expounds in detail the theoretical principles of the protection of the right to remuneration for part-time employment, including the theory of the protection of the weak, the theory of equal employment, Theory of Corporate Social responsibility. The Labor contract Law makes detailed provisions on the norms of full-time employment. In comparison, the right to remuneration for part-time employment is only stipulated in general principles. Therefore, in the second part, the author analyzes the current situation and deficiency of the legal protection of the right to pay for part-time employment in China's laws. This part lists the problems existing in the right of remuneration for part-time employment. For example, the minimum hourly wage standard is single, the right to equal pay for equal work is blank, the wage payment for extending working hours is not clear, and the relief and security system is unreasonable to refer to the existing full-time employment treatment. Finally, the paper puts forward some suggestions to improve the legal protection of the right to pay for part-time employment, including: to formulate a reasonable minimum wage system and to increase the provisions on the right to equal pay for equal work. Improve the wage payment system to extend the working hours and perfect the legal relief system of the dispute over the right to pay for part-time employment.
【学位授予单位】：辽宁大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D922.5

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