非全日制用工关系认定研究

发布时间：2018-04-02 10:06

本文选题：非全日制用工关系　切入点：认定存在问题　出处：《华中科技大学》2016年硕士论文

【摘要】：改革开放以来,我国打破了传统单一的用工形式,形成了多种生产方式和用工形式并存的局面。在此之前我国实施的法律仅有1994年颁布的《劳动法》,由于相关的法律法规制度建设并不完善,造成了在实际的用工过程中存在着大量的劳动纠纷案件。进入新世纪以来,伴随着经济结构的调整以及生产方式的不断优化,需要对于我国的劳动立法进行完善与补充,以满足现阶段经济生产的需求。其中2008年正式实施的《劳动合同法》就是对原先法律的完善与补充,增加了多种劳动用工方式以及保护劳动者合法权益的基本原则与措施,这标志着我国劳动立法进入了一个全新的阶段。但其相关法则对于用工形式的判定模式虽然有所描述,然而认定标准并没有详细的划定。尤其是针对于非全日制用工制度的描述过于简单化,致使其劳动关系的认定在实际审判中存有较大的争议,需要我们提出具体意见,去逐步完备相关制度。《劳动合同法》中主要是通过两个因素对非全日制用工关系进行认定,第一考量因素为工作时间,第二考量因素为劳动报酬的支付周期。但是对于工作时间和劳动报酬支付周期仅仅是一个笼统的规定,并没有对于两者进行细化和分类的规定。本文通过几个案例的提出,指出非全日制用工认定中存在的争议和不足之处,然后通过总结案例中的依据展开全文的论述。通过劳动者的用工时间的不同,尤其是连续性用工时间与间断性用工时间的案例进行具体分析,指出非全日制用工认定中法律规定的不足;再通过对于劳动报酬支付周期不同结合案例进行分析,针对于出现的劳动争议进行系统化分析,指出我国《劳动合同法》中认定规定不完善之处,并针对劳动关系认定所存在的问题进行深层次的分析。通过大量的案例进行归类分析,总结出非全日制用工认定的法律与事实依据。加入工作时间、劳动报酬支付周期、从属性以及其他因素作为非全日制用工关系认定的标准,不断完善我国非全日制认定标准的规范。
[Abstract]:Since the reform and opening up, China has broken the traditional single form of employment, the formation of the coexistence of a variety of modes of production and employment situation. The labor law > law only in 1994 before the implementation of the promulgation of the ", due to relevant laws and regulations are not perfect, resulting in the labor process in the actual existence of a large number of the labor dispute cases. Since entering the new century, with the adjustment of economic structure, optimize the mode of production, the need for China's labor legislation to improve and supplement, in order to meet the needs of the present stage of economic production. The labor contract law" in 2008 the formal implementation of the law of the original is "perfect and supplement, increased a variety of labor and protect the legitimate rights and interests of the workers basic principles and measures, which marks the labor legislation in our country has entered a new stage. But the relevant laws To determine the mode of employment form although some description, however there is no detailed standards defined. Especially for part-time employment system description is too simple, resulting in the determination of labor relations controversy in the judicial practice, we need to put forward specific opinions, to gradually complete system of labor contract law. > is mainly on the part-time employment relationship identified by a factor of two, the first consideration for the working time, the second factors for the labor remuneration payment cycle. But the working time and labor remuneration payment cycle is only a general provisions, and not for both refinement and classification rules. This paper through several the present case, pointed out that non found in full-time employment disputes and shortcomings, and then by summing up the case in the thesis on the basis The workers' employment. Through the different time, especially the labor time continuity of labor time and intermittent case specific analysis, pointed out that the shortage of part-time employment in the determination of the law; the labor remuneration payment cycle combined with case analysis, according to the labor dispute systematic analysis, pointed out that provision is not perfect in our country "labor contract law", and the problems in the determination of labor relations are analyzed deeply. Through a large number of cases are classified and analyzed, summed up the part-time employment as a legal basis and factual evidence. Join the work time, labor remuneration and payment cycle, from property and other factors as non full time labor relations identified standards, and constantly improve the standard of full-time non code of our country.

【学位授予单位】：华中科技大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：D922.5

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