灵活就业人员就业保障的困境与劳动法重构
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摘要
灵活就业与建立在工业化社会和雇佣制度基础上的传统就业方式不同,兼具就业不稳定性与就业灵活性,对劳动法的完全适用提出了挑战。通过法律法规的规制,为灵活就业人员劳动时间、收入报酬、劳动关系、社会保险、工作方式等方面的劳动权益提供了基本保障,但无法克服就业不稳定、就业歧视给劳动者带来的负面影响。反思传统劳动法的从属性劳动、集中劳动为主旨的制度设计,考量经济社会发展对就业形式多元化的需求,在修订完善劳动法律体系的同时,还需要整合劳动法与相关领域法律,发挥劳动法的保护功能、秩序功能和公共政策功能,为灵活就业人员提供更具法治意义的就业保障。
Different from traditional employment types which are based on industrialization and hiring system, flexible employment is featured with instability and flexibility, which challenges the application of Labor Law. Although prevailing Labor Law provides the basic guarantee for flexible employment personnel in labor time, income, labor relations, social insurance, working styles, etc., it is still unable to overcome the negative effects brought to the laborers like unstable employment or employment discrimination. On the one hand, introspection of institutional design of Labor Law from the attribute of labor, labor tenet, consideration of economic and social development of the diversified forms of employment demand are needed to be carried out, and on the other hand, revision and improvement of labor legal system are necessary. And it also needs to integrate the Labor Law and relevant legal field, to play insurance protection function, order function and public policy function of the Labor Law.
Different from traditional employment types which are based on industrialization and hiring system, flexible employment is featured with instability and flexibility, which challenges the application of Labor Law. Although prevailing Labor Law provides the basic guarantee for flexible employment personnel in labor time, income, labor relations, social insurance, working styles, etc., it is still unable to overcome the negative effects brought to the laborers like unstable employment or employment discrimination. On the one hand, introspection of institutional design of Labor Law from the attribute of labor, labor tenet, consideration of economic and social development of the diversified forms of employment demand are needed to be carried out, and on the other hand, revision and improvement of labor legal system are necessary. And it also needs to integrate the Labor Law and relevant legal field, to play insurance protection function, order function and public policy function of the Labor Law.
引文
[1]参见2015年度人力资源和社会保障事业发展统计公报[EB/OL].http://www.gov.cn/xinwen/2016-05/30/Content_5078119.htm,2016-06-06.
[2]李丽萍.改革开放以来我国城镇非正规就业分析[J].经济体制改革,2014,(6).
[3]胡鞍钢,杨韵新.就业模式转变:从正规化到非正规化[J].管理世界,2001,(2).
[4]中国劳动和社会保障部劳动科学研究所课题组.中国灵活就业基本问题研究[J].经济研究参考,2005,(45)。
[5]劳动和社会保障部课题组.灵活多样就业形式研究[EB/OL].http://www.lawtime.cn/info/laodong/ldzyjyfx/20100928579html.
[6]史尚宽.债法各论[M].中国政法大学出版社,2000.277.
[7]黄越钦.劳动法新论[M].北京:中国政法大学出版社,2003.37.
[8]粟瑜,王全兴.我国灵活就业中自治性劳动的法律保护[J].东南学术,2016,(3).
[9][日]马渡淳一郎.劳动市场法的改革[M].田思路译.北京:清华大学出版社,2006.1.
[10]Arne L.Kalleberrg,Jeremy Reynolds and Peter V.Marsden,Externalizing employment:flexible staffing arrangements in US Organization,Social Science Research,2003,32:525-552。
[11]杨通轩.劳动者的概念与劳工法[J].中原财经法学,2001,(6).
(1)根据笔者在“北大法宝”的统计,截止2016年5月,中国各级政府共颁布了228个关于灵活就业的规范性文件。
(2)参见最高人民法院《关于审理劳动争议案件适用法律若干问题的解释(三)》第七条与第八条的区分。第七条用人单位与其招用的已经依法享受养老保险待遇或领取退休金的人员发生用工争议,向人民法院提起诉讼的,人民法院应当按劳务关系处理。第八条企业停薪留职人员、未达到法定退休年龄的内退人员、下岗待岗人员以及企业经营性停产放长假人员,因与新的用人单位发生用工争议,依法向人民法院提起诉讼的,人民法院应当按劳动关系处理。
(3)参见《成都市人民政府办公厅关于加快全市蜀绣产业发展促进妇女居家灵活就业的意见》的相关规定,“将符合条件的从事蜀绣居家就业人员纳入灵活就业范围,并按相关规定给予灵活就业社会保险补贴。”
[2]李丽萍.改革开放以来我国城镇非正规就业分析[J].经济体制改革,2014,(6).
[3]胡鞍钢,杨韵新.就业模式转变:从正规化到非正规化[J].管理世界,2001,(2).
[4]中国劳动和社会保障部劳动科学研究所课题组.中国灵活就业基本问题研究[J].经济研究参考,2005,(45)。
[5]劳动和社会保障部课题组.灵活多样就业形式研究[EB/OL].http://www.lawtime.cn/info/laodong/ldzyjyfx/20100928579html.
[6]史尚宽.债法各论[M].中国政法大学出版社,2000.277.
[7]黄越钦.劳动法新论[M].北京:中国政法大学出版社,2003.37.
[8]粟瑜,王全兴.我国灵活就业中自治性劳动的法律保护[J].东南学术,2016,(3).
[9][日]马渡淳一郎.劳动市场法的改革[M].田思路译.北京:清华大学出版社,2006.1.
[10]Arne L.Kalleberrg,Jeremy Reynolds and Peter V.Marsden,Externalizing employment:flexible staffing arrangements in US Organization,Social Science Research,2003,32:525-552。
[11]杨通轩.劳动者的概念与劳工法[J].中原财经法学,2001,(6).
(1)根据笔者在“北大法宝”的统计,截止2016年5月,中国各级政府共颁布了228个关于灵活就业的规范性文件。
(2)参见最高人民法院《关于审理劳动争议案件适用法律若干问题的解释(三)》第七条与第八条的区分。第七条用人单位与其招用的已经依法享受养老保险待遇或领取退休金的人员发生用工争议,向人民法院提起诉讼的,人民法院应当按劳务关系处理。第八条企业停薪留职人员、未达到法定退休年龄的内退人员、下岗待岗人员以及企业经营性停产放长假人员,因与新的用人单位发生用工争议,依法向人民法院提起诉讼的,人民法院应当按劳动关系处理。
(3)参见《成都市人民政府办公厅关于加快全市蜀绣产业发展促进妇女居家灵活就业的意见》的相关规定,“将符合条件的从事蜀绣居家就业人员纳入灵活就业范围,并按相关规定给予灵活就业社会保险补贴。”