劳务派遣中员工退回机制研究

发布时间：2018-06-17 19:04

  本文选题：劳务派遣 + 退回　； 参考：《华东政法大学》2013年硕士论文

【摘要】：劳务派遣作为起源于美国又被国外大量运用的一种劳动力的运作模式，起到了高效使用人力资源、促进人才合理流动的积极作用。我国的劳务派遣虽然起步较晚，但发展速度较快。劳务派遣这一用工形式从最初的广州等经济发达地区扩展至全国大部分地区，期间经历了很短的时间。尽管发展速度惊人，但发展现状却不尽如人意。现实情况往往是我国的企业通过使用劳务派遣人员来降低用工成本，并将用工过程中的风险转移给劳务输出企业或者劳动者个人。劳务派遣作为劳动合同法规定的补充用工方式，其用工形式有着特殊性。劳务派遣的用工主体有三方：用人单位、用工单位以及劳动者。正是因为劳务派遣关系中出现了两家单位，劳务派遣正逐渐成为企业趋利避害的直接途径。劳务派遣用工过程中存在的诸多不规范现象，导致劳务派遣时常引发仲裁、诉讼。且由于劳务派遣相关规定的缺失，往往导致劳动关系中的弱势群体即劳动者个人的合法权益无法得到保障。 劳务派遣制度中有关员工退回的问题就是一例法律法规尚无明确规定的问题。劳务派遣制度中用工单位将劳动者退回用人单位的条件，是仅限于劳动合同法第六十五条第二款之规定？还是用工单位可以与用人单位在劳务派遣合同中明确约定退回条件？还是用工单位可以随意将劳动者退回用人单位？这些问题在学术界以及审判实践中均有争议。劳务派遣的本质决定了，劳务派遣制度中的退回条件不应当高于普通劳动关系的解除条件，但退回条件是否又可以无限制扩大？劳动合同法第五十八条规定，被派遣劳动者无工作期间，劳务派遣单位应当按照所在地人民政府规定的最低工资标准，向其按月支付报酬。该规定似乎是保障了被派遣劳动者的基本生活，，然最低工资标准对于大多数劳动者，尤其是高收入人群是难以接受的。那么退回条件被无限制扩大后，被派遣劳动者的工资水平被随意降低至最低工资标准，势必损害的是劳动者的合法权益。怎么样在发挥劳务派遣制度优势的同时，又切实保障被派遣劳动者的合法权益？本文拟将通过案例分析的手法，对劳务派遣制度中的有关员工退回问题作出深入解析，并进一步从立法本意以及审判实践出发，对劳务派遣相应用工制度提出建议。
[Abstract]:Labor dispatch, which originated in the United States and is widely used by foreign countries, has played a positive role in the efficient use of human resources and the rational flow of talents. Although the labor dispatch of our country starts late, the speed of development is fast. The employment form of labor dispatch extended from Guangzhou and other economically developed areas to most parts of the country, and experienced a very short period of time. Although the speed of development is amazing, but the status quo is not satisfactory. The reality is that enterprises in our country use labor dispatch personnel to reduce the cost of employment and transfer the risks in the process of employment to labor exporting enterprises or individual workers. As a supplementary way of labor contract law, labor dispatch has its particularity. The main body of labor dispatch has three parts: employing unit, employing unit and laborer. Because of the existence of two units in the labor dispatch relationship, labor dispatch is becoming a direct way for enterprises to seek advantages and avoid disadvantages. Many nonstandard phenomena in the process of labor dispatch often lead to arbitration and litigation. Due to the lack of relevant regulations of labor dispatch, the vulnerable groups in labor relations, that is, the legitimate rights and interests of individual workers, are often unable to be protected. The issue of employee return in the labor dispatch system is a problem that has not been specified in laws and regulations. In the labor dispatch system, the conditions for the employer to return the laborer to the employer are limited to the second paragraph of Article 65 of the Labor contract Law? Or can the unit of employ persons and the unit of choose and employ persons in the labor dispatch contract explicitly agree on return conditions? Or can the unit of hire worker return laborer to unit of choose and employ persons at will? These issues are controversial in academia and trial practice. The essence of labor dispatch determines that the return conditions in the labor dispatch system should not be higher than the lifting conditions of ordinary labor relations, but can the return conditions be expanded indefinitely? Article 58 of the Labor contract Law stipulates that when the dispatched laborer has no work, the labor dispatch unit shall pay its monthly remuneration in accordance with the minimum wage standard set by the local people's government. The rules seem to protect the basic livelihood of dispatched workers, but the minimum wage is unacceptable for most workers, especially the high-income group. After the conditions of return are expanded indefinitely, the wage level of the dispatched workers is reduced to the minimum wage standard at will, which is bound to damage the legitimate rights and interests of the workers. How to give play to the advantages of labor dispatch system, but also to effectively protect the legitimate rights and interests of dispatched workers? This paper intends to make a thorough analysis of the return of employees in the labor dispatch system through the method of case analysis, and then puts forward some suggestions on the corresponding employment system of labor dispatch from the point of view of the original legislative intention and the trial practice.
【学位授予单位】：华东政法大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：D922.5

【参考文献】

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本文编号：2032126