非全日制用工研究

发布时间：2018-05-29 11:10

本文选题：非全日制用工 + 劳动合同　；参考：《沈阳师范大学》2012年硕士论文

【摘要】：近十年来，非全日制用工这种新型的用工方式在全球范围内飞速发展，已经渐渐成为灵活就业方式的主导，同时在我国也有不错的发展。非全日制用工不仅降低用人单位的成本，而且针对我国下岗职工和失业人员严重积压问题，提供了解决途径，从而缓和劳动力市场过剩问题，也缓解了就业的压力。然而，随着非全日制用工的应用的范围的扩大，一些问题也随之浮现。如何建立完善的非全日制用工制度，规范这种灵活的用工方式，给予非全日制用工更多的关注，这就要求我国的相关部门通力合作，为其提供良好的发展环境。本文共分四个部分，由浅入深地对非全日制用工制度进行研究，提出了完善非全日制用工制度的一点不成熟的建议。第一部分，非全日制用工的案例，A公司与老李之间的纠纷，可以看出人们对非全日制用工的误解，通过对非全日制用工的劳动关系性质的分析，，以及简明扼要地阐述了非全日制用工和全日制用工在劳动合同、工资标准、社会保险、试用期等方面区别。非全日制用工与用人单位建立的是劳动关系，而且《劳动合同法》对非全日制用工的多重劳动关系的性质的予以肯定，此举具有重大意义。第二部分，非全日用工的国外立法评析，首先，介绍了国际劳工组织对非全日制用工制度的规定是根据不同的就业群体，以及各自的职业特点作出分类，这种做法值得借鉴，其次，欧盟、英德等国家关于非全日用工制度的规定虽然立法方式不同，但对非全日制用工制度的鼓励态度是相同的。第三部分，我国非全日用工的现状分析，我国现存法律对非全日制用工的重视程度不够，进而导致了立法方面的缺陷。主要体现在劳动合同的形式任意性过强，普遍存在超工时现象，社会保险体系不完善的问题。第四部分，完善我国非全日制用工制度的构想，借鉴国外关于非全日制用工的规定，并结合我国国情提出几点建议。为维护非全日制用工合法权益，劳动合同应采用书面形式，限制非全日制劳动者最高工作时间，以及在立法和政策方面采取措施健全社会保障机制。
[Abstract]:In the past ten years, part-time employment, a new type of employment method, has developed rapidly in the world, and has gradually become the dominant mode of flexible employment, and has also developed well in our country. Part-time employment not only reduces the cost of employers, but also provides a solution to the serious backlog of laid-off and unemployed workers in China, thus easing the problem of surplus labor market and easing the pressure of employment. However, with the expansion of the application of part-time employment, some problems have emerged. How to establish a perfect part-time employment system, standardize this flexible mode of employment, give more attention to part-time employment, which requires the relevant departments of our country to cooperate to provide a good environment for its development. This paper is divided into four parts, from the shallow to the depth of the study of part-time employment system, put forward some immature suggestions to improve the part-time employment system. The first part, the case of part-time labor disputes between A company and Lao Li, can be seen that people misunderstand part-time employment, through the analysis of the nature of part-time labor relations. The difference between part-time employment and full-time employment in labor contract, wage standard, social insurance, probation period and so on is expounded. Part-time employment and employing units establish a labor relationship, and the "Labor contract Law" affirms the nature of the multi-labor relationship of part-time employment, which is of great significance. The second part is the analysis of the foreign legislation of part-time employment. Firstly, it introduces that the regulations of the International Labour Organization (ILO) on part-time employment system are classified according to different employment groups, as well as their occupational characteristics, which is worthy of reference. Secondly, the European Union, England and Germany and other countries on the part-time employment system, although the legislation is different, but the encouragement of part-time employment system is the same. In the third part, the present situation of part-time employment in China is analyzed. The existing law of our country does not pay enough attention to part-time employment, which leads to the defects in legislation. It is mainly reflected in the excessive arbitrariness of the form of labor contract, the phenomenon of overworking hours and the imperfect social insurance system. The fourth part is to perfect the concept of part-time employment system in China, draw lessons from foreign regulations on part-time employment, and put forward some suggestions combined with the situation of our country. In order to protect the legal rights and interests of part-time workers, the labor contract should be written to limit the maximum working hours of part-time workers, and take measures to perfect the social security mechanism in legislation and policy.
【学位授予单位】：沈阳师范大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：D922.5

【参考文献】