中国劳动关系法律调整模式的转变（英文）
发布时间：2021-01-31 03:00
当前,我国对劳动关系的法律调整总体上实行整齐划一的单一调整模式,劳动法对所有劳动者实行"一体适用、同等对待"。这种模式产生了诸多问题。现实中,由于用工形式不断发展以及劳动者"从属性"的弹性,雇员类型表现出多样性,除了典型雇员,还存在从属性较弱的"类似雇员的人"以及其他特殊雇员。为此,应更新劳动法的立法理念,在坚持劳动者是弱势群体的前提下,根据具体场景,考察不同类型雇员的差异,进行相应的规则设计。在立法技术上,应打破传统的针对所有劳动者的综合立法模式,向针对特定类型主体和特定事项的专门立法模式转变。应摒弃传统的劳动法规则"全部适用"或"全不适用"的陈旧模式,对雇员进行类型化处理,为类似雇员的人、特殊雇员以及特殊雇主的雇员提供特殊规则,实现劳动关系法律调整模式从一体调整向分类调整和区别对待转变。
【文章来源】：Social Sciences in China. 2018,39(04)
【文章页数】：18 页
【文章目录】：
I.Problems Arising from the Current Unitary Model of Legal Regulation of LaborRelations
1. The scope of protection under labor law is subject to limitations
2.The allocation of workers’rights and obligations is irrational
3.Differences among employing units are ignored
II.Background and Reasons for the Changing Model of Legal Regulation of LaborRelations
1. Diversification of modes of employment
2. Flexibility in identifying workers （employees）
3. The systemic and graduated nature of labor rights
4. The category-based regulatory model has been adopted by many countries
5. Conditions are ripe for China to change its legal regulation of labor relations
III.The Changing Model of Legal Regulation of Labor Relations and the Renewal of Legislative Ideas and Techniques
1.The renewal of legislative ideas
2.The updating of legislative techniques
IV.Implementing Labor Standards for Category-based Regulation and Differential Treatment
1.From the perspective of the workers:“affiliation”as the primary criterion
2.From the employer’s perspective:differential treatment of employees based on enterprise size
V.Institutional Construction of the Changing Model of Legal Regulation of LaborRelations
1.Principles and methods of system construction
2.The legal protection of employee-like persons
3.Legal regulation of particular employees
4.Special provisions for employees of small and micro-businesses
VI.Concluding Remarks
本文编号：3010095
【文章来源】：Social Sciences in China. 2018,39(04)
【文章页数】：18 页
【文章目录】：
I.Problems Arising from the Current Unitary Model of Legal Regulation of LaborRelations
1. The scope of protection under labor law is subject to limitations
2.The allocation of workers’rights and obligations is irrational
3.Differences among employing units are ignored
II.Background and Reasons for the Changing Model of Legal Regulation of LaborRelations
1. Diversification of modes of employment
2. Flexibility in identifying workers （employees）
3. The systemic and graduated nature of labor rights
4. The category-based regulatory model has been adopted by many countries
5. Conditions are ripe for China to change its legal regulation of labor relations
III.The Changing Model of Legal Regulation of Labor Relations and the Renewal of Legislative Ideas and Techniques
1.The renewal of legislative ideas
2.The updating of legislative techniques
IV.Implementing Labor Standards for Category-based Regulation and Differential Treatment
1.From the perspective of the workers:“affiliation”as the primary criterion
2.From the employer’s perspective:differential treatment of employees based on enterprise size
V.Institutional Construction of the Changing Model of Legal Regulation of LaborRelations
1.Principles and methods of system construction
2.The legal protection of employee-like persons
3.Legal regulation of particular employees
4.Special provisions for employees of small and micro-businesses
VI.Concluding Remarks
本文编号：3010095
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