关联企业内劳动关系认定困境与解决路径

发布时间：2017-12-28 19:28

本文关键词：关联企业内劳动关系认定困境与解决路径　出处：《江海学刊》2015年05期 　论文类型：期刊论文

【摘要】：关联企业将劳动力频繁加以流动有其经营上必要性,但也存在不少规避法律责任的行为。关联企业内劳动关系认定的难题在于如何识别与劳动者建立劳动关系的用人单位以及劳动关系确定后如何分配各方权责。在实务中,法院并没有形成一以贯之的审查模式,反而存在诸多抵牾之处。究其原因,可追溯到我国劳动法律中对于劳动关系的判断始终没有妥善处理好四大问题。关联企业内劳动关系的认定,未来应遵循各关联企业一般情况人格独立、例外人格否认的原则,同时肯定双重劳动关系的存在,以实际用工作为劳动关系的认定基础,在各方权责分配方面应重点关注使用面。
[Abstract]:It is necessary for the related enterprises to flow the labor force frequently, but there are also many actions to avoid legal responsibility. The key to the identification of labor relations in affiliated enterprises is how to identify the labor relations that are established with the laborers, and how to allocate the rights and responsibilities of the parties after determining the employer and labor relations. In practice, the court did not form a pattern but there are many One principle runs through it all. review, chancellery. The reason can be traced back to the labor relations in our country's labor law, which has not been properly dealt with in four major issues. That relationship within the enterprise labor, the future should follow the general situation of the affiliated enterprise of independent personality, personality exception principle, affirming the existence of dual labor relations in the actual work based on labor relations identified, focus on the use of the surface in the distribution of responsibilities of the parties.
【作者单位】：华东政法大学经济法博士后流动站;华东政法大学科学研究院;
【基金】：教育部人文社会科学研究青年基金项目“雇主不当劳动行为认定基准与救济机制研究”(项目号:11YJC820099) 国家社科基金青年项目“企业并购雇员权益保障法律机制研究”(项目号:12CFX089)的阶段性成果
【分类号】：D922.5;F249.26
【正文快照】： 引言:关联企业内劳动关系图像的多角化当前公司为扩大经济活动的能力与提高企业竞争力,以关联企业方式经营已成普遍,与此同时,关联企业之间劳动者的交流亦日益频繁。公司对劳动者于关联企业内交流调动,可以弹性地利用人力资源,有效地服务于公司营运策略。但现实中亦有部分公司

【参考文献】