劳动关系认定的理论澄清与规范建构
朱军劳动关系认定的理论澄清与规范建构
Theoretical Clarification and Normative Construction of the Determination of Employment Relationship
期刊名称：《法学研究》
期刊年份：
作者：朱军
单位：上海交通大学凯原法学院
中文关键词：劳动关系认定;丧失自主经营的可能;劳动从属性;劳动管理;工作时间
英文关键词：employment relationship determination; loss of probability of entrepreneurial independence; labor subordination; labor management; working hours
中文摘要：
揭示个别劳动关系认定的指导思想“为资方劳动丧失自主经营的可能”并以此为分析主线,可使诸多争议迎刃而解。从属性理论层面,人格、经济和组织三大从属性统合于劳动从属性。劳动从属性的本质是资方通过指令管理使劳动者丧失自主经营的可能,与劳动者人格无关。经济从属性应被区分为“生存依赖性”和“为资方劳动”两种类型,两者实则为劳动从属性必然导致的双重经济结果,均不必且不宜作为核心标准。“受指令约束”和“为资方劳动”的组织从属性可分别归入其他两大属性而无独立必要。应以此为指导构建劳动关系认定由主观到客观标准的规范。劳资通过合意订立劳动合同建立劳动关系,但法官应谨遵事实优先原则,以劳动从属性为客观核心标准审查实际履行为断。立足于指导思想,法官须甄选和评价所有涉及和保障指令管理的因素综合认定劳动关系。工作时间在所有管理因素中权重最高,其他约束工作履行的因素均围绕和服务于高效支配利用劳动力时间展开。
英文摘要：
Many disputes can be resolved by revealing the idea of “the loss of probability of entrepreneurial independence as a result of working for an employer” as the guiding principle in determining individual employment relationships. In terms of the subordination theory, the personal subordination, the economic subordination and the organizational subordination are integrated into the labor subordination. The essence of the labor subordination is that employers deprive the workers of their probability of entrepreneurial independence through command and management, which has nothing to do with the workers' personality. The economic subordination of “survival dependence” and “working for the employer” are the dual economic results inevitably caused by the labor subordination, and it's neither necessary nor appropriate to use the economic subordination as a core standard. The organizational subordination of “command constraints” and “working for the employer” can be classified into the other two types of subordination and thus has no need to exist independently. According to the above, rules for determining employment relationships should be set up from subjectively to objectively. Although the employment relationships are constructed through parties' consent, courts should strictly abide by the “fact-first principle” and review the actual relationship based on the core objective standard, i.e., the labor subordination. Courts should evaluate all elements involved in or guaranteeing order management to make a comprehensive analysis of employment relationships. Working hours have the highest weight among all management factors, and other factors in work directions all revolve around and serve the efficient use of working hours.
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