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Research of the labor protective system in the context of the diversification of the labor force

劳动力多元化背景下的劳动保护制度研究

基本信息

批准号：
15530042
负责人：
OUCHI Shinya
金额：
$ 1.98万
依托单位：
Kobe University
依托单位国家：
日本
项目类别：
Grant-in-Aid for Scientific Research (C)
财政年份：
2003
资助国家：
日本
起止时间：
2003 至 2005
项目状态：
已结题

项目摘要

As the diversification of the labor force grows, the number of the workers who are not clearly classified as "employee" subject to the labor law or not has been increasing. The actual labor protection law (in particular Labor Standards Law) defines an "employee", but its concept is determined by taking various factors into consideration and which factors take precedent over others is not clear. From such legal situation it occurs a lack of legal stability. On the other hand, any type of legal protection is not given to a worker who is not qualified for an employee. Such an "all or nothing" treatment has brought about unsuitable effects on the workers who are excluded from labor law, but need some legal protection. What matters is that the government adopts necessary and sufficient measures to the workers who need legal protection. To do this it is necessary that the criterion "personal subordination" adopted by the academic opinion and case law should be revised. From a comparative viewpoint, many European continental countries have a legal system in which a notion of "employee" is based upon a personal subordination. However workers who are not in a personal subordination, but in an economic dependency can receive some kind of legal protection.To resolve the problem of legal instability concerning the notion of employee, I think that in principle some types of legal provisions can be enjoyed by any person who provides its labor force to others, but a person who provides its labor force to others and a person who receive it should be able to conclude a specific agreement on derogation from some mandatory legal provisions.

随着劳动力的多样化，劳动法中未明确归类为“雇员”或不属于“雇员”的工人人数不断增加。现行的劳动保护法（特别是劳动基准法）对“雇员”的定义是综合考虑各种因素确定的，而哪些因素优先于其他因素并不明确。在这种法律的情况下，出现了缺乏法律的稳定性的情况。另一方面，不符合雇员资格的工人得不到任何类型的法律的保护。这种“全有或全无”的待遇，对被排除在劳动法之外，但又需要法律的保护的劳动者产生了不适当的影响。重要的是政府对需要法律的保护的劳动者采取必要和充分的措施。要做到这一点，有必要修订学术意见和判例法所采用的“个人从属”标准。从比较的角度来看，许多欧洲大陆国家的法律的制度中，“雇员”的概念是基于个人从属地位。但是，不属于人身从属关系，而属于经济依附关系的劳动者，则可以得到某种法律的保护。为了解决劳动者概念的法律的不稳定性问题，我认为，原则上，任何人向他人提供劳动力，都可以享受某些法律的规定，但是，向他人提供劳动力的人和接受劳动力的人应当能够就某些强制性法律的规定的减损达成具体协议。