论非全日制用工劳动条件的确定——以均等待遇原则为中心  

Research on Working Conditions in the Part-time Work——Analysis Based on Equal Treatment Principle

作　　者：田野[1] 

机构地区：[1]天津大学文法学院,天津300072

出　　处：《北京理工大学学报（社会科学版）》2013年第6期112-119,128,共9页Journal of Beijing Institute of Technology：Social Sciences Edition

基　　金：教育部人文社会科学研究基金资助项目"非典型劳动关系的法律规制"(10YJC820098)

摘　　要：中国非全日制用工制度面临困境,突出体现在劳动条件上的差别待遇。非全日制用工的非典型性特征造成法律的不适应性,致诸多重要劳动条件的标准模糊不明。均等待遇原则是国际上确定非全日制用工劳动条件的指针,中国法上并无该原则的直接规定,但可通过法律的解释而导出。非全日制用工中各项劳动条件的确定均应以均等待遇原则为准绳。非全日制劳动者工资应当与可比的全日制工实行相同的标准,总额按照工时比例计算。非全日制工均等地享有与之地位相应的获得加班费、年休假及病假等权利。The part-time work system in China is in a dilemma with discriminations in working conditions as the main problem. The norms on many important working conditions in part-time work are ambiguous as employment laws mainly enacted according to typical employment encounter obstacles when applied to this atypical employment. Equal treatment principle is accepted as the guideline for the determination of working conditions in comparative law. This principle is not provisioned in employment law directly but it can he deduced indirectly by the explanation of law. Concrete working conditions should be determined according to this principle. Part-time workers should be ensured the wage calculated according to the same standard with that of comparable full time workers, that is, the sum of wage in proportion with actual working hours. Part-time workers should be ensured to get extra wage for prolonged working hours and to enjoy annual leave and disease leave.

关 键 词：非全日制用工 劳动条件 均等待遇原则 

分 类 号：D922.5[政治法律—民商法学]