论劳务派遣向正式雇佣的转换  

On transition from labor dispatching to formal employment

作　　者：田野[1] 

机构地区：[1]天津大学文法学院,天津300072

出　　处：《中南大学学报（社会科学版）》2015年第1期89-97,共9页Journal of Central South University：Social Sciences

基　　金：教育部人文社会科学研究基金项目"非典型劳动关系的法律规制"(10YJC820098);国家留学基金(201308120066)

摘　　要：劳务派遣的超常发展背离了立法本意,产生严重的负面效应,其回归理性发展轨道的路径之一在于向正式雇佣转换。基于用工自由与社会公正相平衡、法律管制与放松管制相协调、劳务派遣的过渡性特征等政策考量,劳务派遣转正具有充分正当性。在法律管制升格的背景下,劳务派遣向正式雇佣转换成为刚性的要求,因之在法律上需提供转换进行的通道和规则指引。对超出法定适用范围的劳务派遣,可以强制性地法律拟制为在用工单位与劳动者之间成立直接劳动关系,但应以不违背劳动法理的方式进行。合理范围内的劳务派遣,亦可依当事人协商机制而转化为直接雇佣。The abnormal development of labor dispatching deviates the essence of legislation and results in negative influences. To come back to the right way, labor dispatching should be transformed to formal employmen, which can be fully justified by some policy considerations including balance between employers’ freedom and social justice, co-ordination of legal regulation and deregulation, and the nature of labor dispatching as a kind of temporary employment. In the context of increasingly strict legislation for labor dispatching regulation, the transformation should be strongly stipulated, which provides some rules of legal guidance. If an employer uses dispatched workers beyond the scope set by the law, legislation should lay down through compulsive transition in a reasonable way that direct employment relation exists between them. Lawful use of dispatched workers can also be transformed to standard form of employment through negotiation mechanism.

关 键 词：劳务派遣 正式雇佣 转换 政策考量 法律拟制 协商机制 

分 类 号：D912.5[政治法律—民商法学]