关联企业内劳动关系认定困境与解决路径  

Confirmation of Labor Relationship in Affiliated Enterprises: Dilemmas and Solutions

作　　者：饶志静[1,2] 

机构地区：[1]华东政法大学 [2]华东政法大学科学研究院

出　　处：《江海学刊》2015年第5期133-141,238-239,共9页Jianghai Academic Journal

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

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。Affiliated enterprises have the necessity of business interests by frequent labor mobility,but there are a lot of behaviors which avoiding legal liability. In practice,the court does not form a consistent review model,but existing many contradictions both in confirming labor relations and in dealing with individual labor issues. The reason can be traced back to our labor laws which do not handle properly the four major problems of labor relationship for judgment. It is necessary to affirm the labor relationship in affiliated enterprises,and to adhere to the principle of independent personality in general and denial of exceptional personality; in addition,to affirm the existence of dual labor relationship,to identify labor relationship based on employing unit,and to pay attention to the use of the rights and obligations of both parties.

关 键 词：关联企业 用人单位 双重劳动关系 人格否认 

分 类 号：D922.5[政治法律—民商法学]