劳务派遣用工单位惩戒权问题探讨  

On the Disciplinary Right of the Labor Unit in the Labor Dispatch

作　　者：王林清[1,2] 

机构地区：[1]中华人民共和国最高人民法院,北京100745 [2]中国人民大学民商事法律科学研究中心,北京100872

出　　处：《现代法学》2016年第4期85-96,共12页Modern Law Science

摘　　要：被派遣劳动者在用工单位工作中存有未达到法定解雇程度的过错时,用工单位应当如何处理,立法并未作出规定,导致司法实践缺失相应法律依据。按照被派遣劳动者同样应受用工单位规章制度约束的理论依据,禁止用工单位参照适用《劳动合同法》第65条有关将被派遣劳动者退回的规定,而是应当赋予用工单位一定的惩戒权。用工单位对被派遣劳动者的惩戒措施仅限于精神性惩戒、奖金福利类的经济性惩戒和不影响工作内容和报酬前提下的工作地点调动惩戒。用工单位行使惩戒权应当遵循明文化与明确性原则、客观中立原则和时效性原则。与此同时,为维护被派遣劳动者的合法权益,立法还应当为被派遣劳动者建立相应的救济机制。The current legislation has not covered the situation that how the labor units shall handle those dispatched workers whose fault does not reach the level of dismissal in law,which results in the lack of legal basis for judicial practice. In accordance with theory that the dispatched workers should be governed under the same constraint of the employer＇s rules,the employment units shall be prohibited to return those dispatched workers under relevant provisions of Article 65 in Labor Contract Act. Instead,the employment units shall be given some disciplinary authority. The disciplinary measures for dispatched workers shall be limited to spiritual discipline,bonuses and economic benefits discipline and transfer discipline which do not affect the work content and the remuneration of the work. The exercise of disciplinary power by employing units shall follow the principle of explicitness and clarity,the principle of objective neutrality and the principle of timeliness. Meanwhile,in order to safeguard the legitimate rights and interests of the dispatched workers,the legislation shall also establish the corresponding relief mechanism for the dispatched workers.

关 键 词：劳务派遣 用工单位 劳动者 惩戒权 

分 类 号：DF472[政治法律—民商法学]