共享员工视角下企业借调用工的本质及效力认定  

The Nature and Validity of Secondment of Enterprises From the Perspective of Shared Employees

作　　者：李帛霖 Bolin LI(Economic law school,East China University of Politics and Law,Shanghai 200042)

机构地区：[1]华东政法大学,上海200042

出　　处：《中国人力资源开发》2021年第9期76-89,共14页Human Resources Development of China

基　　金：教育部青年基金(20YJC820067);华东政法大学研究生项目(2021-2-014)。

摘　　要：新冠疫情期间所出现的"共享员工"模式在用人单位缓解用工压力,保障劳动者生存权方面起到了极大的作用。其中,以西贝、盒马鲜生为代表的企业所采取的"共享员工"模式的原型是企业借调。企业借调在我国劳动法领域没有明确规定,但在德国、日本等国家的劳动立法与实践中已经相当成熟。国内对于企业借调这一用工模式研究甚少,既有的法律文件也更多地是将这一用工模式的启动与履行交由当事人协商,未着眼于借调相对于其他人事变动概念的特殊性。从本质上讲,借调是单纯的企业间人事变动,是劳动合同特殊变更形式,是单一劳动关系下的用人单位指挥命令权的有限转让。从变更程度的角度来看,对企业借调规制的严格程度介于内部调动与转籍之间,具体而言,劳动者同意是借调的成立要件,包括先前同意和中途同意两种。就借调合意的效力而言,既有的判例与学说归纳出了四大判断标准仍然没有脱离劳动合同效力判断规则的框架,故仍然需遵循《劳动合同法》第26条第一款规定的三种无效情形的法理逻辑。The"shared employees"model that emerged during the COVID-19 played a significant role in easing labor pressure on employers and protecting workers’right to survival.Among them,the"shared employee"model adopted by companies represented by Xibei and Fresh Hema is essentially a Secondment of enterprises.The secondment of enterprises is not explicitly provided for in China’s labor law,but it is well established in the labor legislation and practice of countries such as Germany and Japan.The existing legal documents also leave the initiation and performance of this mode to the parties’negotiation,without focusing on the special characteristics of secondment compared with other personnel alterations.In essence,secondment is a purely inter-enterprise personnel alteration,a special form of alteration of labor contract and a limited transfer of the employer’s right to command and order under a single labor relationship.From the perspective of the degree of alteration,the stringency of the regulation of secondment is between internal transfer and external transfer.Specifically,the consent of the employee is an element of the establishment of secondment,including both prior consent and midway consent.In terms of the validity of the secondment agreement,the established theory and practice have summarized four major judgment criteria,which are still not out of the framework of the rules for judging the validity of labor contracts,and therefore still need to follow the jurisprudential logic of the three invalid situations stipulated in Article 26(1)of the Labor Contract Law.

关 键 词：企业借调 内部调动 转籍 劳动合同变更 指挥命令权 

分 类 号：F272.92[经济管理—企业管理] D922.52[经济管理—国民经济]