论“值班”的法律规制  

On Legal Regulation of “Being on Duty”

作　　者：冯彦君[1] 刘舸 FENG Yan-jun;LIU Ge(School of Law,Jilin University,Changchun 130012,China)

机构地区：[1]吉林大学法学院,长春130012

出　　处：《学习与探索》2021年第11期58-65,191,共9页Study & Exploration

基　　金：国家社会科学基金重点项目(16AFX021);吉林大学学术名家自由探索计划项目(2019FRMJ04)。

摘　　要：“值班”作为劳动给付的特殊形态,关联工时和休息,关乎劳资双方利益得失。实践中对于“值班”的认定标准与调整方式等认知较为混乱,也缺乏共识性的理论和规范遵循,应对这一问题给予关注、探究和建构。“值班”具有双重内涵,其判定标准与劳动者职业特征及类型相关并受工时制度含摄。劳动给付与报酬给付作为“值班”的核心内容,应遵循劳动自由原则并设置“值班”时间上限,明确“值班”报酬给付的强制性并合理确定其数额,以保障劳动者休息权,从而实现劳资社三方利益之平衡。As a special form of supply of labor,“being on duty”is closely related to working hours and breaks,as well as the interests of the labor and employers.However,the recognition of the identification standards and the method of legal adjustment are,practically,still in chaos.Along with the lack of the consensus on legal theory and practice regarding this particular issue,there is a great necessity of drawing attention,further exploration and construction.“Being on duty”has double connotations.Both occupational characteristics and working hour system have influence on its identification standards.Since supply of labor and payment of wages are the core contents of“being on duty”,it is essential to set the upper time limit of“being on duty”,stipulate that the wages for the period of“being on duty”have to be paid,and stick to the principle of labor freedom.The standard of reasonable wages for the period of“bing on duty”also requires to be specified,so that the right of workers to rest can be protected and the interests of the three parties,labor,employers and society can be balanced.

关 键 词：“值班” 认定标准 工时制度 劳动给付 报酬给付 劳动关系 劳动者休息权 

分 类 号：D922.5[政治法律—民商法学]