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作 者:董浩然 Dong Haoran(Qinhuai District People s Court of Nanjing,Nanjing,Jiangsu 210007)
出 处:《嘉兴学院学报》2024年第4期54-59,共6页Journal of Jiaxing University
摘 要:长三角区域分别通过地方政府规章或地方人社部门出具的规范性文件等形式明确了工伤职工停工留薪期期限的认定方式,但对劳动者在停工留薪期内提前返岗能否兼得剩余停工留薪期工资及劳动报酬却没有明确规定。在这种情况下,有必要从法理层面予以审视、辨析。从权利性质而言,停工留薪期工资具有社会保险的福利属性,其与劳动报酬请求权不存在交叉或竞合关系;从获得前提而言,停工留薪期工资不以提供劳动为条件,而劳动报酬则相反;从指向标的而言,停工留薪期内返岗获取劳动报酬的实质是额外提供了劳动。故二者兼得在法理上具有可行性、在劳动法律体系上具有一致性、在支付主体上具有合理性。但在司法实践中,应根据劳动者有无处分权利之意思表示判断应否支持其兼得剩余停工留薪期工资与劳动报酬。The Yangtze River Delta region has clarified the determination method of the period of paid time off for injured employees through local government regulations or normative documents issued by local human resources and social security departments,but there is no clear regulation on whether employees who return to work during paid time off can get both paid time off wages and labor remuneration.In light of this,it is necessary to scrutinize the issue from a legal perspective.In terms of the nature of rights,wages during paid time off have the welfare attribute of social insurance,and there is no overlap or competing relationship with the right to claim labor remuneration.In terms of the prerequisite for obtaining wages,wages during paid time off are not conditional on the provision of labor,but the opposite is true for labor remuneration.In terms of target,the essence of obtaining labor remuneration by returning to work during paid time off is to provide additional labor.Therefore,obtaining both paid time off wages and labor remuneration is feasible in jurisprudence,consistent in the labor law system and reasonable in terms of payment subject.However,in judicial practice,it is necessary to judge whether employees should be supported to obtain both according to whether they have a manifestation of intention of right disposition.
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