文献类型：期刊文献

中文题名：第三类劳动者的理论反思与替代路径

英文题名：The Third Category of Workers: Theoretical Reflection and Alternative Paths

作者：肖竹[1]

机构：[1]中国劳动关系学院法学院

年份：2018

卷号：40

期号：6

起止页码：79

中文期刊名：环球法律评论

外文期刊名：Global Law Review

收录：NSSD、BDHX2017、CSSCI2017_2018、BDHX、CSSCI

基金：2018年度教育部人文社会科学研究规划基金项目"众包工作的法律调整路径与制度构建研究"(18YJA820023)的研究成果

语种：中文

中文关键词：第三类劳动者;依赖性自雇佣劳动者;契约劳动;隐蔽性雇佣

中文摘要：平台工作者与平台之间是否构成雇佣(劳动)关系成为当下全球热议难题,将平台工作者归类为处于雇佣与自雇佣中间地带的依赖性自雇佣劳动者,即作为第三类劳动者而给予保护,被作为解决问题的路径之一。该制度存在于英美法系和大陆法系等典型国家,如加拿大的"依赖性承包人"、英国的"非雇员劳动者"、德国的"类雇员人"、西班牙的"经济依赖性自雇佣劳动者"以及意大利的"准从属性劳动者";而日本和美国,也对"契约劳动"以及是否需要设立第三类劳动者等理论问题存在激烈争论。事实上,第三类劳动者无论在制度设计还是理论构造上都存在诸多困难和争议,包括规则构建的模糊性以及制度效用和实践结果的非预期性。而我国特殊的制度背景与相对薄弱的理论基础,更使该制度在我国缺乏一定适用性和可行性。因此,中国劳动法更应在甄别和规范"隐蔽性雇佣"的基础上,以劳动权利的具体化扩展作为基本思路。

外文摘要：Whether the relation between platform workers and platforms constitutes employment relation has become a difficult question faced by the global labor law community.One way to solve this problem is to classify platform workers as dependent self-employed workers in the middle zone between employment and self-employment and to give them special protection as the third category of laborers.The third category of worker system exists in some typical common law and continental law countries,such as the“dependent contractor”system in Canada,the“non-employee worker”system in United Kingdom,the“employee-like persons”system in Germany,the“economically dependent self-employed worker”system in Spain,and the“quasi-subordinate workers”system in Italy.Countries that do not have such a system,such as Japan and the United States,are also having heated debates on the theoretical question of“contract labor”and the need to establish a third category of worker.An analysis of the above systems and theories shows many difficulties with and controversies over this category of worker both in institutional design and in theoretical construction,which are manifested in the ambiguity of defining and distinguishing rules,the complexity of the design of labor rights and protection rules,as well as the unexpected nature of institutional utility and practical results.In particular,China’s special institutional background and weak theoretical foundation have added considerable obstacles to the applicability and feasibility of this system in the country.Therefore,it is necessary for China to find new paths for the legal regulation of employment relations in grey areas.China should,on the basis of identification and regulation of“disguised employment”,take the concretized expansion of labor rights as the basic approach to the solution of this problem.