摘要
共享经济催生多种营业方式与服务平台,滴滴公司与滴滴专车司机等隐蔽雇佣关系同步衍生。目前法律对隐蔽雇佣关系暂无明确规定,其雇主责任认定与受害人权益保护的司法现状较为混乱。应当借鉴《国际雇佣法案》、坚持事实优先原则,兼采"依附性标准""授薪性标准""服从管理标准"认定存在实际支配劳动的隐蔽雇佣关系,并在此基础上,按照组织过错理论予以判断雇主责任是否成立。妥当认定隐蔽雇佣关系雇主责任,可以避免不合理的"风险损害自担",同时规范共享经济雇主运营。
At present,there is no law with clear provisions on the covert employment relationship,and the judicial situation of the determination of the responsibility of the employer and the protection of the rights and interests of the victims are quite chaotic.The covert employment relationship should be determined by combining the international Employment Act,the principle of giving priority to facts,and adopting"dependency standard","salary standard"and"obedience management standard".On this basis,judge whether the employer’s liability is established according to the theory of organizational fault.The reasonable determination of the employer responsibilities of the covert employment relationship can avoid the unreasonable"risk damage".
作者
何涵婧
HE Hanjing(Law School,Xiamen University,Fujian 361005,China)
出处
《泉州师范学院学报》
2021年第3期25-30,共6页
Journal of Quanzhou Normal University
关键词
共享经济
隐蔽雇佣
侵权行为
雇主责任
sharing economy
covert employment
tort
employer liability
