摘要
用人单位用工管理、安排劳动不只是一个法律事实,而是指示权的行使。用人单位指示权是一种独立的劳动关系协调机制,是依附性劳动的制度表达,但其一般法理在我国却被长期忽视。这种指示权存在的正当性可从不同角度理解,从法教义学角度来看,其并非基于公法授权或组织体管理权,而是建立在劳动合同基础上。享有该权利的用人单位通过单方意思表示对劳动合同约定的劳动给付义务予以具体化,该权利不是对劳动者的支配权或请求权,而是形成权。基于继续性法律关系的特性,该形成权属于填充型形成权,可以持续存续,重复行使;其与传统的针对一时性法律关系的消极形成权共同构成完整的形成权体系。从平衡用人单位生产组织需要和劳动者保护需求出发,用人单位指示权的行使受到其作为末位阶权的位阶限制,作为劳动给付内容具体化权的功能限制,作为生产组织权的对象限制以及作为裁量权的合理性控制。
Employment management and work arrangement by employers are not only a legal fact,but also the exercise of the direction right.The direction right is an independent labor relation coordination mechanism as well as an institutional expression of dependency labor.However,its general jurisprudential logic has been ignored in China for a long period of time.Its justification can be understood from different perspectives.From the perspective of legal dogmatics,direction right is based neither on public law authorization nor on organization management power,but on labor contract.Employers with direction right concretize labor contract obligations through unilateral declaration of will.Therefore this right is neither a right of domination nor a right to claim,but a right of formation.Based on characteristics of continuous legal relationship,this right is a kind of filling formation right,which exists continuously and can be exercised repeatedly.The filling formation right and the traditional negative formation right,which aims at transient legal relationship,together form a complete formation right system.From the perspective of balancing production organization requirement of employers and protection of employees,the direction right is subjected to hierarchical restriction as a residual right,to functional restriction as concretization of labor contract obligation,to object restriction as the right of production organization,and to rationality control as a discretionary right.
出处
《环球法律评论》
CSSCI
北大核心
2021年第2期39-55,共17页
Global Law Review
基金
作者主持的2019年度国家社会科学基金重大专项项目“劳动法律的核心价值观融入及其制度研究”(19VHJ017)的研究成果
