摘要
当前以最低工资制度为代表的工资基准制度依旧属于“劳动关系的基准”,将此种工资基准的适用范围扩张至新组织形态下劳动者群体,存在制度成本过高、可行性较低等现实问题。出现困境的根本原因在于最低工资制度与新组织形态下的劳动力资源配置逻辑并不相符,解构既有工资基准确有必要。劳动者以提高抽成比例为代表的收入提升诉求,实质属于劳动定价权的配置问题,工资基准在新组织形态下的重构应着眼于劳动定价权的规制。劳动定价权背后隐含市场主体定价自由与政府定价约束之间的张力,《价格法》规制框架下的劳动定价权涉及劳动法与竞争法的协同。以反垄断法规制剥削性滥用的竞争法手段在劳动定价问题上力有不逮,以合规制度为代表的激励型监管或可成为劳动定价权的规制手段。具体的规制内容需要兼顾定价权的行使逻辑和劳动基准法的强行法属性,因而在国家立法与企业章程的合法性控制层面须实现“手段强制、内容自治”,议价能力、激励因素、价值因素应当在合理性控制层面得以凸显。
The current wage standard system,represented by the minimum wage system,still belongs to the"standard of labor relations."Expanding the application scope of this wage standard to the workforce in new organizational forms presents practical problems such as high institutional costs and low feasibility.The fundamental reason for this dilemma is that the minimum wage system does not align with the logic of labor resource allocation in new organizational forms.It is necessary to deconstruct the existing wage standard.The demand for income improvement,represented by increasing the percentage of earnings,actually pertains to the allocation of labor pricing rights.The reconstruction of wage standard in new organizational forms should focus on the regulation of labor pricing right.Behind the labor pricing right lies the tension between market entities'pricing freedom and government pricing constraints.The regulation of labor pricing right within the framework of the Price Law involves the synergy between labor law and competition law.Antitrust laws,as a means of regulating exploitative abuse,fall short in addressing labor pricing issues.Regulatory measures,represented by compliance systems,could become a means of regulating labor pricing right.The specific regulatory content needs to incorporate the logic of pricing rights and the compulsory nature of labor standard.Therefore,at the level of legality control in national legislation and corporate articles,there should be a realization of"compulsory means,autonomous content."Bargaining power,incentive factors,and value factors should be highlighted at the level of rationality control.
作者
周思伟
Siwei ZHOU(Law School,Peking University,Beijing 100871)
出处
《中国人力资源开发》
CSSCI
北大核心
2024年第2期76-91,共16页
Human Resources Development of China
关键词
工资基准
劳动定价权
剥削性滥用
激励型监管
Wage Standard
Labor Pricing Right
Exploitative Abuse
Incentive-based Regulation
