摘要
传统劳动关系理论在适用网约车平台与司机之间的法律关系认定时,往往会因为双方签订的各种协议而导致劳动关系不被认可,这使得相当多的网约车司机的身份无法被定义为劳动者,也无法享受法律对于劳动者权益的倾向性保护。而网约车发展更久的美国法,存在多种标准以认定两者是否构成劳动关系,这与大陆法系所主张的“从属性”标准有异曲同工之处,即控制说的角度判断劳动关系的构成。为更好地保护弱势的网约工劳动者,需要将两种理论结合并根据“专车”、“快车”或“顺风车”、“代驾”的出行服务模式以判断网约车平台和司机之法律关系。
The traditional labor relations theory applies to the legal relations between ride-hailing platform and ride-hailing drivers, is often impossible to be identified as labor relations because of the various agreements signed by two parties, which makes the identity of a considerable number of ride-hailing drivers unable to be defined as laborersor to enjoy the tendency protection of the law for the rights and interests of employees. Compared with the U.S. law, there are various criteria for determining whether two sides constitute labor relations, which is similar to the “Subordination” standard advocated by the civil law system, that is, the composition of the labor relations is judged from the perspective of the control theory. Therefore, it is necessary to combine the two theories and judge the legal relations between ride-hailing platform and drivers according to the travel service modes of “special car”, “express car” or “hitchhiker”, “driving on behalf of the driver”. In this way, the rights of vulnerable ride-hailing workers will be better protected.
出处
《法学（汉斯）》
2023年第4期2250-2258,共9页
Open Journal of Legal Science
