【作者】 王洁；

【导师】 汤闳淼；

【作者基本信息】 辽宁大学 ， 经济法学， 2025， 硕士

【摘要】 新就业形态是数字经济和平台经济迅速发展带来的新就业模式,是新一轮信息技术革命的产物,其主要特征为用工关系多元化,在吸纳就业方面起到重要作用。目前,我国尚未针对新就业形态人员制定专门的法律法规,其劳动权保障主要依托政策性文件指引,新就业形态人员劳动权保障存在的问题日益凸显。完善新就业形态人员劳动权保障的必要性在于加强新就业形态人员劳动权益保护、推动劳动力市场健康发展以及实现新就业形态人员劳动权保障制度设计目的与初衷。从理论基础来看,新就业形态人员劳动权保障主要基于劳动控制理论、异化劳动理论、劳动力市场分割理论。这三种理论共同构成了新就业形态人员劳动权保障的理论支撑。然而,新就业形态人员劳动权保障仍存在诸多问题:一是新就业形态人员报酬权保障规定存在缺口,表现在工资结算规则缺乏与工作时间挂钩的标准、平台企业扣款行为法律限制模糊、最低工资标准制定机制不明晰;二是休息权保障体系结构性不足,表现在工作时间与休息时间界限模糊、休息权落实缺乏有效监督机制、节假日劳动未形成调休机制;三是知情权保障机制缺失,表现在知情权的权利范围界定不清、权利行使缺乏程序保障与边界设定、信息披露机制尚未适应数字化特征。针对上述问题,建议立法层面可从如下几个方面,出台特别规则予以保障新业态人员的劳动权益。一是新增报酬权保障的相关规定,包括订立书面协议中报酬结算规则、从事由限制等方面明确书面协议中扣款的限制条件、成立最低工资标准委员会制定书面协议中最低工资标准;二是增加休息权保障的相关规定,包括从通过动态工作时长折算机制理清工作时间和休息时间的界限、搭建大数据模型对工作时间与休息时间动态平衡进行实时监管、利用数字技术形成调休机制;三是补全知情权保障的相关规定,包括从以“概括+列举”形式明确知情权的内容、明确知情权的程序性保障与法律保护边界、利用数字工会通过集体协商制度进行信息披露。更多还原

【Abstract】 The new form of employment is a new employment model brought about by the rapid development of the digital economy and platform economy.It is the product of the new round of information technology revolution.Its main feature is the diversification of employment relations and it plays an important role in absorbing employment.At present,China has not formulated specific laws and regulations for personnel in new forms of employment.The protection of their labor rights mainly relies on policy document guidance,and the problems existing in the protection of the labor rights of personnel in new forms of employment are becoming increasingly prominent.The necessity of improving the protection of the labor rights of personnel in new forms of employment lies in strengthening the protection of their labor rights and interests,promoting the healthy development of the labor market,and achieving the design purpose and original intention of the protection system for the labor rights of personnel in new forms of employment.From the perspective of theoretical basis,the protection of the labor rights of personnel in new forms of employment is mainly based on the theory of labor control,the theory of alienated labor,and the theory of labor market segmentation.These three theories together constitute the theoretical support for safeguarding the labor rights of personnel in new forms of employment.However,there are still many problems in the protection of the labor rights of personnel in new forms of employment:First,there are gaps in the regulations for the protection of the remuneration rights of personnel in new forms of employment,which are manifested in the lack of standards linked to working hours in the wage settlement rules,ambiguous legal restrictions on the deduction behavior of platform enterprises,and unclear mechanisms for formulating the minimum wage standard;The second is the structural insufficiency of the guarantee system for the right to rest,which is manifested in the ambiguous boundary between working hours and rest time,the lack of an effective supervision mechanism for the implementation of the right to rest,and the failure to form a compensatory leave mechanism for holiday labor.Thirdly,the mechanism for safeguarding the right to know is lacking,which is manifested in the unclear definition of the scope of the right to know,the lack of procedural guarantees and boundary setting for the exercise of the right,and the information disclosure mechanism has not yet adapted to the characteristics of digitalization.In response to the above issues,it is suggested that the legislative level could introduce special rules from the following aspects to safeguard the labor rights and interests of personnel in new business forms.The first is to add relevant regulations on the protection of remuneration rights,including establishing remuneration settlement rules in written agreements,clarifying the restrictions on deductions in written agreements,and establishing a minimum wage standard committee to formulate the minimum wage standards in written agreements.Second,relevant regulations on the protection of rest rights should be added,including clarifying the boundaries between working hours and rest time through a dynamic working hour conversion mechanism,building a big data model to conduct real-time supervision of the dynamic balance between working hours and rest time,and using digital technology to form a compensatory leave mechanism.Third,complete the relevant provisions on the protection of the right to know,including clarifying the content of the right to know in the form of"summary+list",clarifying the procedural protection and legal protection boundaries of the right to know,and using digital trade unions to disclose information through the collective consultation system.更多还原