数字时代算法用工管理对劳动法的挑战及应对

数字时代算法用工管理兴起,而劳动法却规制失灵。数据收集的过度依赖、算法处理的解释难题、结果评估的责任规避,是算法管理技术的固有缺陷。算法用工关系的界定、算法选择中就业歧视的责任认定、算法调度中劳动基准权益的减损、算法评价中劳动关系变动的保护削弱,构成劳动法的适用障碍。问题根源在于,传统劳动法所依据的事实前提与核心假设在数字时代受到挑战,即劳动过程的事实由工厂制垂直管理为主向数字化组织的水平协调发散,劳动者不是商品、从属性的基本地位与雇佣威胁人性的核心假设受到冲击。革新传统劳动法的理论基础和调整模式是支撑数字时代劳动法焕发生机的关键。具体是,劳动法的调整功能由倾斜保护转向人力资源的合理配置,调整范围由从属性劳动关系转向五维度工作关系,调整方式由根据劳动权利有无的一体调整转向依照劳动权益位阶的分类调整。以此为支撑可以提炼出劳动法规制算法用工管理的理念与路径,在以人为本的宗旨下实现目标公平安全、方式可解释与结果负责任。

In the digital age,algorithmic employment management is emerging,but labor law is dysfunctional.Excessive dependence on data collection,interpretation problems of algorithm processing and responsibility avoidance of result evaluation are inherent defects of algorithmic management technology.The definition of algorithmic work relationship,the identification of responsibility for employment discrimination in algorithm selection,the reduction of basic rights in algorithm scheduling,and the weakening of protection of labor relationship changes in algorithm evaluation constitute obstacles to the application of labor law.The basic reason is that the factual premise and core assumptions which are the basements of traditional labor law are challenged in the digital age.That is,the labor process has changed from the vertical management of the factory to the horizontal coordination of digital organizations,and some core assumptions that workers are not commodities,the basic status of subordination and the employment threatening to human nature have been impacted.Reforming the theoretical basis and adjustment mode of traditional labor law are the keys to support the revitalization of labor law in the digital age.Specifically,the adjustment function of labor law changes from slanting protection to rational allocation of human resources,the adjustment scope changes from attributive labor relations to five-dimensional working relations,and the adjustment method changes from integrated adjustment to the classification adjustment based on the rank of labor rights and interests.Thus,we can extract the idea and path of regulation on algorithmic management by labor law,so as to realize the fair and safe goals,explicable methods and responsible results of algorithmic management under the people-oriented purpose.