工作时间的法理重述及规范构造

Jurisprudential Restatement and Normative Construction of Working Hours

工作时间具有多义性并对应不同的法律效力。在学理上,工作时间认定存在"实际劳动说"与"指挥命令说",我国大陆地区司法事实上采取了"实际劳动说",将不符合劳动给付要求的值班等时间归入工作与休息之间的第三类时间。而"指挥命令说"在劳动形态日益灵活多元的趋势下也面临解释力不足的困境。因此,应引入"劳动解放法理",以"劳动者可依自己之目的充分利用时间"为标准,划定工作与休息的时间分界,排除第三类时间。判断劳动者是否获得解放之状态,可适用饮酒测试的分析方法,旨在具象化劳动者是否负有保持劳动力之义务。在工作时间定性基础上可进行类型化,根据劳动强度和"业务遂行性"分为正常工作时间与非正常工作时间,前者受劳动基准法上标准工时的强制规范,后者可由劳雇双方协商后报劳动行政主管部门审批,以基准强制与约定审批相结合的路径实现工作时间的规范。

Working hours have multiple meanings and correspond to different legal effects.In terms of doctrine,there are"actual work"and"command and order"theories for recognizing working hours.In the mainland of China,the judiciary has in fact adopted the"actual work"theory.The time spent on duty,etc.,which does not meet the standard work,is classified as the third category of time between work and rest.The"command and order doctrine"is also facing the dilemma of insufficient explanatory power in view of the trend of increasingly flexible and diversified labor patterns.Therefore,it is necessary to introduce a"labor liberation doctrine",which would establish a demarcation between work and rest time and exclude the third category of time,with the marker"workers can make the best use of their time for their own purposes".In order to determine whether an employee is emancipated or not,the analytical method of the alcohol test can be applied,with the aim of specifying whether the worker is obliged to remain in the workforce.Based on the qualitative nature of working hours,the classification can be made into regular working hours and irregular working hours according to the intensity of work and the"performance of work",with the former being subject to the mandatory regulation of standard working hours in the Labor Standards Law,and the latter being subject to negotiation between employee and employer and reported to the labor administrative department for approval.Working hours are regulated through a combination of compulsory benchmarking and contractual approval.