被派遣劳动者适用无固定期限劳动合同的法律问题探讨——以机关事业单位使用编制外人员为视角

An Explorative Study on the Legal Issues of Dispatched Workers' Application to Non-fixed-term Labor Contracts——From the Perspective of Off-staff Workers of Government Agencies and Institutions

我国机关事业单位以劳务派遣方式使用编制外人员有其特殊的历史背景。劳动合同用工中,劳动者"非因本人原因从原用人单位被安排到新用人单位工作"引发的法律后果的逻辑解读应为:如果劳动者的连续工作年限满十年的,则新用人单位负有与其签订无固定期限劳动合同的义务;如果劳动者的连续工作年限不满十年,其意义仅在于新用人单位在解除、终止劳动合同支付经济补偿时,是否应当合并计算劳动者在原用人单位的工作年限。劳务派遣用工中,用工单位的性质不应视为是属于被派遣劳动者的"新用人单位",而通过界定"逆向劳务派遣"或适用实质雇主判断规则,寻求用工单位承担实际用人单位的法定义务的裁判思路,应当审慎。劳务派遣用工中,劳动者是否享有要求劳务派遣单位签订无固定期限劳动合同的权利,亟待立法明确。

The employment of off-staff workers by means of labor dispatch in government agencies and institutions has its special historical background and economic reasons. Judging the legal effects of the labor dispatch agreement, as a result, should be based on our national conditions, rationally looking at the role and status of labor dispatch in China's labor market. In labor dispatch, according to this study, the nature of employment units should not be regarded as the determinants of the new employment unit of the dispatched workers. Thus, caution should be focused on seeking the way of judging how the employing unit undertakes the legal duties of the actual employing unit by defining "reverse labor dispatch" or applying the substantive employer's judgment rules. Therefore, there is an urgent need for explicit legislation whether the laborer has the right to require the labor dispatch unit to sign an open-ended labor contract.