劳务派遣关系中用工单位惩戒权权力边界的释疑

Interpretation of the Boundary of Disciplinary Right of the Employing Unit in the Labor Dispatch

劳务派遣关系中,劳动者因劳动实践给用工单位造成损失的,基于其过错程度用工单位有权给予相应处罚。区别于劳动关系中的用人单位,法律的缺位致使用工单位在对劳动者实施惩戒时,需要明确惩戒权的法理依据,为其适用寻找法律空间。基于劳动者合法权益的保护,有必要从权力的主体、客体、内容三方面对用工单位实施的惩戒权进行一定程度的限制。同时,在外部救济层面上,又应为劳动者提供有效的法律救济途径。

In the labor dispatch relationship, if the employer causes losses to the employer due to labor practice, the employing unit has the right to impose corresponding punishment based on the degree of fault. Different from the employer in the labor relationship, the lack of law causes the employing unit to clarify the legal basis of the disciplinary power when it implements disciplinary action against the laborer, and seek legal space for its application. Based on the protection of the legitimate rights and interests of laborers, it is necessary to impose a certain degree of restriction on the disciplinary power imposed by the employer from three aspects of the subject, object and content of power. At the external relief level, the effective legal remedies should be provided to employers.