美国网约工劳动关系认定标准:进展与启示

Recent Development on Employee Status Test for Gig Work in America and its Implication

美国的劳动关系认定采取两分法,一旦网约工没有被认定为劳动者,将无法享受劳动法的保护。传统上,美国判断劳动关系是否成立的标准是控制权说和经济现实标准说。2019年,美国劳动部和劳动关系委员会相继发布文件确认,无论按照哪一个标准,网约工的劳动关系均不成立。美国加州则颁布了劳动关系认定的新标准——“ABC”判断标准,根据这个标准,网约工有很大的概率被认定为劳动者,可以享受最低工资等待遇。然而,总体上,美国依然没有摆脱两分法的分析框架。

In America,workers can be classified as employees or independent contractors.According to employment law,without employee status,gig workers do not have the rights and benefits of employees.There are two common tests for employee status:control test and economic reality test.This year,Department of Labor and National Labor Relations Board released two documents respectively that gig workers are independent contractors,not regular employees.Meanwhile,in California,AB5 was enacted to confirm that gig workers are employees.Therefore,gig workers in California can claim minimum wage,worker compensation,and so on.Totally,the dichotomy employee/independent contractor still remained in America.