灵活用工视阈下的“共享员工”及其法律适用

“Shared Employees”under the Flexible Employment Perspective and Its Legal Application

新冠肺炎疫情突袭,企业自发通过“共享员工”的方式进行用工余缺调剂,充分缓解供给企业与需求企业的用工失衡危机,有效解决闲置员工的就业问题。“共享员工”不仅是特殊时期的应急之策,且有常态化运行的现实可能,在尊重其灵活性的同时也应为其提供安全性保障。构建政府主导的公益共享平台,让供给企业与需求企业公开集中地共享闲置人力资源,以法律为规制手段,明确被共享员工在共享期间的劳动者身份,供给企业与需求企业可对工资社保、劳动保护等条款的负担主体、负担比例有所调整,但不能免除,否则劳动者可依据劳动法的相关规定追究其责任。由此,即便在社会常态背景下,也可以通过平台化、法治化的手段,促进“共享员工”系统化、规范化运作。

Since the outbreak of the New Coronary Pneumonia epidemic,enterprises spontaneously use the“shared employees”method to adjust the shortage of after-work,fully alleviate the imbalance of labor supply and demand enterprises,and effectively solve the employment problem of idle employees.“Shared employees”are not only an emergency measures of special period,but also the possibility of normal operation.While respecting its flexibility,we should also provide security guarantees:to build a government-led public welfare sharing platform that allows supply and demand companies to share idle human resources in an open and centralized manner,to clarify the identity of the employees of the shared employees with laws as the regulatory means during the sharing period,and supply and demand companies can adjust the labor protection and other provisions of the burden body and burden ratio,but cannot be exempted,otherwise the workers can hold accountable according to the relevant provisions of the Labor Law.As a result,even in the context of social norms,systematized and standardized operations of“shared employees”can be promoted by means of platformization and rules of law.