民法诚信原则与劳动法适用之博弈论纲——以“奋斗者协议”和“自愿弃保”为例

On the Game Between the Principle of Good Faith in Civil Law and Labor Law——Take “Striver’s Agreement” and “voluntary waiver of insurance” as examples

"奋斗者协议"与"自愿弃保"案件背后隐含的法理可简概为民法诚信原则与劳动法适用问题。实践中的误读和误判、《民法典》缺失劳动权(益)之基本民事权利设置、共享经济下新型劳动用工和疫情与后疫情时代之多重叠加效应,导致了劳动法之"衰"与"殇"。民法诚信原则同样适用劳动法含社会保障法,所谓劳动法不能适用该原则或者民法思维模式都是不严谨之"伪"命题。劳动法适用诚信原则应当考量其特殊性,惩戒权适用时,应当遵循比例原则和有利原则,并不得涉及劳动者非职业行为即私人行为和排除社会保障权。任何排除或剥夺劳动者社会保障权的约定或规章都是无效的。后劳动合同义务适用诚信原则不能"选择性""遗漏"抗辩权,如果当事人依法行使抗辩权,则不能裁定其违反了诚信原则,否则就是"伪"民法思维模式。实习关系属于特殊的劳动关系,在实习法律规范严重缺失下,用具有弥补法律不足之价值与功能的诚信原则治理"虚假实习"完全必要而且可行。

The legal theory behind the cases of “striver’ s agreement” and “voluntary waiver of insurance” can be summarized as the principle of good faith in civil law and the application of labor law. Misinterpretation and misjudgment in practice, the absence of the basic civil rights of labor rights(interests) in the Civil Code, the new type of labor and employment under the sharing economy, and the multiple overlapping effects of the epidemic and post-epidemic era have led to the “decline” and “collapse” of labor law. The principle of good faith in civil law is also applicable to labor law including social security law.The so-called labor law cannot apply this principle or the thinking mode of civil law is not rigorous “false” propositions.The particularity of applying the principle of good faith in labor law should be considered, when disciplinary authority is applied, it should follow the principle of proportion, and should not involve the non-professional behavior of laborer, and the exclusion of social security rights. Any appointment orregulations that eliminates or deprives laborer social security right is invalid. The application of the principle of good faith in the obligations of post-labor contract cannot “selectively” or “omit” the right of defense. If the parties exercise the right of defense in accordance with the law, it cannot be judged as a violation of the principle of good faith, otherwise it is a “false” thinking mode of civil law. The internship relationship belongs to the special labor relationship, in the absence of legal norms for internship;it is necessary and feasible to govern “false internship” with the principle of good faith, which has the value and function of making up for legal deficiencies.