摘要
推进新就业形态劳动争议调解制度的构建有利于社会保障事业的高质量发展。运用案例研究方法,对人社部和最高人民法院联合发布的13个新就业形态劳动争议典型案例进行分析,提取职业类型、法律依据、维权方式和调解结果四个维度的特征信息,发现调解制度建设需求聚焦于劳动关系、劳动合同和加班薪酬三个层面。基于此,建议完善法律政策以明确劳动关系认定标准,落实劳动合同的有效性和规范性,兼顾理论和实践的复合思路助力加班事实认定。
Promoting the construction of a labor dispute mediation system for new forms of employment is conducive to the high-quality development of social security.Using case study methods,this study analyzed 13 typical cases of labor disputes in new forms of employment jointly released by the Ministry of Human Resources and Social Security and the Supreme People’s Court,extracted characteristic information from four dimensions:occupational type,legal basis,rights protection methods,and mediation results.It was found that the construction of mediation systems needs to focus on three levels:labor relations,labor contracts,and overtime pay.Based on this,it is recommended to improve legal policies to clarify the standards for determining labor relations,implement the effectiveness and standardization of labor contracts,and use a composite approach that balances theory and practice to assist in identifying overtime facts.
作者
刘叶
李猛
王腾
LIU Ye;LI Meng;WANG Teng(School of Public of Administration,Hebei University of Economics and Business,Shijiazhuang,Hebei 050061,China;School of Foreign Languages,Cangzhou Jiaotong College,Cangzhoua,Hebei 061199,China;Personnel office,Hebei University of Architecture,Zhangjiakou,Hebei 075000,China)
出处
《华北理工大学学报（社会科学版）》
2024年第1期41-46,共6页
Journal of North China University of Science and Technology(Social Science Edition)
基金
2023年度河北省人力资源社会保障科研合作课题“数智时代新就业形态劳动争议调解制度构建研究”(JRSHZ-2023-01032)。
关键词
新就业形态
劳动争议
调解制度
new employment forms
labor dispute
mediation system
