互联网平台用工与劳动政策未来发展趋势——以劳动者身份判定为基础的分析
|
摘要
学界对互联网平台用工市场中劳动者的法律身份一直存在争论,分析和理清劳动者身份不仅有利于对劳动者提供应有的保护,而且有利于稳定互联网平台用工市场、完善劳动法律制度以及促进共享经济健康发展。目前出现争议的主要原因在于按照现有检验劳动者身份的方法(控制权检验、经济现实检验和ABC检验)难以对劳动者平台工作的新特点进行判断。劳动者工作的特殊性与他们身份的模糊性对劳工政策体系提出了的挑战,其结果是导致部分劳动者群体尚游离劳动法保护范围之外,他们的权益仍未得到有效保护。文章就目前政策遇到最突出的五大挑战,即对工时、工资、社会保险以及集体协商等政策进行了分析。在此基础上,文章提出了未来劳工政策改革的建议与未来发展趋势。
Scholars have debated about the labor identity in the platform work.To resolve the problem about labor identity will not only help to protect labor rights,and also to stabilize the labor market,establish a perfect labor law system,and contribute to the sharing economic growth.Why have scholars debated about the labor identity?The key cause is that three kinds of standards of labor identity criteria could not distinguish labor identity.The characteristics of platform work and the fuzziness of labor identity have challenged the system of labor policies.The result is that platform labors are beside of labor protection and the labors can't get protection from labor policies.The paper analyses five kinds of prominent challenges:work time,wage,social insurance,labor association and collective bargaining.Then,the paper proposes some suggestions about the reform of labor policies in the future.
Scholars have debated about the labor identity in the platform work.To resolve the problem about labor identity will not only help to protect labor rights,and also to stabilize the labor market,establish a perfect labor law system,and contribute to the sharing economic growth.Why have scholars debated about the labor identity?The key cause is that three kinds of standards of labor identity criteria could not distinguish labor identity.The characteristics of platform work and the fuzziness of labor identity have challenged the system of labor policies.The result is that platform labors are beside of labor protection and the labors can't get protection from labor policies.The paper analyses five kinds of prominent challenges:work time,wage,social insurance,labor association and collective bargaining.Then,the paper proposes some suggestions about the reform of labor policies in the future.
引文
[1]ESA,U.S.DEP’T OF COMMERCE.Digital Matching Firms:A New Definition in the“Sharing Economy”Space.http://www.esa.gov/reports/digital-matchingfirms-new-definition-%E2%80%9Csharing-economy%E2%80%9D-space.2016.
[2]雷切尔·博茨曼,路·罗杰斯.共享经济时代:互联网思维下的协同消费商业模式[M].唐朝文译.上海:上海交通大学出版社,2015.
[3]Schmidt,F.A.Digital Labor Markets in the Platform Economy:Mapping the Political Challenges of Crowd Work and Gig Work.Working Paper,http://www.voced.edu.au/node/1195404,2017.
[4][30]吴清军,李贞.分享经济下的劳动控制与工作自主性--关于网约车司机工作的混合研究[J].社会学研究,2018(4).
[5][12]Harris,S.D.,&Krueger,A.A Proposal for Modernizing Labor Laws for Twenty-First-Century Work:the“Independent Worker”.Working Paper,http://www.hamiltonproject.org/papers/modernizing_labor_laws_for_twenty_first_century_work_independent_worker,2015.
[6][31][32]Aloisi,A.Commoditized Workers.Case Study Research on Labor Law Issues Arising from a Set of“On-Demand/Gig Economy”Platforms.Com parative Labor Law&Policy Journal,2016,37(3).
[7][14][33]Kurin,J.A Third Way for Applying U.S.Labor Laws to the Online Gig Economy:Using the Franchise Business Model to Regulate Gig Workers.Journal of Business&Technology Law,2017,12(2).
[8]Brown,G.E.An Uber Dilemma:Employees and Independent Contractors in the Sharing Economy.Labor and Employment Law,2016,75(15).
[9]Campbell,I.&Price,R.Precarious Work and Precarious Workers:Towards an Improved Conceptualisation.The Economic&Labour Relations Review,2016,7(3).
[10]Minter,K.Negotiating Labor Standards in the Gig Economy:Airtasker and Unions New South Wales.The Economic&Labour Relations Review,2017,28(3).
[11]Stanford,J.The Resurgence of Gig Work:Historical and Theoretical Perspectives.The Economic and Labour Relations Review,2017,28(3).
[13]Hall,J.,&Krueger,A.An Analysis of the Labor Market for Uber’s Driver-Partners in the United States.Working Paper,http://arks.princeton.edu/ark:/88435/dsp010z708z67d,2016.
[15][18]Pivateau,GT.Rethinking the Worker Classific ation Test:Employees,Entrepreneurship,and Empowerment.Northern Illinois University Law Review,2014,34.
[16]Barron,MH.Who’s an Independent Contractor?Who’s an Employee?The Labor Lawyer,1999,14(3).
[17]Woo,C.&Bales,R.The Uber Million Dollar Question:Are Uber Drivers Employees or Independent Contractors.Mercer Law Review,2017,68.
[19]Moran,J.Independent Contractor or Employee?Misclassification of Workers and its Effect on the State.Buffalo Public Interest Law Journal.2009,28.
[20]Harned,K.,Kryda,G.&Milito,E.Creating a Workable Legal Standard for Defining an Inde pendent Contractor.The Journal of Business,Entre preneurship&The Law.2009,14.
[21]Wyman,E.Applying the“ABC Test”to Determine Liablity for Unemployment Compensation.Maine Bar Journal,2004,19.
[22]黄振东,聂效.英国、香港认定劳动关系的标准及对内地的借鉴[J].深圳劳动关系发展报告[M],北京:社会科学文献出版社,2015.
[23]Cunningham-Parmeter,K.From Amazon to Uber:Defining Employment in the Modern Economy.Boston University Law Review,2016,96.
[24]Cherry,M.&Aloisi,A.Dependent Contractors in the Gig Economy:A Comparative Approach.American University Law Review,2017,66.
[25][26][28][35]Stefano,V.&Alosis,A.Fundamental Labor Rights,Platform Work and Human-Rights Protection of Non-Standard Work.Working Paper,Bocconi Legal Studies Research Paper No.3125866,2018.
[27]Johnston,H.&Land-Kazlauskas,C.Organizing On-Demand:Representation,Voice,and Collective Bargaining in the Gig Economy.Working Paper,ILO.,Conditions of Work and Employment Series No.94,2018.
[29]Collier,RB.,Dubal,VB.&Carter,C.Labor Platforms and Gig Work:The Failure to Regulate.Working Paper,http://www.irle.berkeley.edu/files/2017/Labor-Platforms-and-Gig-Work.pdf,2017.
[34]Fenwich C.&Novitz T.Human Rights at Work:Perspectives on Law and Regulation.Hart Publishing,2010.
(1)目前关于互联网平台经济,学界发展出了多个概念,例如:共享经济、平台经济、按需经济、零工经济或数字经济。学者根据研究平台经济行为的侧重点不同,在不同场合选用不同的概念。本文主要研究平台经济中劳动者身份问题,所以研究的平台经济更多指向类似于Uber平台的共享经济平台。
(1)法院判决的理由有五方面:其一,关于工作量。法院指出,优步公司在员工手册中规定了接单的比例,如果乘客发出请求而被司机拒绝都会记录在案,作为平台是否终止司机合同的依据。其二,关于工作方式和方法。法院认为,平台的要求并不仅仅是建议司机的着装,已经有证据显示,有司机因为未能符合着装要求而被终止合同。其三,关于工作的监督方式。法院发现,优步的乘客被要求给司机的打分,司机的每一次承运都会受到顾客的监督,并且这种监督是为了平台公司的利益,因为平台公司将使用评分的排名来决定哪些司机会被解除。其四,关于工作时间。法院认可司机工作的灵活性,但同时指出,仅靠时间上的灵活性并不能排除雇佣关系的存在。其五,其他因素。法院还考察了其他因素,比如司机一般都拥有自己的车辆并可以雇佣其他司机以自己的名义驾驶,但是法院同样也认为,这些因素的重要性非常模糊。具体可见爱华德·陈(Chen,Edward)法官撰写的判决书《O’Connor v.Uber Technologies,Inc.et al.,C13-3826 EMC》,详见:http://www.cand.uscourts.gov/EMC/OConnorvUberTechnologies。
(2)例如美国国税局(IRS)规定雇主要为雇员缴纳联邦失业保险、社会保险和医疗保险税;公平劳动标准法案(FLSA)要求雇主为雇员提供最低和超时工资;国家劳动关系法案(NLRA)规定只有雇员享有集体谈判权等。
[2]雷切尔·博茨曼,路·罗杰斯.共享经济时代:互联网思维下的协同消费商业模式[M].唐朝文译.上海:上海交通大学出版社,2015.
[3]Schmidt,F.A.Digital Labor Markets in the Platform Economy:Mapping the Political Challenges of Crowd Work and Gig Work.Working Paper,http://www.voced.edu.au/node/1195404,2017.
[4][30]吴清军,李贞.分享经济下的劳动控制与工作自主性--关于网约车司机工作的混合研究[J].社会学研究,2018(4).
[5][12]Harris,S.D.,&Krueger,A.A Proposal for Modernizing Labor Laws for Twenty-First-Century Work:the“Independent Worker”.Working Paper,http://www.hamiltonproject.org/papers/modernizing_labor_laws_for_twenty_first_century_work_independent_worker,2015.
[6][31][32]Aloisi,A.Commoditized Workers.Case Study Research on Labor Law Issues Arising from a Set of“On-Demand/Gig Economy”Platforms.Com parative Labor Law&Policy Journal,2016,37(3).
[7][14][33]Kurin,J.A Third Way for Applying U.S.Labor Laws to the Online Gig Economy:Using the Franchise Business Model to Regulate Gig Workers.Journal of Business&Technology Law,2017,12(2).
[8]Brown,G.E.An Uber Dilemma:Employees and Independent Contractors in the Sharing Economy.Labor and Employment Law,2016,75(15).
[9]Campbell,I.&Price,R.Precarious Work and Precarious Workers:Towards an Improved Conceptualisation.The Economic&Labour Relations Review,2016,7(3).
[10]Minter,K.Negotiating Labor Standards in the Gig Economy:Airtasker and Unions New South Wales.The Economic&Labour Relations Review,2017,28(3).
[11]Stanford,J.The Resurgence of Gig Work:Historical and Theoretical Perspectives.The Economic and Labour Relations Review,2017,28(3).
[13]Hall,J.,&Krueger,A.An Analysis of the Labor Market for Uber’s Driver-Partners in the United States.Working Paper,http://arks.princeton.edu/ark:/88435/dsp010z708z67d,2016.
[15][18]Pivateau,GT.Rethinking the Worker Classific ation Test:Employees,Entrepreneurship,and Empowerment.Northern Illinois University Law Review,2014,34.
[16]Barron,MH.Who’s an Independent Contractor?Who’s an Employee?The Labor Lawyer,1999,14(3).
[17]Woo,C.&Bales,R.The Uber Million Dollar Question:Are Uber Drivers Employees or Independent Contractors.Mercer Law Review,2017,68.
[19]Moran,J.Independent Contractor or Employee?Misclassification of Workers and its Effect on the State.Buffalo Public Interest Law Journal.2009,28.
[20]Harned,K.,Kryda,G.&Milito,E.Creating a Workable Legal Standard for Defining an Inde pendent Contractor.The Journal of Business,Entre preneurship&The Law.2009,14.
[21]Wyman,E.Applying the“ABC Test”to Determine Liablity for Unemployment Compensation.Maine Bar Journal,2004,19.
[22]黄振东,聂效.英国、香港认定劳动关系的标准及对内地的借鉴[J].深圳劳动关系发展报告[M],北京:社会科学文献出版社,2015.
[23]Cunningham-Parmeter,K.From Amazon to Uber:Defining Employment in the Modern Economy.Boston University Law Review,2016,96.
[24]Cherry,M.&Aloisi,A.Dependent Contractors in the Gig Economy:A Comparative Approach.American University Law Review,2017,66.
[25][26][28][35]Stefano,V.&Alosis,A.Fundamental Labor Rights,Platform Work and Human-Rights Protection of Non-Standard Work.Working Paper,Bocconi Legal Studies Research Paper No.3125866,2018.
[27]Johnston,H.&Land-Kazlauskas,C.Organizing On-Demand:Representation,Voice,and Collective Bargaining in the Gig Economy.Working Paper,ILO.,Conditions of Work and Employment Series No.94,2018.
[29]Collier,RB.,Dubal,VB.&Carter,C.Labor Platforms and Gig Work:The Failure to Regulate.Working Paper,http://www.irle.berkeley.edu/files/2017/Labor-Platforms-and-Gig-Work.pdf,2017.
[34]Fenwich C.&Novitz T.Human Rights at Work:Perspectives on Law and Regulation.Hart Publishing,2010.
(1)目前关于互联网平台经济,学界发展出了多个概念,例如:共享经济、平台经济、按需经济、零工经济或数字经济。学者根据研究平台经济行为的侧重点不同,在不同场合选用不同的概念。本文主要研究平台经济中劳动者身份问题,所以研究的平台经济更多指向类似于Uber平台的共享经济平台。
(1)法院判决的理由有五方面:其一,关于工作量。法院指出,优步公司在员工手册中规定了接单的比例,如果乘客发出请求而被司机拒绝都会记录在案,作为平台是否终止司机合同的依据。其二,关于工作方式和方法。法院认为,平台的要求并不仅仅是建议司机的着装,已经有证据显示,有司机因为未能符合着装要求而被终止合同。其三,关于工作的监督方式。法院发现,优步的乘客被要求给司机的打分,司机的每一次承运都会受到顾客的监督,并且这种监督是为了平台公司的利益,因为平台公司将使用评分的排名来决定哪些司机会被解除。其四,关于工作时间。法院认可司机工作的灵活性,但同时指出,仅靠时间上的灵活性并不能排除雇佣关系的存在。其五,其他因素。法院还考察了其他因素,比如司机一般都拥有自己的车辆并可以雇佣其他司机以自己的名义驾驶,但是法院同样也认为,这些因素的重要性非常模糊。具体可见爱华德·陈(Chen,Edward)法官撰写的判决书《O’Connor v.Uber Technologies,Inc.et al.,C13-3826 EMC》,详见:http://www.cand.uscourts.gov/EMC/OConnorvUberTechnologies。
(2)例如美国国税局(IRS)规定雇主要为雇员缴纳联邦失业保险、社会保险和医疗保险税;公平劳动标准法案(FLSA)要求雇主为雇员提供最低和超时工资;国家劳动关系法案(NLRA)规定只有雇员享有集体谈判权等。