中國大陸在過去三十年來為產業提供了豐沛、充足又價格低廉的勞動力資源，隨著社會經濟發展以及人口紅利的消失，高度依賴勞動力的產業如：農業、低附加價值的製造業、服務業等，旋即面臨用工成本大幅提升以及人力資源分配、管理的嚴峻考驗。產業為了因應人力資源短缺、減緩勞動力成本提升的問題，在既有的法律規範體系下，發展出多種不同的用工類型如：勞務派遣、業務外包、學生工等；不同於一般勞動合同（雇傭契約）的架構，這些特殊用工模式從雇用、培訓、假勤、報酬、保險、工傷、勞動條件變更到合同解除的整個勞動合同生命週期間，形成錯綜複雜的法律關係；多元的用工模式雖然暫時緩解了企業所面臨的困境，但也同時因產業對於制度的濫用而引發諸多勞動爭議糾紛。 自2008年中國大陸開始實施《勞動合同法》至今已將近十年，在這短短的十年之間中國大陸透過立法及審判實務，從無到有建立起一套體系鬆散卻又完整的勞動法典及勞動爭議處理制度。本研究著重在將現行法規及審判實務上的法律、法規、案例與見解進行歸納整理，同時利用法律解釋方法分別分析勞動合同關係、勞務派遣關係以及學生工等三種實務上最常見的用工形式，並進一步著手對中國大陸現行勞動爭議調解、仲裁、訴訟等勞動爭議處理制度進行剖析，最後利用個案研究方法，分別對於勞動合同履行過程中最常見的解除、工傷以及加班爭議案件進行個案研究，透過個案處理的過程、結果給予在中國大陸的企業經營者人力資源管理與企業風險經營上的建議。;For the past thirty years, China has been consistently offering pliable and low cost migrant workforce to the industries. As the economy matures and the natural population growth rate reduces, the industries are now facing transformation on labor employment strategies. To adapt the rapid changes, the industries have derived several different employment systems such as: labor dispatch services, outsourcing and student workforces. Comparing with the ordinary contract system, these unique employment systems have conformed many complicate legal relationships. The diversified employment systems might have temporary secured the industries from sudden impacts, but it also raised some further problems to the society.
It’s been ten years since the Law of Employment Contract had entered into effective. During this period of time, Chinese government has successfully established a loose yet complete labor law structure and dispute resolution system. This study will be focusing on the research of different employment systems under the applicable law, and will conducts case studies concerning the most commonly seen labor disputes under current resolution systems, in order to provide possible human resource and risk management strategies that the industries may implement.
