“共享员工”制度常态化可行性研究

新冠疫情期间,企业为了缓解各方面压力,探索出"共享员工"新型用工形式,具体表现为企业间共享模式、用工单位直接与劳动者签订劳务合同以及在第三方介入下实现员工共享。中央及地方政府也纷纷推出鼓励"共享员工"发展的政策。但是"共享员工"制度是否能在常时条件下成为一种用工形式仍存在一系列问题。"共享员工"制度常态化的可能性应从其对劳务派遣制度"三性"的突破、对传统员工借调主体范围的扩大以及对共享经济用工模式的补充等方面分析。"共享员工"制度实现常态化需要以平台经济为依托,借助政府监督机构,对其他用工制度的不足进行修复式移用。

Feasibility Analysis and Improvement of the“Employee Sharing”System

During the COVID-19 pandemic,in order to relieve pressure from all aspects,companies have explored new forms of"employee sharing",which are embodied in the mode of sharing among companies,where employers directly sign labor contracts with employees,and achieving employee sharing under the intervention of a third party.The central and local governments have also introduced policies to encourage the development of"employee sharing".However,there are still a series of questions about whether the"employee sharing"system can become a form of employment under normal conditions.The possibility of normalization of the"employee sharing"system should be analyzed from the perspectives of its breakthrough in the"three characteristics"of the labor dispatching,the expansion of the scope of traditional employee secondments,and the complement to the sharing economy employment model.The normalization of the"employee sharing"system needs to rely on the platform economy,the help of government supervision agencies and the mend of the deficiencies of other employment systems.