工作场所外待命时间劳动法属性认定的困境突破:劳动基准法和劳动合同法的共同应对

雇员按雇主指示在工作场所外待命能否被认定为工作时间及应否获得工资等权益保护,是劳动法上的典型难题。这一问题可分别从劳动基准法和劳动合同法两个视角认识和解决:雇员在工作场所外待命,乃是受雇主拘束管理的劳动给付行为,应计为劳基法上的工作时间,使其享有最高工时限制、最低工资保障、劳动保护和工伤权益保障及必要休息时间等对价权益;而待命工资支付问题,本质上属于劳动力市场上的交易行为,应允许劳雇双方依劳动合同法“自愿、合法、公平”原则协商解决。

An Analysis of the Nature of the Standby-time and the Payment Outside the Workplace:Based on the Dual Perspectives of the Labor Standard Law and the Labor Contract Law

It is a typical problem whether employees' standby-time outside the workplace can be recognized as working time.According to the employer's instructions,employees' standby outside the workplace is the behavior under the employer's restraint management,it should be counted as the working time and enjoy the rights and interests such as the maximum working hours limit,the necessary rest time,the minimum wage,the labor protection and the compensation for industrial-injury in accordance with the labor standard law.While the wage of standby-time outside the workplace is essentially a transaction in the labor market,the employers and the employees should be allowed to solve it through consultation in accordance within the labor contract law.