新就業形態職業傷害保障制度的法理障礙及紓解──從“不完全勞動關係”教義學出發

工傷保險系基於勞動關係的人格從屬性建立的雇主責任險；旨在為工業時代的勞動者提供個人無力解決的職業傷害保障。新就業形態就業人員職業傷害保障制度的法理障礙是勞動關係；應當從“不完全勞動關係”教義學入手；再結合保險法的一般原理設計結構性制度。相關就業人員受到平臺算法的指揮控制；同時也可能受到站點以及相關企業的管理；長期服務於某一平臺也可以解讀出穩定的工作預期；將工傷保險制度應用於這一群體原則上具備法理正當性；但是要滿足合理性要求；還需要做到“靶向施策”：具備部分人格從屬性的新就業形態就業人員應當強制加入職業傷害保障制度；由平臺企業以合理方式負擔繳費；在承擔外部連帶責任的同時賦予其內部的追償權利；職業傷害認定應當恪守人格從屬性決定的“三工原則”；規避工作任務“原子化”帶來的道德風險；在確定工作預期的前提下；由平臺企業承擔經濟從屬性決定的生活保障費、傷殘津貼、傷殘就業補助金等待遇。

Occupational injury insurance is established based on the personality-subordination nature of labor relations as an employer's liability insurance, aiming to provide protection against occupational injuries for workers in the industrial age, which they could not resolve on their own. The legal barrier to the occupational injury protection system for employees in new employment forms is the labor relationship. It should start with the doctrine of“incomplete labor relations”and then combine the general principles of insurance law to design a structural system. Employees in these new employment forms are under the command and control of platform algorithms and may also be managed by platforms and related enterprises. Long-term service to a platform can also be interpreted as stable work expectations, making it principally justifiable to apply the occupational injury insurance system to this group. However, to meet the requirements of reasonableness,“targeted measures”need to be taken: employees in the new employment form who are partially dependent in term of personality should be compulsorily included in the occupational injury protection system, with platform companies bearing the cost of contributions in a reasonable manner, while granting internal rights of recourse in addition to assuming external joint liability; the recognition of occupational injuries should adhere to the“three labor principles”determined by personality-subordination attributes, avoiding the moral hazards brought by the“atomization”of work tasks; and under the premise of determining work expectations, platform companies should bear the economic subordination- determined living security fees, disability allowances, and disability employment subsidies, among other benefits.