1、1硕士学位论文（20 届）雇 主 责 任 研 究姓 名学 科 、 专 业 法 律 硕 士 （ 非 全 日 制 法 律 硕 士 ）研 究 方 向 民 商 法指 导 教 师论文提交日期2雇主责任研究（硕士论文摘要）雇主就雇员因执行职务所加害于他人的损害，应负赔偿责任，是现代法律发展的共同趋势。在国外的法学理论、立法例和司法实践中该责任由来已久。由于社会制度和意识形态的原因，我国民法通则未规定此类责任。随着经济的发展，用工制度的多元化，明确规定雇主责任已成为必需，于是最高人民法院关于审理人身损害赔偿案件适用法律若干问题的解释 （以下简称人损解释 ）第 9 条便应运而生，然而虽然该条在审判实践中发挥了
2、重要的指导作用，但是也暴露出了许多问题。本文通过对两大法系的主要国家和地区的雇主责任进行考察，对雇主责任的理论基础、归责原则、构成要件以及责任承担等方面进行了论述，并结合我国司法实践的现状，提出了完善雇主责任制度的几点建议。全文共分导言、正文和结语三部分，其中正文部分的内容包括：第一章、首先介绍了传统法学理论中雇主责任的法理基础，并对此进行评析，在此基础上指出雇主承担雇主责任的直接原因是：雇员执行雇主的意志，雇员是实际行为人，雇主是名义行为人，雇员的行为视为雇主的行为。雇主承担雇主责任的间接原因是雇主有控制和监督雇员防止损害发生的义务，如果雇主没有控制和监督好雇员就应该对雇员的致损行为负责。其
3、次介绍了雇主责任归责原则的各国立法例，有学者认为台湾“民法”中的雇主责任采取“过错推定责任原则和衡平责任原则”相结合的归责原则，笔者对此提出了不同的意见，认为台湾法上雇主责任的归责原则实际上是过错推定原则，而“衡平责任原则”其实不是归责原则，只是台湾法上的非责任性法定之债。最后阐述了我国雇主责任应该采取无过错责任的原因。第二章、阐述了雇主责任的构成要件包括：（1）存在雇佣关系。本文首先列举判定雇佣关系的三个学说，继而指出控制监督标准是判定雇佣关系的适当标准，并将雇佣关系与几类可能与之产生混淆的关系进行了比较。 （2）雇员的行为系职务行为。在这一部分，本文列举了各国判定职务行为的一般判断标准，并
4、指出“内在关联性”标准能够比较全面的判定职务行为的范围，继而详细论述了“内在关联性”标准应该考虑的因素。 （3）雇员的行为具有可责性，本文3认为雇员行为的可责性是雇主承担责任的前提条件。第三章、阐述了雇主责任的承担方式，本文首先列举了雇主责任承担的各国立法例，继而提出雇主责任非单独责任或连带责任，并指出雇主责任的承担应区分雇员的主观心理状态，在雇员一般过错场合下，雇主承担单独责任；在雇员故意和重大过失情形下，雇主和雇员承担不完全连带责任。第四章、阐明了我国雇主责任立法现状并提出完善意见。关键词 雇主责任 雇佣关系 职务行为 控制监督1Study on Vicarious liability(M
5、aster Dissertation Abstract)Employer shall be held liable for the damages incurred by its employee in the course of employment. It is a common trend of development of modern legal theory and practice. Vicarious liability can find its origin and history into foreign legal theory, legislation and prac
6、tices long before. But for various reasons concerning social system and ideology, this provision is neglected by the General Principle of Civil Law. With a fundamental change in economy and employment system, it is becoming increasingly necessary to explicitly regulate vicarious liability, which fin
7、ally resulted in Article 9 of the Interpretation of the Supreme Peoples Court of Some Issues concerning the Application of Law for the Trial of Cases on Compensation for Personal Injury (“Interpretation”). The adoption of the Interpretation has been of significance in guiding trial practices but sti
8、ll is bringing about many questions and problems. By a careful scrutiny into the provisions of vicarious liability of major nations and regions from two different legal systems, this dissertation is devoted to illustrations and discussions on various aspects of the issue including but not limited to
9、 theoretical basis, principles of imputation, essential conditions and responsibility assumption, based upon which, combining an examination on status quo of Chinas judicial practices, raises several pieces of advice on the improvement of vicarious liability regulations.This dissertation is divided
10、into three parts including introduction, body text and conclusion. The content of body text is as follows,Chapter I elaborates on the traditional theoretical basis for the introduction of vicarious liability, upon which comments are made to reveal the immediate cause, which is the role of the employ
11、ee as nominal actor, the acts of whom shall be deemed as committed by its employer. The employer shall be deemed as the real actor because the employee is actually acting under the will of the employer. The remote cause for the employers assumption of liability is because the employer has duty to co
12、ntrol and supervise its employee for purpose of preventing any injuries or damages, the failure 2of which shall render the employer responsible for any injuries or damages incurred by its employee. Then different foreign legislations are introduced and specifically that of Taiwan Region, which provi
13、des a “presumptive fault liability plus equity liability”, is analyzed and further challenged as it is the authors view that such legislation shall be solely construed as “presumptive fault liability” and “equity liability” is a statutory debt without liability rather than a principle of imputation.
14、 The remaining part of this chapter is dedicated to reasoning for the proposal to adopt liability-without-fault doctrine for the vicarious liability in China.Chapter II discusses essential conditions constituting vicarious liability as follows, (1) employment relationship. Three viewpoints concernin
15、g the determination of employment relationship are listed and analyzed, and one is determined as the most appropriate standard. The author also gives a comparative study on several other relationships that may cause confusion with employment relationship. (2) The act shall fall in the course of empl
16、oyment. General standard of various countries to determine scope of employment are raised and “inherent association” standard shall, according to relevant analysis, be adopted as more comprehensive. Further detailed discussions are focused on the factors as should be considered pertinent to “inheren
17、t association”. (3) The culpability of the employees act.Chapter III discusses the method of assumption of vicarious liability. Various legislations concerning the issue are first picked, listed and commented. As carefully illustrated and reasoned, the authors contention is raised that vicarious lia
18、bility is neither solitary liability nor joint liability and is further developed, leading to the following argument. The assumption of vicarious liability shall depend upon the subjective state of the employee, which means in case of the employees ordinary negligence, the employer shall be held to
19、assume solitary liability and in case of the employees gross negligence or deliberate intent, the employer and the employee shall be held to assume incomplete joint liability.Chapter IV is dedicated to the analysis of status quo of Chinas legislation concerning vicarious liability and suggestions ar
20、e offered on this particular issue.3Keywords: Vicarious Liability；Employment Relationship；in the Course of Employment；Control and Supervision1目 录导 言第一章 雇主责任的法理基础及归责原则 .2第一节 传统法学理论中雇主责任的法理基础 .2一、报偿理论 .2二、危险注意理论和控制、监督理论 .3三、大钱袋理论和公共政策理论 .3第二节 雇主责任传统理论基础的评析 .4第三节 雇主责任的归责原则 .7一、无过错责任原则 .9二、过错推定原则 .9三、过错
21、推定责任原则与衡平原则相结合 .10四、雇主责任应采无过错责任的原因 .11第二章 雇主责任的构成要件 .16第一节 存在雇佣关系 .16一、雇佣关系的判定标准 .16二、几种特殊情况能否成就雇佣关系 .19第二节 雇员的行为是执行职务的行为 .23一、职务行为的一般判断标准 .23二、 “内在关联性”标准的考量因素 .26第三节 雇员的侵权行为 .312第三章 雇主责任的承担 .33第一节 雇主责任承担的各国立法例 .33一、规定雇主责任是单独责任 .33二、规定雇主责任是连带责任 .33三、我国的规定 .35第二节 本文的观点 .35一、雇主责任非单独责任或连带责任 .35二、雇主责任的承担应区分雇员的主观心理状态 .36第四章 我国法上雇主责任制度及立法建议 .39第一节 我国雇主责任立法现状 .39第二节 立法建议 .40一、建立统一的雇主责任制度 .40二、我国雇主责任宜采取无过错责任原则 .41三、明确雇主责任的构成要件 .41四、关于责任形态和追偿权问题的规定 .42结 语 .43参考文献 .44在读期间发表的学术论文与研究成果 .48
