| No. 1 of Four Model Cases of Safeguarding the Rights and Interests of Workers in New Forms of Employment Published by the Supreme People's Court: Where there is a factual employment relationship between an enterprise and a truck-hailing driver and dominant labor management is constituted, it shall be determined that there is an employment relationship | | 最高人民法院发布4起新就业形态劳动者权益保障典型案例之一：某运输公司诉杨某劳动争议案 |
| — [REDACTED] Transport Company v. Yang [REDACTED] (Labor Dispute) | | ——企业与网约货车司机之间存在用工事实、构成支配性劳动管理的，应当认定存在劳动关系 |
| Basic Facts | | 基本案情 |
| Yang [REDACTED] engaged in concrete transport for [REDACTED] Transport Company and both parties have not entered into a written employment contract. After Yang [REDACTED] joined the Company, he accepted orders from the Company in a WeChat group. Later, he registered an account on the [REDACTED] Platform and bound such account with the Company. After the Company approved the binding, Yang [REDACTED] accepted orders from the Company through the platform. [REDACTED] Transport Company paid Yang [REDACTED] transport remunerations on a monthly basis according to the number of orders he accepted, the transport volume, whether there was any overtime transport, and whether there was any fine imposed. A dispute arose between Yang [REDACTED] and [REDACTED] Transport Company. Yang [REDACTED] applied for labor arbitration and requested the confirmation of the employment relationship. According to the labor arbitral award, there was an employment relationship between Yang [REDACTED] and [REDACTED] Transport Company. [REDACTED] Transport Company refused to accept the arbitral award and filed a lawsuit with the people's court. | | 杨某在某运输公司从事混凝土运输工作，双方未订立书面劳动合同。杨某入职后先通过微信群接受某运输公司派单，后在某平台注册账号绑定该公司，由该公司审批通过之后，通过平台接受该公司派单。某运输公司根据接单数、运输量、是否超时、有无罚款等按月向杨某支付运费报酬。杨某与某运输公司产生争议，申请劳动仲裁，请求确认劳动关系。劳动仲裁裁决杨某与某运输公司存在劳动关系。某运输公司不服仲裁裁决，诉至法院。 |
| Adjudication Results and Reasoning | | 裁判结果及理由 |
| The court of first instance decided to confirm the employment relationship between Yang [REDACTED] and [REDACTED] Transport Company. [REDACTED] Transport Company refused to accept the judgment of first instance and appealed. The court of second instance decided to dismiss the appeal and affirm the original judgment. | | 一审法院判决确认杨某与某运输公司存在劳动关系。某运输公司不服，提起上诉。二审法院判决驳回上诉，维持原判。 |
| The effective judgement rendered by the people's court held that the focal issue of this case was whether there was an employment relationship between [REDACTED] Transport Company and Yang [REDACTED]. Article 7 of the Employment Contract Law of the People's Republic of China stipulates that "an employer establishes an employment relationship with an employee from the date when the employer puts the employee to work." The people's court should hereby confirm the legal relationship between an enterprise and an employee according to the factual employment relationship. The essential characteristic of an employment relationship is dominant labor management. In this case, (1) [REDACTED] Transport Company confirmed that the account registered by Yang [REDACTED] on the [REDACTED] Platform must be bound with and approved by the Company. Yang [REDACTED] should obey the arrangements of [REDACTED] Transport Company during the work process and [REDACTED] Transport Company imposed fines on Yang [REDACTED] and took other labor management actions. Yang [REDACTED] had no right to independently make decisions on the transport tasks or prices. (2) [REDACTED] Transport Company paid Yang [REDACTED] the remunerations on a monthly basis and it confirmed that Yang [REDACTED] accepted orders almost every day and the relevant transport remunerations constituted Yang [REDACTED]'s main source of income. (3) Yang [REDACTED] engaged in concrete transport, which was business of [REDACTED] Transport Company. In conclusion, the factual employment relationship between [REDACTED] Transport Company and Yang [REDACTED] constituted dominant labor management and thus it should be determined that there was an employment relationship between the two parties. | | 法院生效裁判认为，本案主要争议焦点为某运输公司与杨某是否存在劳动关系。《中华人民共和国劳动合同法》第七条规定：“用人单位自用工之日起即与劳动者建立劳动关系”，据此，人民法院应当根据用工事实认定企业和劳动者的法律关系。而劳动关系的本质特征是支配性劳动管理。本案中，其一，某运输公司确认杨某在某平台注册的账号须选择该公司绑定，并经公司审批。杨某在工作过程中需要服从某运输公司安排，某运输公司存在对杨某进行扣罚等劳动管理行为。杨某对运输任务、运输价格均不具有自主决定权。其二，某运输公司与杨某按月结算工资，某运输公司确认杨某基本每天都有接单，相关运输收入构成杨某主要经济来源。其三，杨某从事的是混凝土运输工作，属于某运输公司的业务组成。综上，某运输公司与杨某之间存在用工事实，构成支配性劳动管理，应当认定双方存在劳动关系。 |
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