【摘要】劳务派遣中临时性、辅助性、替代性工作岗位的界定是国内外劳动法的重要内容，关于临时性、辅助性、替代性工作岗位的界定探讨也贯穿于我国劳动合同法发展和完善的整个过程。我国现行《劳动合同法》第六十六条规定：“劳务派遣一般在临时性、辅助性或者替代性的工作岗位上实施。”但对何谓临时性、辅助性或者替代性的工作岗位，却没有明确规定。本文从我国劳务派遣发展背景及界定“三性”岗位的经济学和法理依据分析入手，通过对国外相关立法例的借鉴和研究，建议将临时性、辅助性、替代性工作岗位界定为：两年之内，提供工作机会具有偶然性；异于用工单位主营业务；具有一定专业性。

【关键词】劳务派遣 临时性、辅助性、替代性工作岗位 

【Abstract】To define the temporary, auxiliary and substitute jobs in labour dispatch is an important element for the labour laws home and abroad, and it is also a long-standing task throughout the development and completion of the labour contract law of China. Article 66 of the Labour Contract Law of PRC reads: “The placement of employees shall generally be practiced for temporary, auxiliary or substitute jobs.” However, there was no exact definition of what temporary, auxiliary, or substitute jobs are. This paper intends to begin with the analyses of the developmental background of labour dispatch in China and the economic basis and legal principle of defining the three different jobs, and then carries on with the reference to and study on the relevant laws and regulations home and abroad, Proposed temporary, auxiliary, alternative work is defined as: two years, with a chance to provide job opportunities; different from the main business unit of labor; a certain professionalism.          

【Key words】Dispatch temporary, auxiliary, alternative work