职场性骚扰雇主责任的法经济学分析

职场性骚扰雇主责任就是雇主要为其雇员的性骚扰行为负责任。通过法经济学的分析,对于监督管理者雇员实施的交换型性骚扰雇主承担严格责任;对于敌意环境型性骚扰雇主承担过错责任。这对预防与抑制职场性骚扰更有效率,同时,可以使社会成本降到最低。     

职场性骚扰案件的证明责任研究——兼从推定角度谈举证责任分担

职场性骚扰案件的可归责性证明分为两个阶段被控骚扰行为对加害人的可归责性证明以及被控骚扰行为对雇主的可归责性证明。前者是两种类型性骚扰案件证明的必经阶段;后者则仅存在于受害者雇员主张敌意环境型性骚扰时。前者遵循"谁主张,谁举证"的一般规则;后者则有所不同。在敌意环境型性骚扰发生的场合,雇主责任是一种推定责任,要求雇主对其不存在过错承担举证责任,即实行举证责任倒置。     

性骚扰行为的司法及私法规制论纲

在现行法的框架下,司法应该且能够以私法手段对性骚扰行为加以规制。性骚扰行为无法列举穷尽,应当授权法官根据上述特点自由裁量。性骚扰行为本身是多种行为的集合,因此,不同的性骚扰行为侵犯的是不同的权利。从司法角度而言,由于我国现行法没有规定贞操权,可以通过对一般人格权的解释来论证性骚扰侵犯了一般人格权。同时,也可以从法律规定的现有具体人格权出发,认定性骚扰同时构成对身体权、健康权、人身自由权及人格尊严权等多种权利的侵犯。就解释论而言,雇员遭受性骚扰,雇主应当根据《人身损害赔偿解释》第9条和第11条的规定承担雇主责任。就立法论而言,性骚扰行为的雇主责任应当适用于劳动关系、人事关系以及公务员与国家机关之间的关系。     

性骚扰的法律探析

在国外 ,许多国家都通过立法来解决性骚扰问题 ,其中还特别规定了雇主对工作环境中的性骚扰行为负有责任 ;而在我国 ,尽管性骚扰己为人们所关注 ,但法律迄今仍没有对性骚扰作出明确的规定。笔者以为性骚扰会对女性造成多方面的损害 ,我国法律应尽早对其概念和性质进行界定并禁止性骚扰。本文对性骚扰的含义进行了研究 ,认为性骚扰在我国有广义和狭义两个范畴的理解 ,并在此基础上提出了我国防治性骚扰的立法对策。     

职场性骚扰雇主替代责任说质疑

雇主对职场中发生的性骚扰行为承担责任的性质,存在着替代责任说和自己责任说两种相对立的观点。解决职场性骚扰情况下雇主责任的承担有两种路径：侵权责任法和劳动法。通过侵权责任法解决职场性骚扰的责任,雇主承担对自己安全保障义务违反的不作为责任,属于过错责任,自己责任。在劳动社会保障法领域,雇主承担对劳动者保护的法定义务,应该提供给劳动者较好的工作环境,如果雇员违反法定义务致使雇员受到损害,雇主应该承担赔偿责任,是违反劳动法规定的法定义务承担的后果,其实质仍然是一种自己责任。     

The Question to Substitute Responsibility in the Workplace Sexual Harassment

雇主对职场中发生的性骚扰行为承担责任的性质,存在着替代责任说和自己责任说两种相对立的观点.解决职场性骚扰情况下雇主责任的承担有两种路径:侵权责任法和劳动法.通过侵权责任法解决职场性骚扰的责任,雇主承担对自己安全保障义务违反的不作为责任,属于过错责任,自己责任.在劳动社会保障法领域,雇主承担对劳动者保护的法定义务,应该提供给劳动者较好的工作环境,如果雇员违反法定义务致使雇员受到损害,雇主应该承担赔偿责任,是违反劳动法规定的法定义务承担的后果,其实质仍然是一种自己责任.     

民法典时代工作场所性骚扰的法律规制

我国《民法典》第1010条对性骚扰行为和用人单位防治性骚扰行为的规范,确立了工作场所性骚扰双阶段两行为的制度架构,架设了通往其他部门法的桥梁。工作场所性骚扰的法律规制应采用双阶行为理论,这一法律现象中包含着人格侵权和工作利益损害两个阶段,对应着工作场所性骚扰行为和用人单位防治性骚扰行为,形成了多元化、多层次的法律规制。工作场所性骚扰的法律规制经历过原初形态的就业歧视模式、发展变态的结合论模式、趋势定态的分离论模式的演变历程,已从单一行为裂变为工作场所性骚扰行为与用人单位防治性骚扰行为。工作场所性骚扰行为从就业性别歧视发展到人格侵权,受到多元化法律规制,应由行为人承担法律责任。用人单位防治性骚扰行为从工作场所性骚扰行为中独立开来,从依附于性骚扰行为的抗辩事由转变为法定独立义务,受到多层次的法律规制,用人单位从旁观者变成了行动者。     

浅谈"性骚扰"的界定

从我国目前的社会生活,立法状况和审判实践来看,"性骚扰"的界定都具有必要性."性骚扰"的界定可以从三方面着手,即"性骚扰"是发生在工作场合中、骚扰者以与"性"有关的行为故意制造的一种性别歧视的敌意工作氛围,该行为是受骚扰者所不欢迎的。     

美国性骚扰法律制度及其借鉴意义

性骚扰是不受欢迎的带有性色彩的言行,是一种非法的性歧视。依美国判例,性骚扰不必源于性的目的,其内容不必是直接的表示;同时,性骚扰行为者在主观上应当是有过错的,受害者在主观上须为不欢迎骚扰行为。构成可诉的性骚扰行为其损害后果须达到严重的程度。依美国最新判例,同性之间也可以构成性骚扰;雇主对员工中的上级职员的性骚扰行为承担民事责任。美国的性骚扰法律制度对我国的立法具有一定的借鉴意义,如公法上的规定并不排除私法的适用,性骚扰的含义应当包含性别歧视,雇主责任应当在立法上得以确立,立法者应当在道德规范和法律规范中寻找平衡点。     

竞业禁止若干法律问题研究

竞业禁止是市场经济发达国家雇主较广泛采用的保护其商业秘密的法律手段。该手段对于净化市场环境、维护公平的竞争秩序、提高雇主在人才和技术上的投入积极性无疑具有重要的作用。但由于它不仅与雇主的利益有关 ,而且也关涉到雇员的工作权、自由权乃至生存权 ,因而如何协调雇主与雇员的利益冲突、消除各方不合理的行为、将竞业禁止限制在合理必要的范围内成为民商法学面临的重要课题。     

Changing Perceptions of Sexual Harassment in the Federal Workforce, 1987–94

Recent criticisms of sexual harassment law and workplace training policies contend that they have "sanitized" the workplace through their stigmatization of sexual expression that does not amount to actual discrimination. This study assesses some of the empirical foundations for those normative arguments. Using data from the U.S. Merit Systems Protection Board's 1987 and 1994 surveys, we examine differences over time in federal workers' perceptions of what types of behavior constitute sexual harassment. The article draws on a sociolegal theory of the endogenous nature of law as well as research on perceptions of sexual harassment. We hypothesize that, because of increased attention to sexual harassment, and to the hostile environment theory specifically, by scholars, judges, and the news media, and related policy changes in workplace training programs, federal workers likely came to view a wider range of sexual conduct as constituting harassment during this time period. The results support our expectations. We also find that sexual harassment training in their agency increased workers' likelihood of viewing both hostile environment behavior and quid pro quo behavior as harassment.     

Reinstatement of the sexual harasser: the conflict between federal labor law and Title VII

Greater numbers of employers are adopting and vigorously enforcing policies prohibiting sexual harassment in the workplace. Discipline, including possible termination of employment, often is prescribed for the violation of such policies. When employees are represented by a union and covered by a collective bargaining agreement, final decisions relating to discipline often are made by arbitrators pursuant to the agreement's grievance and arbitration procedure. For a variety of reasons, arbitrators may decide that a lesser form of discipline than that imposed by the employer is warranted for acts of sexual harassment. Such arbitration awards present a substantial conflict between two compelling public policies--the public policy favoring the private resolution of workplace disputes and the public policy against sexual harassment. This article will address the several federal courts of appeals' decisions that have attempted to resolve this conflict.     

The Paradox of Complaining: Law, Humor, and Harassment in the Everyday Work World

This article addresses the question of women's seeming rejection of sexual harassment law by refusing to apply the label "sexual harassment" in the face of incidents that would easily qualify as such. Building on the work of Bumiller (1988) and the tradition of sociolegal studies focusing on understanding the power of the law in its everyday context (e.g., Merry 1979; Engel 1987; Sarat and Kearns 1993), this analysis explores the "tactical milieu" in which both hostile work environment sexual harassment and tactics for its resistance are produced. Using in-depth interviews with both women and men, the author explores the ways a particular form of hostile work environment harassment–dubbed "chain yanking"–poaches on the realm of ambiguous humor to effect male group solidarity and women's disempowerment. A common countertactic–"not taking it personal"– is analyzed for its simultaneous power as resistance and unwitting collaboration. The contradictory effects of this tactic-countertactic pairing on the naming and claiming of the harm of sexual harassment are examined, as well as the implications this has for combating sexual harassment in the workplace.     

Selective Sexual Harassment: Differential Treatment of Similar Groups of Women Workers

If male workers categorize different groups of women coworkers and, subsequently, treat them differently, the experiences of women from one of these groups would not be indicative of the experiences of women from another group. When this different treatment involves hostile environment sexual harassment of one group, but not the other, then the law must recognize the possibility of "selective sexual harassment." Without this understanding of the nuances of the workplace dynamics, a court could mistake the women of the unharassed group as representing "reasonable women" and the women of the harassed group as simply oversensitive. This paper draws on empirical data to demonstrate such a situation and advocates for a version of the "reasonable victim" standard to facilitate a closer analysis of hostile environment sexual harassment suits.     

"People Are Too Quick to Take Offense": The Effects of Legal Information and Beliefs on Definitions of Sexual Harassment

Using data from a nationwide study of sexual harassment in the United States' federal workplace, this article investigates how legal understanding, opinions about the regulation of sexual harassment, and social status affect whether people define uninvited sexual jokes or remarks as harassment. The results indicate that how people define sexual harassment is directly related to the extent to which they view sexual harassment rules as ambiguous and threatening to workplace norms. Moreover, results show that while women generally define sexual harassment more broadly than men, they actually resist defining sexual jokes or remarks as harassment. Finally, knowledge of the workplace sexual harassment policy moderates the effect of beliefs on definitions of sexual harassment. These findings suggest a complexity in the way people reconcile their knowledge of the law with their personal views about power and social interaction in the workplace.     

职场性骚扰的原因分析与对策探微

职场性骚扰是具有一定危害性的社会问题,其本质是对人格尊严、人权的侵犯,它障碍了两性平等、完整享受工作待遇与发展的机会,同时也给安全与健康带来了不利影响。目前,我国反对职场性骚扰的措施还很薄弱,因此,积极探讨职场性骚扰的原因,寻找消除这一野蛮行为的对策十分必要。     

职场性骚扰与女性劳动者权益的法律保障

近年来,职场性骚扰日益成为一个严重的社会问题,不仅直接损害了女性的身心健康,而且从根本上威胁到了女性劳动者的人权.职场性骚扰是两性不平等的产物,它的存在反过来又强化了这种不平等.我国目前在处理职场性骚扰案件方面还存在诸多不足,应该以明确性骚扰概念为起点,建立完善的性骚扰处理机制,以有效应对职场性骚扰的不良影响,确实保护女性劳动者权益.     

Perceptions of Sexual Harassment: The Effects of Gender,Legal Standard,and Ambivalent Sexism

This research tests the possibility that the reasonable woman as compared to the reasonable person test of hostile work environment sexual harassment interacts with hostile and benevolent sexist beliefs and under some conditions triggers protectionist attitudes toward women who complain of sexual harassment, We administered to a sample of undergraduates the ambivalent sexism inventory along with the fact patterns in two harassment cases and asked them to make legally relevant decisions under either the reasonable woman or person standard. We found that those high in hostile sexism, and women, found more evidence of harassment. However, those high in benevolent sexism did not exhibit the hostile sexism effects. Although men were less sensitive to the reasonable woman standard than women, under some conditions the reasonable woman standard enabled both genders to find greater evidence of harassment. The results are discussed from the perspectives of law and psychology.