工作场所性骚扰与使用人之安全关照义务及使用人责任

工作场所性骚扰是一种在工作场所发生的侵犯人格权的侵权行为.随着人们法律意识的增强,由工作场所性骚扰所引发的侵权损害赔偿纠纷开始浮出水面并为公众及法律界人士所关注.但目前我国法律所规定的对受害人的侵权损害赔偿责任仍然局限于性骚扰行为人本人来承担,其使用人以其所负有的安全关照义务为前提而应当对受害人承担的使用人责任尚未被立法所确认,如此不利于对工作场所性骚扰行为进行有效遏制.因此,在使用人责任中宜增加以安全关照义务为前提的由使用人向工作场所性骚扰的受害人承担的侵权损害赔偿责任.     

论受害人的过错在高校学生伤害事故责任中的运用

在侵权损害赔偿案件中,受害人的过错是法定的抗辩事由。根据侵权责任的归责原则和受害人的过错程度,受害人应该承担相应的责任。受害人的过错适用于高校学生伤害事故的具体情形包括非因学校过错造成学生自杀、自伤等情形。     

美国工作场所性骚扰雇主民事责任之研究

工作场所性骚扰在美国被认为是性别歧视行为和对妇女平等工作、就业权的侵害行为,包括交换利益性骚扰和敌意工作环境性骚扰两种形式。对于交换利益性骚扰,雇主应承担严格责任;对于敌意工作环境性骚扰,应根据性骚扰者属管理者或职员的不同身份,适用不同的归责原则,但雇主得以自己无过错而提出抗辩。美国联邦法院通过合理的证据规则、专家证人制度以及惩罚性赔偿制度的运用,更有利于对受害人的保护。     

侵害商业秘密责任的构成要件

知识产权侵权行为侵害的是所有人的一种绝对权利,其侵权责任不仅包括损害赔偿责任,还应包括停止侵害等责任。在司法实践中判决承担损害赔偿责任往往是保护权利人利益的重点,但停止侵害责任同样是非常重要的制裁措施,特别是在商业秘密案件中。本文据此将侵害商业秘密的责任分成停止侵害责任和损害赔偿责任二部分,分别研究这两类责任形式认定中的一些基本要件。     

我国环境侵权民事责任制度的现状分析及完善

我国环境侵权民事责任制度总体上是比较完善的,但存在诸多缺陷与不足,如环境侵权构成要件的规定有矛盾;精神赔偿、“部分排除侵害”、“代替性赔偿”等没有规定;损害赔偿责任的保障制度尚未建立;受害人救济的途径和保障存在不足等等。文章针对这些问题提出了完善的对策和建议。     

论损害赔偿民事责任新范畴──实现债权的费用

损害赔偿范围认识简析民事责任，依其基础和发生的根据可分为两类：合同责任（包括缔约上的过失和违约责任）和侵权责任。无论是合同责任还是侵权责任，均以行为人不履行自己应当承担的义务为前提，故此两类民事责任的共同本质均为行为违法。就民事责任的承担方式而言，我国民法通则第134条规定了十种，但适用最为广泛的是损害赔偿，即民法通则所称的赔偿损失①。它不仅适用于违约对他人利益的侵害，也适用于侵权行为对他人利益之侵害。这是其它民事责任方式所无可比拟的。正因损害赔偿在民事责任中占有重要地位，所以，赔偿损失民事责任的…     

论侵害生命之损害赔偿责任——解释论的视角

侵害生命的损害赔偿责任由受害人生命权侵害责任和近亲属身份权侵害责任组成。生命侵害于死亡不可逆转地将要发生时构成,仍有主体资格的受害人此时即取得了生命侵害之抚慰金请求权以及死亡赔偿金请求权,这些请求权于死亡实际发生时转由受害人的继承人继承。身份权侵害于受害人死亡时构成,近亲属取得抚慰金请求权以及继发的物质损害赔偿请求权。被抚养人的抚养利益以及继承人的继承利益,均通过继承规则来实现,而不采固有利益侵权构成之模式。我国生命侵害之赔偿实践中,精神利益被过度低估,导致最终的赔偿数额的高低主要取决于物质损害的大小,引发了“同命不同价”之批判。解释论上,可根据《侵权责任法》第16条及第22条之规定,在坚持物质损害赔偿差异化处理的同时,对精神损害作平等的评价,认可受害人生命侵害之抚慰金请求权,并大幅度提高受害人及其近亲属的抚慰金数额,来彰显生命的精神价值,实现人格平等的价值诉求。     

侵害健康权的间接受害人精神损害赔偿初探

本文针对现实生活中普遍存在的严重侵害他人健康权并致其近亲属精神损害的案例，和我国侵权损害赔偿制度的立法缺陷，拟就建立侵害健康权的间接受害人精神损害赔偿制度的必要性，损害赔偿责任构成要件，损害赔偿的严格限制以及赔偿数额的确定作初步探讨。     

略论侵权责任构成及归责原则

关于侵权责任构成及其归责原则在学术界颇存争议,一般认为,侵权责任构成要件包括损害事实、因果关系、过错等要素;过错责任原则作为民法的一个基本原则,也是侵权法中最基本的归责原则,对于损害赔偿责任,须以过错为责任的构成要件。我国民法通则第１０６条第２款规定：“公民、法人由于过错侵害国家的、集体的财产,侵害他人的财产、人身的,应当承担民事责任。”同时又规定：“承担民事责任的方式有停止侵害;排除妨碍;消除危险;返还财产;恢复原状;修理、重做、更换;赔偿损失;支付违约金;消除影响、恢复名誉;赔礼道歉。除了修…     

违约责任和侵权责任的区分标准

违约责任和侵权责任是自罗马法以来就已经形成的两类不同性质的民事责任。违约责任的承担者违反了约定义务,侵权责任的承担者违反了法定义务;违约行为所侵害的是相对权,侵权行为所侵害的是绝对权;前者当事人事先存在合同关系;后者当事人之间的损害赔偿关系自侵权行为实施时发生;违约损害赔偿仅限于财产损失,侵权损害赔偿可包括精神赔偿。     

Sexual harassment in higher education: a victim's remedies and a private university's liability

Sexual harassment is a pervasive problem in education. With victims of harassment pursuing administrative and judicial redress, an awareness of and a program for response to the sexual harassment issue are good risk management strategies for a private university and its staff, employees, and students. This article examines, first, the two types of sexual harassment recognized by law; second, the situations in which harassment in the educational context may occur; and, third, avenues of recourse for the victim of sexual harassment and the responsibility and liability of the private university when the harassment is reported or discovered. It is designed to inform and educate the faculty and administrators of private universities about the legal implications of their response to notice of sexual harassment.     

"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.     

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。     

Consequences of sexual harassment in sport for female athletes

Abstract

Sexual harassment research was first undertaken in the workplace and educational settings. Research on sexual harassment in sport is scarce but has grown steadily since the mid-1980s. Even so, very little is known about the causes and/or characteristics and/or consequences of sexual harassment in sport settings. This article reports on the findings from interviews with 25 elite female athletes in Norway who indicated in a prior survey (n = 572) that they had experienced sexual harassment from someone in sport. The consequences of the incidents of sexual harassment that were reported were mostly negative, but some also reported that their experiences of sexual harassment had had no consequences for them. ‘Thinking about the incidents’, a ‘destroyed relationship with the coach’, and ‘a more negative view of men in general’ were the most often negative consequences mentioned. In addition, a surprising number had chosen to move to a different sport or to drop out of elite sport altogether because of the harassment.     

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.     

Sexual Harassment Litigation: a Road to Re-victimization or Recovery?

Various aspects of the judicial process have been hypothesized as damaging to sexual harassment plaintiffs, though limited research has been conducted that actually examines this hypothesis. We examined data from a large sample of women who participated in a class action lawsuit alleging workplace sexual harassment and discrimination (n?=?1218) and another sample of similarly situated women who opted out of litigation (n?=?465, non-litigants). We then followed the litigants for 5 years. This study takes an initial look at some of the variables theorized to play a role in the psychological outcomes of both harassment and subsequent litigation. Both the severity of harassment and participation/persistence in the litigation process were related to psychological outcomes at each of three assessments across a 5-year period; the frequency and severity of harassment, as well as plaintiffs’ cognitive appraisals of their situation, appeared to have the strongest relationship to psychological harm. Results of multivariate analysis of covariance (MANCOVA) revealed that participation and persistence in litigation played a consistent role in psychological outcomes across time, over and above the impact of harassment itself. However, litigation did not appear to be the cause of psychological outcomes as posttraumatic stress disorder (PTSD) symptomatology, in particular, was the result of the original harassment experience.     

性骚扰防治对策探析

性骚扰危害受害人的身心健康，影响婚姻关系的建立与稳定，影响职业发展、造成经济损失，扰乱社会秩序。我国现行法律在不同的立法层面上明确了反对性骚扰的法律原则，妇女权益保障法又将性骚扰纳入了法律范畴，但没有关于性骚扰的专门立法；现行法律规定过于原则、笼统、空泛，缺乏可操作性；法律规定不周全、不延续。应加强立法，填补法律空白，并在刑法典中增设“性骚扰罪”的有关规定；建立起性骚扰的社会预防和防治机制。     

Graduate students' perceptions of contrapower sexual harassment

This study compared the perceptions of 172 graduate students to traditional versus contrapower sexual harassment. Graduate students are a unique sample due to their dual role as a student and a teacher. After controlling for attitudes toward feminism and sexual harassment, participants viewed contrapower sexual harassment as less indicative of sexual harassment than traditional sexual harassment. Those with teaching experience perceived the scenarios provided as more indicative of sexual harassment than participants without teaching experience, and this effect was magnified for males. These findings suggest that people take sexual harassment less seriously in contrapower sexual harassment than in traditional sexual harassment. Furthermore, it is possible that teaching experience makes graduate students more aware of the complicated power differentials involved in classroom settings.     

Sexual Harassment: What Forensic Clinical Psychologists Need from Social Scientists

Forensic clinical psychologists who conduct evaluations and present expert testimony in sexual harassment cases must have some familiarity with the scientific literature about sexual harassment. However, these experts frequently discover that the social science research related to sexual harassment provides little in the way of tools or data that are directly applicable to the evaluation of plaintiffs in sexual harassment litigation. This article addresses that issue and offers suggestions to social science researchers that may improve the utility of sexual harassment research in the litigation of sexual harassment cases.     

Exploring sexual harassment and related attitudes in Beninese high schools: a field study

Sexual harassment severely impacts the educational system in the West African country Benin and the progress of women in this society that is characterized by great gender inequality. Knowledge of the belief systems rooting in the sociocultural context is crucial to the understanding of sexual harassment. However, no study has yet investigated how sexual harassment is related to fundamental beliefs in Benin or West African countries. We conducted a field study on 265 female and male students from several high schools in Benin to investigate the link between sexual harassment and measures of ambivalent sexism, gender identity, and rape myth acceptance. Almost half of the sample reported having experienced sexual harassment personally or among peers. Levels of sexism and rape myth acceptance were very high compared to other studies. These attitudes appeared to converge in a sexist belief system that was linked to personal experiences, the perceived probability of experiencing and fear of sexual harassment. Results suggest that sexual harassment is a societal problem and that interventions need to address fundamental attitudes held in societies low in gender equality.