从郑百文看我国的独立董事制度

独立董事是“独立的外部董事”的简称,是指独立于公司之外,而又行使董事职权的外部董事。因郑州百文股份有限公司(集团)存在虚假财务报表等严重问题,2001年9月,中国证监会作出决定,对郑百文董事长、副董事长、董事分别处以罚款。郑百文独立董事陆家豪以自己既未参与过郑百文的经营管理,也未从郑百文领取过任何报酬为由,不服中国证监会处罚决定,向法院提起诉讼,由此引发人们对我国独立董事制度问题的思考……     

欧美主要国家上市公司董事薪酬制度之变迁

2008年金融危机对欧美主要国家上市公司董事薪酬制度的立法理念产生了较大影响,从此前仅强调董事薪酬应符合公平正义理念,转为兼重公司经营的风险调控和可持续发展.一直以来,基于对社会公正价值的追求,薪酬制度主要关注薪酬制定主体的独立性以及立法和司法的有限干预.但在金融危机爆发后,立法者意识到除薪酬制定机关的独立性无法得以有效保障外,董事和股东基于公司运营而产生的时间及风险偏好差异,更是危机的重要成因之一.因此,欧美主要国家通过立法,在强化薪酬制定机关的独立性,赋予股东相关表决权的同时,将风险调控作为薪酬制度的核心,以确保公司的可持续发展.考虑到我国上市公司的股权结构较为集中,现行制度应在保障中小股东和机构股东的投票权、强化董事业绩和薪酬之间的关联性、明确界定司法审查标准以及确保薪酬方案应有利于公司的可持续发展等几方面加强完善.     

公益法人董事会职权配置研究

社团式公益法人董事会是公益法人执行机构。财团式公益法人董事会在公益法人治理结构中的法律地位相对比较复杂,既可能是执行机构,也可能是决策机构。两类公益法人董事会法律地位上的差别,决定了社团式公益法人和财团式公益法人董事会职权配置内容差别,更导致了公益法人董事会与其经营管理机构之间关系的不同。公益法人董事会职权配置既是对营利法人董事会职权配置借鉴的结果,又体现了对其自身特点的兼顾。     

Study on the Function of Board of Directors of Public Interests Legal Persons

社团式公益法人董事会是公益法人执行机构.财团式公益法人董事会在公益法人治理结构中的法律地位相对比较复杂,既可能是执行机构,也可能是决策机构.两类公益法人董事会法律地位上的差别,决定了社团式公益法人和财团式公益法人董事会职权配置内容差别,更导致了公益法人董事会与其经营管理机构之间关系的不同.公益法人董事会职权配置既是对营利法人董事会职权配置借鉴的结果,又体现了对其自身特点的兼顾.     

浅谈独立董事制度及其引入

独立董事又称外部董事或独立非执行董事，指具有董事身份，不在公司内担任其他职务，不在公司领取薪酬，同公司没有其他实质性利益关系，能对公司事务作出独立、客观判断的部分董事。     

董事报酬的几个法律问题

从民法法理分析，没有任何有力的理由禁止董事在公司领取报酬。董事可能是股东。但他受股东会选任，组成董事会，执行股东会决议，履行运营公司的职责；较之非董事股东，另外付出劳动和时间，自然可以在做为股东分配利润以外另行要求报酬。     

法人董事之可能与构建

在董事能否由法人担任这一问题上,各国立法存在较大差异。我国法律虽无明确规定,但从解释论上而言实际将董事局限于自然人范围之内。然而,"董事只能由自然人担任"这一规范解释的合理性与正当性值得商榷。事实上,法人担任董事所涉及的人格问题、代表人利益冲突以及董事独立性疑虑均能够在法人董事制度内部实现逻辑自洽。法人董事在提高董事会实效、回应法人股东需求,以及平衡控制股东责任等方面具有自然人董事所不可比拟的优势。不论是于集团内部为母公司提供对子公司实质合理的驾驭之术,还是引入专业管理公司进入董事会改善公司治理之困境,均是法人董事于商业环境之有效运用。此外,法人担任公司董事的构建,可通过建立强制任命常任代表与完善连带责任规则等制度予以实现。     

谁在沦为上市公司的“花瓶”

随着上市公司年报的陆续发布，银行、地产等行业公司高管纷纷领取巨额薪酬现象在社会造成了广泛影响。同时，本应代表广大中小股东利益的独立董事的年薪也随之水涨船高，动辄百万的薪酬不禁让公众质疑独立董事真的能独立吗？     

浅议我国独立董事激励机制的完善——以薪酬激励为角度

独立董事激励机制包括声誉激励和薪酬激励。在我国,由于信用机制的缺失及法律规定的空白,声誉激励尚未形成体制。而给予独立董事合理和适当的薪酬可以进一步激发独立董事的工作积极性和责任感,尤其是我国引入独立董事制度时间还不长,薪酬激励更具现实意义。本文通过研究我国独立董事薪酬激励制度的现状及其必要性,得出从薪酬的形式、支付方式、确定标准和薪酬确定机关四方面来完善薪酬激励制度,从而健全我国独立董事的激励机制。     

“事业单位法人”概念存废论

＂事业单位法人＂是中国所特有的概念。在未来的民法典中这一概念是保留还是放弃,学界存在不同观点。＂事业单位法人＂概念产生于特定的历史背景,存在名不符实、内涵与外延不一致等逻辑矛盾。而社会公益类事业单位法人的性质也并不明确,立法上不足采纳。＂事业单位法人＂的概念已经无法涵盖各种法人类型,未来立法应放弃这一概念。     

The Rule in Cradock v. Piper (1850): Exception or Principle

In Cradock v. Piper (1850) the court allowed a solicitor-trustee to charge for his professional services in relation to certain litigation This was in the absence of a charging clause, and in apparent violation of a strict and general principle of the law of trusts that trustees had to act without remuneration. The rule still exists today, though it is invariably described as anomalous and lacking any rational basis.This paper examines whether the court did indeed establish an exception to the general no-remuneration rule, or whether it applied legal principle correctly The analysis of the court's judgment, of case law, and of contemporary attitudes to professional trustees, shows that the court was correct in refusing to prohibit remuneration where the connection was too tenuous to give rise to a conflict of interest.     

单位证明的误区——论刑事诉讼中的单位作证中如何避免滥用证人权利

单位作证是司法实践中的一种普遍现象,其中尤以单位证明的使用最为广泛和富有争议。本文阐述单位证明作为诉讼证据使用的现状,并对单位证明作合法性分析,解读因单位证明的使用导致单位滥用证人权利现象的产生及成因,提出如何规范和引导单位作证行为,限制和约束单位滥用证人权利,以解决单位作证中遇到的理论和实际问题。     

经营者自定薪酬的控制机制探索

经营者因利益冲突而寻租,经营者自定薪酬大行其道,致使年薪制在实践中背离其设计目标.程序公正成为控制经营者自定薪酬的关键,这就要求提高经营者薪酬透明度;通过排除"灰色董事"和引入商事判断规则,超越董事会潜规则,增强利益冲突隔离机制的有效性;股东大会的事前控制应定位于薪酬政策和长期激励方案,并通过引入股东提案权和代表诉讼机制,强化股东对经营者薪酬的事后监督.     

拒不支付劳动报酬罪法律适用问题研究

在劳务派遣、工程承包、分包、转包中,要结合劳务关系的具体情形认定犯罪主体。不构成劳动关系也可以适用该法条进行救济。在客观表现方面,涉及本罪罪状的叙述、劳动报酬的范围、＂经政府有关部门责令支付仍不支付＂,以及＂数额较大＂、＂造成严重后果＂等法律适用问题。     

单位证明的误区——论刑事诉讼中的单位作证中如何避免滥用证人权利

单位作证是司法实践中的一种普遍现象,其中尤以单位证明的使用最为广泛和富有争议。本文阐述单位证明作为诉讼证据使用的现状,并对单位证明作合法性分析,解读因单位证明的使用导致单位滥用证人权利现象的产生及成因,提出如何规范和引导单位作证行为,限制和约束单位滥用证人权利,以解决单位作证中遇到的理论和实际问题。     

Changes in Lawyers' Earnings: The Impact of Differentiation and Growth in the Canadian Legal Profession

The relatively greater numbers of young, female, and salaried lawyers are said to have diminished the legal profession's control of the market for its services, and hence of its income and status. This article examines the effects on lawyers' real earnings attributable to the rapid change in size and composition of the legal profession in Canada during the 1970s. An analysis of the components of inter-temporal earnings differences, which takes account of changes in composition and in the remuneration or pay structure, shows that the unprecedented growth in lawyer supply was responsible for most of the decline in lawyers' real earnings. But lawyers who were young, female, salaried, or in government service avoided this negative market effect, while lawyers who were male, self-employed, or outside the major financial centers, bore most of the negative economic impact of the rapid supply growth.     

试析法人作品与职务作品的区分标准

如何区别法人作品与职务作品已成为理论与实务的难点。应从作品所体现的意志加以判定,具体表现在三个方面:作品署名;作品内容;作品的性质与用途。同时,为激发作者的创作热情,保护作者的合法权益,应严格解释法人作品。     

Global custody of endowment funds

This article explores the law relating to the global custodianship of funds, notably as managed for endowed charities such as universities and independent schools. Is global custody based on the legal concept of bailment or of trusts? Just how secure are the legal underpinnings of this financial mechanism? The conclusions are that the legal foundations to the concepts of custodianship, and especially on a global level with the appointment of sub-custodians, is surprisingly uncertain and confused in English Law, providing rather less reassurance to charity trustees concerning the security of the financial assets for which they are accountable than they might reasonably have expected.     

民族法文化与中华法系——以金代为例

本文试以12-13世纪中国北方游牧文明对中原农耕文明的又一波撞击中,女真习惯法文化与中原儒家法文化双向流动、融汇而成的多元一体的金法文化为例,说明中国传统法律文化荟萃各民族法律文化之精华,兼收并蓄,广采博取,取精用宏,才铸就了自身独特的法律品格;而作为中国传统法律文化的典型代表,中华法系的形成也经历了从分散的多元结合成一体的历史过程;中华法系是以汉族为主体的各民族法律意识、法律原则和法律制度长期交流、融合的产物。     

Electronic personhood for artificial intelligence in the workplace

There are several legal and ethical problems associated with the far-reaching integration of man with Artificial Intelligence (AI) within the framework of algorithmic management. One of these problems is the question of the legal subjectivity of the parties to a contractual obligation within the framework of crowdworking, which includes the service provider, the Internet platform with AI, and the applicant's client. Crowdworking is an excellent example of a laboratory of interdependence and collaboration between humans and artificial intelligence as part of the algorithmic management process. Referring to the example of crowdworking platforms, we should ask whether, in the face of the rapid development of AI and algorithmic management, AI can be an employer equipped with electronic personhood? What characteristics does a work environment in which AI and algorithmic governance mechanisms play a dominant role? What kind of ethical implications are associated with the practical application of the concept of electronic subjectivity of AI in employment relations? This paper analyses the legal and ethical implications of electronic AI subjectivity in the work environment. The legal construction of electronic personhood is examined. The legal entity that uses AI, which manages the work process through algorithmic subordination, bears the risks resulting from such use (economic, personal, technical, and social) and full material responsibility (individual liability regime with the application of the presumption of guilt rule) in case of damage to an employee. Liability provisions can be complemented by a mandatory insurance scheme for AI users and a compensation fund that can offer support when none of the insurance policies covers the risk. A compensation fund can be paid for by the manufacturer, owner, user, or trainer of the AI and can compensate all those who suffer damage as a result of its operations. This is the direction proposed by the European Parliament, which has progressively called for robots to be given an electronic personality. The personalistic concept of work excludes the possibility of AI becoming a legal entity. Alongside legal arguments, ethical questions are of fundamental importance. The final part of the article presents the ethical implications of AI as an employer endowed with a legal entity (electronic personhood).