试论就业歧视及其公法规制

就业歧视既是经济问题、社会问题,更是法律问题。当前我国普遍存在的就业歧视问题之根源在于市场经济条件下用人单位效益至上价值原则与劳动者平等就业价值理念两者之间的难以趋同,是当今法律面对的一种尴尬。国家对单位用人自主权进行公法意义上的规制是社会本位理念下的现代劳动法发展趋势之所在,制定反就业歧视法应作为完善劳动立法的一个重要方面。通过立法进一步明确平等就业的权利保障机制和违法救济措施,以期消除就业歧视、引导和推动我国劳动就业市场健康向前发展。     

Disability Discrimination Law in the United Kingdom and the New Civil Rights History: The Contribution of Caroline Gooding

This article concerns the theoretical and practical contribution of radical lawyer, feminist, and disability activist, Caroline Gooding to disability rights in the United Kingdom. It assesses the impact of her published work in the 1990s and translation of her insights into practice through her work on the Disability Discrimination Act 1995 and later at the Disability Rights Commission, not least in securing in legislation a positive disability equality duty. In particular, it seeks to situate Gooding's contribution within the ‘new civil rights history’, with its emphasis on the role of lawyer as mediator, facilitator, and ‘gatekeeper’. It argues that through her engagement with strategic law enforcement, law reform, and the wider mobilization of the law, Gooding created ‘alternative visions and accounts’ of disability and so forged a decisive connection between disabled people as a social movement and the law, in ways of exemplary value to social movements more generally.     

反就业歧视的现状及对策研究——从高校毕业生就业的视角

目前我国正处于社会转型时期,经济增长压力加大,劳动力市场还在逐步健全之中,新增劳动力数量庞大,劳动力市场总体上呈现出供大于求的买方市场格局,就业形势严峻。在这种背景下,高校毕业生面临着巨大的就业压力,在一些地方和经济组织中受到的就业歧视也日渐严重,歧视的形式亦多种多样。就业歧视对刚迈出校门的高校毕业生而言,不仅侵犯了他们的包括就业权在内的多种劳动权利,而且这也与法律面前人人平等的原则相背离;另一方面也会造成人才的浪费并且会给社会带来不稳定的因素。针对这一问题,对高校毕业生所面临的就业歧视的表现和其成因,通过实证的方法做出分析,并在此基础上提出了完善我国现行法律和加强反就业歧视执法的建议。     

EU Directive on unfair commercial practices--a UK perspective

Legal context. Lack of any catch-all law of unfair competitionin the UK – difficulty for brand owners in protectingtheir IP rights with regard to look-alike products. UK remediessuch as passing-off and trade mark infringement have provedtoo narrow. EU Directive will add to the remedies availableand may assist brand owners in their battle against look-a-likeproducts. Key points. Legal position on look-a-likes in the UK –objectives of the new Directive. Analysis of the two main waysto establish a commercial practice is unfair in the look-a-likecontext. The likely effect of the Directive in the UK on copycatsyndrome and looking to the future. Practical significance. Brand owners may use the new law alongwith the old to stamp out look-a-like activities. Practicalapplication of the test under the Directive. Remedies includecourt orders to stop and prevent unfair commercial practiceto optional possibility of court-imposed requirement to publisha corrective statement or fine – if latter is introducedinto the UK would be an additional deterrent factor of practicalvalue.     

反就业歧视的法律思考

作为国际社会的重要成员,我国批准、加入了一系列禁止歧视的国际公约,但由于种种原因,就业歧视已成为我国当前一个突出的社会问题。解决这一问题,除了传统观念的更新、相关制度的变革外,主要还得从法律制度上着手,借鉴国际反歧视立法之成功经验,构建适合中国国情的反就业歧视法律制度。     

禁止就业歧视的"人本"之维

禁止就业歧视的"人本"价值在于:实现人的生存权和发展权,维护人格尊严、实现正义,维护人类共同利益、实现社会和谐。我国禁止就业歧视的法律较好地体现了"人本"精神,但也有一些不足,应当加以完善。     

Structure and Function: Impact on Employment of Women in Law Enforcement

Although women experienced a marked increase in representation as full-time sworn law enforcement officers during the 1980s and 1990s, growth has slowed in recent years and women continue to be underrepresented in the profession. Employing multiple waves of Law Enforcement Management and Administrative Statistics data, this study describes trends in representation of women in policing and explores their continued lack of representation to determine whether organizational variables (structure and function) work to support a hegemonic masculinity and whether those structures are malleable over time. Results from a series of ordinary least squares regression models indicate several structural impediments to women in policing, but these are not consistent barriers.     

反残疾人就业歧视的法律保障研究

残疾人就业是民生问题。我国残疾人在就业中经常遭到歧视,各类残疾人的就业率低,劳动保障程度差。已有的《残疾人保障法》中有保障残疾人平等就业权和反就业歧视的内容,但是没有具体完善的规定,缺乏可操作性和法律救济措施,导致形同虚设,故构建反残疾人就业歧视相关的法律框架是我国保障残疾人平等就业权益的迫切需要。本文关注我国反残疾人就业歧视问题,在分析国际条约要求与借鉴发达国家反残疾人就业歧视法律的基础上,提出我国反残疾人就业歧视法律框架的基本问题,以期健全完善我国的反残疾人就业歧视法律框架,提高残疾人的社会融合度。     

证据法革新的框架

法治如同一种粘合剂,将社会各部分安稳地维系在一起.它给人们提供了途径,以便事先知晓权利和义务,并可围绕其进行协商.我拥有某样东西,你想要得到这样东西.你就需要与我就其价格进行洽谈而不能肆意地侵占.因此,在这个重要意义上,法律实际上是赋予了人们自由而非限制.人们习惯上将法治的价值主要归结于对权利及其相应义务的描绘.这种观点有一定道理,但其模糊了某些同等重要的因素,即：没有争议的准确解决——换言之,若没有准确的事实认定——权利和义务便都失去了意义.证据法有助于准确的事实认定,是法治中最为关键的一环;一部完善的证据法虽无法确保法治的实现,但却绝对是法治的必要组成部分.然而,构建完善的证据法绝非易事,因为证据规则属于诉讼理论的一部分;诉讼理论又包含于政府理论之中;而各国的政府理论可谓是千差万别.此外,对于如何最有效率和效果地寻找事实真相仍然存在分歧,且与之相关的是,当追求事实真相的价值与其它社会价值处于竞争关系时,孰优孰劣、如何取舍的问题也存在着分歧.最后,外行事实认定者（如陪审员）的参与会影响到诉讼程序的架构.总之,证据法至少要安置好五方面问题,即：架构问题、认识论问题、社会问题、管理问题和执行问题.     

Employment Discrimination Law and Industrial Psychology: Social Science as Social Authority and the Co‐Production of Law and Science

This article combines Monahan and Walker's classification of social facts, social authority, and social frameworks with political‐institutionalism's view of law and science as competing institutional logics to explain how, and with what consequences, employment discrimination law and industrial‐organizational (I‐O) psychology became co‐produced. When social science is incorporated into enforcement of legislative law as social authority—rationale for judicial rule making—law's institutional logic of relying on precedent and reasoning by analogy ensures that social science will have ongoing influence on law's development. By helping set research agendas and providing new professional opportunities, institutionalized legal doctrine shapes social science knowledge. But because of differences in institutional logic, wherein legal cumulation is backward looking whereas scientific cumulation is forward looking, co‐production of law and science may produce institutional mismatch between legal doctrine and scientific knowledge.     

我国城镇就业中的长相歧视研究

自然人长相的多元与差异是生物多样化的体现。对人体长相的喜爱、悦目与欣赏是人们爱美、求美与享受美的精神需要，但用人单位将自然人的长相作为提供职位的条件之一则混同了审美的个人心理需求与他人行使劳动权的宪法基本权利的社会活动的界限，将对人体美欣赏的精神需求作为提升企业形象的手段则混同了二者的区别。劳动者的长相不仅与履行岗位职责无直接的联系，而且也非劳动者完成岗位职责所必需，用人单位提供职位要求劳动者的长相条件不仅是不合理的，而且也是不必要的，在法律上构成就业中的长相歧视。禁止就业中的长相歧视需要在立法中明确禁止长相歧视的种类，这是国家为劳动者提供公平的就业机会、构建社会主义和谐劳动关系的法律保障。     

反就业歧视法律问题之比较研究

文章分析了就业歧视的概念、表现形式和危害,介绍了国际上关于就业歧视产生根源的不同理论解说,评析了有关国际条约及美国、英国、加拿大和我国关于反歧视的立法规定,并就完善我国反就业歧视的法律制度提出了具体建议:(1)完善相关立法;(2)扩大法律援助的范围;(3)加强司法介入;(4)正确界定政府角色,加强劳动执法监督检查力度。