论雇主责任过错推定原则的合理性

雇佣是现代社会的一个普遍现象。受雇人因执行一定的职务不法侵害他人权益时，如何规制其雇主的损害赔偿责任是法律上的一个重要的课题。无论从构成要件的认定，还是从责任承担的安排上，均可推导出雇主责任过错推定原则的合理性。我国未来的侵权责任法宜明确规定雇主责任为过错推定原则。     

Systematic construction of lawfulness of processing employees’ personal information under China's personal information protection law

With the rapid development and widespread use of digital technologies in the workplace in China, employers’ right to monitor and direct employees has often been abused, raising a number of disputes over the infringement of employees’ right to privacy in terms of their personal information. China must urgently develop an appropriate approach to balancing these two conflicting interests. However, there is currently no coherent and uniform regime governing the protection of employees’ personal information in China. The primary legal source on which employers can rely is the latest version of the Chinese Personal Information Protection Law (PIPL), which offers three lawful bases for employers’ processing of their employees’ personal information. These bases are employee consent; “necessity for the conclusion or performance of an employment contract”; and “necessity for conducting human resource management.” Concerns have been expressed regarding the reasonableness and effectiveness of the three lawful bases under the PIPL. First, it is both legally and practically problematic for the PIPL to rely so heavily on employee consent. Second, it is unclear whether the other two lawful bases relieve employers of the duty of notification and, if so, how to safeguard employees’ right to know. Third, the ambiguous standard of “necessity” requires clarification.This article argues that China should adopt many elements from EU law, while US law should be only followed in relation to the standard of “necessity”. In relation to employee consent, the EU approach is preferable to the US approach. As the EU approach does not generally regard employees’ consent as a lawful basis for the processing of their information and uses the other two lawful bases as alternatives to employee consent, this approach better reflects the customary practices of employee subordination and employer control in China. In contrast, US law deems employee consent to be an absolute general defense to the tort of privacy violation and adopts an employer favoritism approach to balancing these two conflicting interests, which is not appropriate in the Chinese context. In relation to the scope of necessity, three tests taken from the EU and US approaches should be considered by the Chinese courts. In addition, when processing personal information based on the other two lawful bases, employers should safeguard employees’ right to know through collective contracts concluded with labor unions or employee representatives under the Chinese Labor Contract Law, which would effectively address employers’ arbitrariness. Ultimately, these changes would produce a better balance between employees’ right to privacy in terms of their personal information and employers’ need to subordinate and control employees.     

FAMILY CARE COMMITMENT DISCRIMINATION: BRIDGING THE GAP BETWEEN WORK AND FAMILY

This Note discusses the pervasive problem of employment discrimination based on family responsibilities, or family care commitment discrimination. Employees with family care commitments often find themselves being pulled in opposing directions—between work and family. When an employee is forced to choose work, for financial reasons, over family, his or her family ends up suffering. The current state and federal statutes aimed at employment discrimination are insufficient to deal with family care commitment discrimination. This Note proposes a change to the current legislation and explains how this change will protect employees and families, while causing employers to internalize externalities by adopting more family‐friendly policies.     

Employee assistance programs: an employer's guide to emerging liability issues

Increasing numbers of employers are implementing employee assistance programs (EAPs) designed to assist employees with personal issues that affect their work performance. Studies show that EAPs can dramatically increase employee productivity, but the benefits from EAPs have been accompanied by a less welcome development: lawsuits filed against employers by employees who allege that they suffered harm in the course of obtaining services through their employers' EAPs. Although the potential for liability will always exist, the employer that adheres to certain guidelines will be able to minimize its risk and make its EAP well worth the investment.     

Genetic discrimination: the use of genetically based diagnostic and prognostic tests by employers and insurers

Genetic discrimination is detrimental to public health programs, as well as to society generally. Advances in genetic testing and screening, accelerated and prompted by the Human Genome Initiative, increase society's ability to detect and monitor chromosomal differences. These technologies and their resulting genomic data will enhance medical science, but may also encourage discrimination. Although few employers or insurers currently utilize genetic screening, testing or data, rising employee benefit costs and market forces create powerful incentives for usage. Current municipal, state and federal laws, including the Americans with Disabilities Act (ADA), may not sufficiently protect employees and insureds from genetic discrimination. While municipal and state protections should not be overlooked, the ADA's sweeping scope may currently provide the most comprehensive safeguard. Federal laws banning discrimination on the basis of race or sex might also successfully redress some forms of genetic discrimination. Genetic technologies' advent necessitates efforts to rectify state and federal statutory coverage gaps, strictly regulate employers and produce comprehensive guidelines regarding its use.     

雇员离职后的竞业禁止

在制定商业秘密保护法与劳动合同法时,我国对离职后竞业禁止协议的规制应当建立在正确的法益目标之上,即以保护商业秘密和维护正常竞争秩序为目的,通过合理适度的竞业限制,谋求雇主、雇员、社会三者之间的利益平衡。     

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。     

"Reasonable accommodation" under the Americans with Disabilities Act--what does it mean?

The Americans with Disabilities Act (ADA) imposes on employers the duty to afford qualified disabled applicants and employees "reasonable accommodation," but provides minimal guidance as to the range of actions necessary to fulfill this duty. Under the statutory scheme, required accommodations will vary from employer to employer, from worksite to worksite for the same employer, and perhaps even from employee to employee at the same worksite. Personnel managers will be required to make very fact-specific decisions in each case as to whether to offer particular accommodations, with any decision declining to provide the accommodation subject to attack in litigation. Based on an analysis of how similar reasonable accommodation requirements have been interpreted under other statutes, this article analyzes the likely parameters of the duty to afford reasonable accommodation under the ADA and offers specific suggestions for employers to minimize their risk of liability.     

Smoking in the work place: a management perspective.

In the past, smoking in the private work place has been a matter left largely to the discretion of individual employees and employers. A recent poll of the nation's largest service and industrial companies indicates a strong employer preference for this noninterventionist approach by which employees work out smoking-related problems among themselves. Nonetheless, approximately eight states and four dozen localities have passed legislation regulating smoking in the private work place, apparently in response to the courts' reluctance to order such restrictions where the employer has undertaken reasonable efforts to accommodate smokers and nonsmokers. While these laws vary widely in their language and specifics, they may pose significant practical and compliance problems for employers. In the following article, the authors examine judicial, legislative, and employer responses to work-place smoking issues and discuss the options of private employers for coping with this problem.     

The United Kingdom Right to Request as a Model for Flexible Work in the European Union

Flexible work, the practice of giving employees some control over their working time, can transform the modern workplace. Once the province of scattered national legislation, the European Union is now considering the inclusion of flextime rights in the Working Time Directive (WTD), the leading EU legislation related to work time. In this article, we propose that the European Commission should adopt a right to request flexible work as part of the WTD. Adoption of the right to request flexible work would significantly alleviate the challenges employees face in maintaining work–life balance. The right to request flexible work can also provide benefits to employers by increasing employee loyalty and productivity. Finally, adoption of the right to request flexible work into the WTD would improve the overall effectiveness of the EU's employment law framework in an increasingly fast‐paced and competitive society.     

Retiree medical benefit plans and the impact of the bankruptcy filing of LTV Corp.

In the past two decades, post-retirement medical benefit programs have become a significant feature in the benefits packages of many employers. Soaring medical costs and decreasing work forces have made it increasingly difficult for employers to pay for these programs, while at the same time, Congress has made it more difficult for employers to prefund them. The critical level of unfunded retiree medical liability faced by many companies was brought to prominence when LTV Corp., the nation's second largest steel producer, filed for bankruptcy reorganization and promptly terminated its retiree medical benefit plan.     

澳大利亚OHS自律型法律模式探析

20世纪70年代以来,澳大利亚在职业健康与安全领域实施了罗本斯报告建议的自律型法律模式,OHS立法主要规定宽泛的"一般义务",至于具体应当采取哪些措施来履行义务、实现目标,雇主享有较大的自主权。这一模式有利于克服行政官僚膨胀低效问题,有利于OHS立法简约,调动了雇主在OHS治理过程中的积极主动性,强调雇员的合作与参与,在澳大利亚收到良好的效果。尽管近年来这种模式也暴露出一些弊端,但是对我国的职业健康与安全法律模式的构建,尤其在OHS的立法整合、管理权与监察权配置、政府-雇主-雇员三方机制的建立、地方立法自主权、强制与非强制执法方式等诸多方面均有借鉴意义。     

Safeguarding Vulnerable Groups Act 2006: the implications for employers in educational settings

Vetting those who work with children and vulnerable adults is an emotive topic and one which can prove a challenging area for employers. The legitimate interest that parents, carers and employers have in screening those charged with the care of others can be in direct conflict with the most fundamental principles of economic freedom and employees’ human rights. The desire to balance these conflicting objectives is at the heart of the Safeguarding Vulnerable Groups Act 2006, which introduces what is being heralded as the most inclusive and comprehensive vetting and barring system to date. The changes dramatically widen the scope of workers who are subject to vetting and barring processes, covering employees, volunteers and contractors in the education, care and health industries, and affecting some 11.3 million people in the UK. This new scheme is of particular relevance and importance to schools and other educational institutions, who will be directly affected by the changes. This article will examine the practical employment implications of the new regime and the new obligations that the Vetting and Barring Scheme creates for both employers and employees.     

Unjust Enrichment in the ‘Fairchild Enclave’ International Energy Group Ltd v Zurich Insurance plc

In International Energy Group v Zurich Insurance, the Supreme Court considered the implications of the special rule in Fairchild v Glenhaven Funeral Services Ltd for insurers’ for employers’ liability. The question for the Court was whether, in the light of its earlier decision in Durham v BAI (Run off) Ltd, insurers could be held liable for employees’ mesothelioma claims, even if the employer was not insured throughout the period of employment. The seven Justices unanimously held that insurers’ liability was proportionate to the period of insurance. In reaching that result, the majority recognised that the insurers were entitled to ‘equitable recoupment’ from insured‐employers in respect of periods during which they were uninsured. This note critiques the recoupment right with an unjust enrichment lens.     

Personal data protection in employment: New legal challenges for Malaysia

The purpose of this article is to discuss and apply data protection principles in the context of employment. The Personal Data Protection Act (PDPA), passed by the Malaysian Parliament in 2010, has affected many aspects of life in Malaysia, including employment. Storage of data by employers is rampant. Management, as the data user, is duty bound to safeguard the employees' data according to the PDPA. Likewise, the employees, as data subjects, enjoy some rights under the PDPA. The author also examines issues of privacy law: whether such law exists in Malaysia and, if so, whether it can be reconciled with the PDPA's principles. The author adopts legal methodology anchored in exploratory analysis, with the legislative text as the main reference point.     

A Need Not Being Met: Providing Paid Family and Medical Leave for All Americans

Many parents in the United States face the quandary of whether to take time off from work to care for themselves, their children, or other family member, understanding that their jobs may not be there upon return and they will receive no income during their leave. The Family and Medical Leave Act has not lifted this burden; it only provides for unpaid leave. Four states and several cities have implemented paid family and medical leave statutes with both employees and employers benefiting. This Note proposes a uniform paid family and medical leave statute based on other countries’ statutes; proposed federal legislation; and statutes in New York, California, and San Francisco.     

Introducing Human Mandible Identification [(hu)MANid]: A Free,Web‐Based GUI to Classify Human Mandibles

Statistical programs have revolutionized the way in which forensic anthropologists conduct casework by allowing practitioners to use computationally complex analytics at the click of a button. Importantly, the products of these statistical programs are reproducible and contain measures of error or uncertainty, thereby strengthening conclusions. This paper is an introduction to (hu)MANid, a free, web‐based application that uses linear and mixture discriminant function analyses to classify human mandibles into one of many worldwide and/or periodic reference groups. The mechanics, development, and use of the application will be discussed. Further, the program was tested against other software to compare model performances and classifications. Total correct classifications among the test cases and programs were identical. Ten mandibles were tested using both statistical procedures. Mixture discriminant analysis improved classification by an average of 9.3% and correctly identified three more mandibles than LDA. Therefore, we believe (hu)MANid will be an asset to the anthropological community.     

Publicsector worker safety and legal remedies

While much is known about the affirmative responsibilities private employers must undertake in order to protect workers on the job, the responsibilities of public-sector employers have not been heretofore addressed. This article analyzes federal laws that pertain to worker safety. These laws will be discussed in light of legal responsibilities placed on public-sector agencies to provide a safe work environment for employees.     

青少年在线权利的法律保护

不良信息对青少年身心健康的侵蚀是不容忽视的。网络虚拟世界、网络社会对真实世界、现实社会的依附性决定了人类对网络虚拟世界、网络社会具有控制和规范的能力。就青少年而言,他们有获得有益于其身心健康、文明向上的精神产品的权利;就社会而言,为青少年提供文明、健康的精神产品是社会的义务和责任。而法律介入是保护青少年在线权利的必由之路。     

The Employment of People with Criminal Records in the European Union

This paper summarises a large-scale research project, jointly funded by the European Commission and the Northern Ireland Office, about the legislation, policies, and practices which act against the employment of people with a criminal record in the European Union. The disparity of legal guidance between countries effectively restricts the opportunities for people with a criminal record to work in the country they choose. This paper intends to increase awareness of the policies across Europe which affect the employment of people with a criminal record with a view to addressing the marginalisation of this group and thereby encouraging the re-integration of ex-offenders into society. Details of the work undertaken by a project based in Northern Ireland, 'Coping with Convictions' which endeavours to tackle some of the existing barriers to ex-offender employment are described. In addition, the recent introduction of UK legislation, allowing employers greater access to criminal record information, and the implications this may have for ex-offenders seeking employment are also discussed.