人力资源管理与劳工权益保护

人力资源管理作为西方跨国企业"以人为本"的管理实践在中国也得到了广泛应用.然而,中国企业的人力资源管理在具体实践中却发生了理念和技术的分离,产生了过量劳动分工、过度加班、严苛制度等现象,并引发了严重的劳资对立.因此,建立员工为导向的人力资源管理体系以及企业劳动关系风险防范机制成为中国企业走出劳资困境的有效途径.     

论劳动力权是职工参与权的权利来源

职工参与权是劳动力权人享有的通过参与公司民主决策、民主管理和民主监督来促进公司发展,保障其权益的权利.从劳动力权的人权和财产(“物”)权属性来看,职工参与权的权利来源是职工(劳动者)所拥有的劳动力权而不是来源于政治与经济制度和劳动权.     

劳动力产权实现的关键:剩余索取权

社会主义市场经济运行的产权主体包括资本产权和劳动力产权。劳动力产权实现的关键是剩余索取权。这是马克思“劳动价值论”在现代市场经济中的贯彻和运作 ;劳动力使用权价值实现的主要形式是工资 ,劳动力所有权价值实现是剩余索取权 ;是人力资本运作的结果 ;人力资本的增值 ;是按生产要素分配的客观要求 ;劳动力产权作为资本要素和劳动要素获得双重收入。     

Extending the Reach of Human Rights to Encompass Victims of Rape: M.C. V. Bulgaria

This note analyses a recent case of the European Court of Justice in which the applicant, a 14-year old rape victim, alleged that Bulgarian criminal law violated her rights under Articles 3 and 8 of the European Convention of Human Rights in pursuing a practice of only prosecuting rape where there was evidence of the use of physical force and active resistance. In upholding the applicant’s claims, the Court re-affirmed the positive obligation on states to adopt measures to ensure that fundamental rights under the Convention were secured. In particular, in the case of rape, this required the enactment and application of criminal laws effectively prescribing all acts of non-consensual sex and not just those involving physical violence. In this way the Court affirmed not only that rape was, in essence, a violation of personal sexual autonomy but also that legal systems which failed adequately to protect against all forms of rape risked operating in breach of Convention obligations.Application no. 39272/98, 4 December 2003.