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。     

Explaining Sexual Harassment Judgments: Looking Beyond Gender of the Rater

Law and Human Behavior - In two decades of research on sexual harassment, one finding that appears repeatedly is that gender of the rater influences judgments about sexual harassment such that...     

职场性骚扰的原因分析与对策探微

职场性骚扰是具有一定危害性的社会问题,其本质是对人格尊严、人权的侵犯,它障碍了两性平等、完整享受工作待遇与发展的机会,同时也给安全与健康带来了不利影响。目前,我国反对职场性骚扰的措施还很薄弱,因此,积极探讨职场性骚扰的原因,寻找消除这一野蛮行为的对策十分必要。     

The Reasonable Woman Standard: Effects on Sexual Harassment Court Decisions

Some federal courts have used a reasonable woman standard rather than the traditional reasonable man or reasonable person standard to determine whether hostile environment sexual harassment has occurred. The current research examined the impact of the reasonable woman standard on federal district court decisions, controlling for other factors found to affect sexual harassment court decisions. Results indicated that there was a weak relationship between whether a case followed a reasonable woman precedent-setting case and the likelihood that the court decision favored the plaintiff. The implications of our findings for individuals and organizations involved in sexual harassment claims are discussed.     

性骚扰的民事责任初探

性骚扰的民事责任在中国属于新兴的研究课题。本文试图根据比较方法对性骚扰概念与性骚扰立法所保护的对象作出必要的法律界定 ;同时侧重讨论了证明性骚扰案件的证据问题和构成性骚扰的民事赔偿问题。     

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。     

The Question to Substitute Responsibility in the Workplace Sexual Harassment

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.     

Correlates of Joining a Sexual Harassment Class Action

Researchers have proposed a variety of factors that influence the decision to seek legal relief in response to sexual harassment, but have generally failed to test these proposals empirically. The present study aims to address this gap by investigating the decision to join a class-action lawsuit. Participants were female professionals at a nationally based financial services firm, who either participated in or opted out of a sexual harassment class-action proceeding against the company. Five variables emerged as significant correlates of joining the class: organizational climate, turnover, financial dependence, PTSD, and primary appraisal. Dominance analysis identified contextual factors as the most important correlate. Theoretical and practical implications for the role of these factors in joining a class action are discussed.

性骚扰侵权责任探究

性骚扰是指违背当事人的意愿,采用包括语言和动作在内的一切与性有关的挑逗、侵犯和侮辱等方式,造成他人生理、心理损害或精神紧张的行为。它侵害的是受害人的性尊严权,具有严重的危害性。对于这种侵权行为,受害人可依法主张侵权人承担侵权责任。性骚扰侵权责任的承担方式有：停止侵害;赔礼道歉;赔偿损失,包括物质损害赔偿、精神损害赔偿、惩罚性损害赔偿。     

性骚扰民事诉讼特别规制研究

对于日益增多的性骚扰案件,研究如何在民事诉讼方面进行特别的规制是至关重要的.根据性骚扰案件的特点,从证据、审理和救济三大方面作出符合性骚扰案件特性的规定:(1)合理运用证据规则,实现证明责任的特殊配置,并且在取证方式的合法性问题上予以适当的放宽;(2)在性骚扰案件的审理期间要特别注重对诉讼参加人的隐私权进行严格的保密与保护;(3)确立惩罚性赔偿以及用人单位责任,切实保护性骚扰案件的受害者,法院还可以适当运用司法建议的方式来遏止和预防职场性骚扰行为的发生.     

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.     

Making the Sexual Harassment of Others Self-Relevant: The Roles of Identity Salience and Value Affirmation

In three experiments, female participants were primed to think of themselves as female university students or unique individuals. We predicted that group-primed participants would find reading about the sexual harassment of a female student threatening to their self-concepts. However, if these participants could affirm an important value, the threat to their personal self-esteem might be resolved. Group-primed participants who wrote about an important individual value reported higher personal self-esteem in comparison with group-primed participants who did not. However, when group-primed participants wrote about a value important to their group, they did not report higher personal self-esteem in comparison to group-primed participants who lacked this opportunity. The results suggest that group-primed participants who affirmed an important individual value reported higher personal self-esteem because it allowed them to re-categorize themselves as unique individuals who were different from the female victim.

民法典时代工作场所性骚扰的法律规制

我国《民法典》第1010条对性骚扰行为和用人单位防治性骚扰行为的规范,确立了工作场所性骚扰双阶段两行为的制度架构,架设了通往其他部门法的桥梁。工作场所性骚扰的法律规制应采用双阶行为理论,这一法律现象中包含着人格侵权和工作利益损害两个阶段,对应着工作场所性骚扰行为和用人单位防治性骚扰行为,形成了多元化、多层次的法律规制。工作场所性骚扰的法律规制经历过原初形态的就业歧视模式、发展变态的结合论模式、趋势定态的分离论模式的演变历程,已从单一行为裂变为工作场所性骚扰行为与用人单位防治性骚扰行为。工作场所性骚扰行为从就业性别歧视发展到人格侵权,受到多元化法律规制,应由行为人承担法律责任。用人单位防治性骚扰行为从工作场所性骚扰行为中独立开来,从依附于性骚扰行为的抗辩事由转变为法定独立义务,受到多层次的法律规制,用人单位从旁观者变成了行动者。     

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。     

性骚扰法律规制问题研究

国内外法学界关于以何种法律规制性骚扰的争论,实际上是关于性骚扰本质的争论,而性骚扰在本质上是侵权行为,应利用侵权行为法来规制性骚扰行为,鉴于性骚扰自身的特殊性和复杂性,建议单独制定一部《反性骚扰法》。     

The Impact of Psychological Injuries on Sexual Harassment Determinations

Although a plethora of studies focus on jury decision making in sexual harassment cases, few studies examine damage award assessments in such suits, and even fewer explore the impact of psychological injury on jurors’ liability and damage award assessments. In the present study, 342 undergraduates read a hostile environment sexual harassment case that manipulated the plaintiff’s psychological injury level (severe vs. mild vs. control) to investigate whether males and females made different damage decisions. Males using a reasonable person standard found more liability as the severity of the plaintiff’s psychological injury increased. However, males using a reasonable woman standard found less liability with the addition of any psychological injury information. Similarly, for mild and severe injuries, males using the reasonable woman standard awarded lower damages than males using the reasonable person standard. Females tended to find more harassment than males, but psychological injury and legal standard had little impact on females’ legal decisions. We discuss these findings in light of the positive relationship often observed between the plaintiff’s injury severity level and pro-plaintiff verdicts.     

The Implications of Childhood Sexual Abuse on Adult Social Behavior

Research indicates that childhood sexual abuse creates many long-term psychological difficulties, which may impair social behavior. These problems include anxiety, fear, depression, self-hatred, alienation, and suicidal tendencies. It was hypothesized that childhood sexual abuse would produce impaired social behavior in adults sexually abused as children. Two hundred and twenty-two male and female introductory psychology students from the University of Manitoba completed the Rand Corporation's Social Health Battery amplpar1978amprpar;, Linn's Social Dysfunction Rating Scale (1969), and a shortened version of Finkelhor's Sexual Victimization Survey (1979). Participants who experienced childhood sexual abuse exhibited impaired social behavior, which included fewer friends and social contacts, and more social adjustment problems. The importance of early intervention for children who experienced sexual abuse was discussed.     

司法判决“终局性”问题研究——以内地司法判决在香港承认与执行为中心

终局性问题成为内地判决在香港顺利获得承认执行的主要障碍。香港法院通过一系列判决建立起了针对内地司法判决终局性的完整规则体系。通过对普通法法域终局性规则晚近发展的考察,并依据普通法判决理由的确定理论,建议香港法院采纳灵活的终局性标准,即判断终局性的关键应在于内地司法判决是否在当事人之间创设了确定的债权债务关系。     

"公正和有利的"工作条件权:消除工作场所性骚扰的措施

引　言工作权是人权中不可分割的一部分。〔1〕在国家层面采取的“临时特别措施”,如“肯定行动计划”或“积极行动”等措施,目的在于提升工作中男女的事实平等。这些措施似乎改善了女性获得工作、培训和教育的权利。〔2〕本文的观点是,在为公平分享全球经济发展的市场份额而进行的斗争中,女性是在把自己在家庭中的从属地位转换成工作岗位上的从属地位。在许多情况下,她们忍受严重的性侵犯和其他工作场所的强迫行径。对英国公共和私人部门组织进行的一系列调查证实,工作场所性骚扰是就业人口中存在的一个普遍问题。〔3〕在1996年进行的一项…     

手机短信骚扰的法律思考

绝大部分手机用户都有被短信骚扰的经历,这种骚扰让人不堪忍受。短信骚扰属于违法行为,既违反了《消费者权益保护法》,也侵犯了公民的隐私权。为了保护手机用户的权益,应严格禁止群发短信广告,加强对个人资料的法律保护,明确短信骚扰的民事责任,理清举证责任。