性骚扰的法律界定

我国修改后的《妇女权益保障法》首次明令禁止"性骚扰",但何谓"性骚扰"没有明确,而概念是理论上被抽象认知和实践中被切实遵从的前提,本文结合不同国家、地区的立法例,指出性骚扰行为应主要依据被骚扰者的主观状态、性骚扰行为的性质以及骚扰者的主观状态等加以判断.     

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》。     

Claiming "Victim" to Harassment Law: Legal Consciousness of the Privileged

Sociologists of law have long been concerned with the effectiveness of rights; the emergence of diversity training in the 1990s spurred renewed attention to questions of how laws are enacted in daily life. Much scholarship has constructed the managerialization of civil rights law and popularization of diversity concepts as diluting efforts to redress structural discrimination. In studying diversity and antiharassment trainings in practice, I argue that these are sites where civil rights find expression of their obligations, and I find that much of the "dilution" of content stems from diversity trainers' efforts to negotiate with the resistance of trainees to their new obligations under civil rights law. The trainees evince a variable legal consciousness in relationship to this legality of rights-promotion, to which they are being exposed in these trainings; the findings suggest further research is needed into the legal consciousness of the privileged.     

Idle Rights: Employees' Rights Consciousness and the Construction of Sexual Harassment Policies

This article analyzes women's legal consciousness in responding to unwanted sexual attention in the workplace. By focusing on a particular social problem, this study is situated in the particular legal domain of sexual harassment laws and in a specific organizational context. Taking the perspective of the intended beneficiaries of sexual harassment policies and procedures—women with complaints about sexual conduct in the workplace—I show that the implementation of grievance procedures creates powerful obstacles to women's efforts to assert those rights. Moreover, the practices implementing the policies can alter the very definition of sexual harassment in that setting. Thus, in enacting grievance procedures, women and supervisors construct a legality in particular workplaces that offers only limited protection for women's rights.     

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。     

美国性骚扰法律制度及其借鉴意义

性骚扰是不受欢迎的带有性色彩的言行,是一种非法的性歧视。依美国判例,性骚扰不必源于性的目的,其内容不必是直接的表示;同时,性骚扰行为者在主观上应当是有过错的,受害者在主观上须为不欢迎骚扰行为。构成可诉的性骚扰行为其损害后果须达到严重的程度。依美国最新判例,同性之间也可以构成性骚扰;雇主对员工中的上级职员的性骚扰行为承担民事责任。美国的性骚扰法律制度对我国的立法具有一定的借鉴意义,如公法上的规定并不排除私法的适用,性骚扰的含义应当包含性别歧视,雇主责任应当在立法上得以确立,立法者应当在道德规范和法律规范中寻找平衡点。     

Perceptions of Sexual Harassment: The Effects of Gender,Legal Standard,and Ambivalent Sexism

This research tests the possibility that the reasonable woman as compared to the reasonable person test of hostile work environment sexual harassment interacts with hostile and benevolent sexist beliefs and under some conditions triggers protectionist attitudes toward women who complain of sexual harassment, We administered to a sample of undergraduates the ambivalent sexism inventory along with the fact patterns in two harassment cases and asked them to make legally relevant decisions under either the reasonable woman or person standard. We found that those high in hostile sexism, and women, found more evidence of harassment. However, those high in benevolent sexism did not exhibit the hostile sexism effects. Although men were less sensitive to the reasonable woman standard than women, under some conditions the reasonable woman standard enabled both genders to find greater evidence of harassment. The results are discussed from the perspectives of law and psychology.     

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.     

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。     

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。     

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.     

"People Are Too Quick to Take Offense": The Effects of Legal Information and Beliefs on Definitions of Sexual Harassment

Using data from a nationwide study of sexual harassment in the United States' federal workplace, this article investigates how legal understanding, opinions about the regulation of sexual harassment, and social status affect whether people define uninvited sexual jokes or remarks as harassment. The results indicate that how people define sexual harassment is directly related to the extent to which they view sexual harassment rules as ambiguous and threatening to workplace norms. Moreover, results show that while women generally define sexual harassment more broadly than men, they actually resist defining sexual jokes or remarks as harassment. Finally, knowledge of the workplace sexual harassment policy moderates the effect of beliefs on definitions of sexual harassment. These findings suggest a complexity in the way people reconcile their knowledge of the law with their personal views about power and social interaction in the workplace.     

性骚扰的法律要素和认定标准

一、问题由来 我国《妇女权益保障法》的修正案规定：“禁止对妇女实施性骚扰”。这一规定说明：性骚扰在我国仅是作为男性对妇女权益侵害的一种违法行为,其立法基础是性别歧视。随着同性性骚扰行为在司法实践中被认定为侵权行为被追究民事责任的案例出现,这一法律规则被我国的司法实践所突破。同时,由于对性骚扰的认定标准、证据适用规则、处罚措施等方面规范的欠缺,使得该规定的效力和可操作性受到公众和法律界人士的质疑,     

性骚扰立法的比较研究——兼论中国反性骚扰法之设计

性骚扰是一个影响面极其广泛的社会问题,在西方世界较早引起人们的关注。美国、澳大利亚等资本主义发达国家通过制定法或判例确立了反性骚扰的诸多原则,对世界上其他国家的类似立法颇具借鉴意义。在我国,性骚扰问题引起人们热烈讨论是近几年的事,立法相对滞后。在解决人类面临的相同问题时,法律作为最后的选择往往具有其优越之处。借鉴乃至移植已有的先进立法及其精神不失为一种良策。为此,笔者在分析比较主要国家的相关立法之后,提出制定与完善我国反性骚扰法的管见,以期抛砖引玉。     

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.

How to Win Hearts and Minds: Corporate Compliance Policies for Sexual Harassment

Australian law provides incentives and encouragement for companies to develop their own sexual harassment policies. This paper reports on interviews with equal opportunity officers in Australia's financial services industry responsible for best practice sexual harassment policies. Their experiences evoke three scholarly critiques of corporate compliance as a regulatory strategy: (1) that corporate compliance programs are a means by which employees' lives are regimented and controlled by corporate governmentality, (2) or, even worse, that private management priorities subvert the principles of public‐regarding law while appearing to implement them, and (3) that even where law has some effect, regulatory strategies aimed at producing self‐regulatory compliance will provide insufficient deterrence to effect real change. The data however also show that the best of these best practice officers have themselves created complex strategies to resolve tensions between law and management, corporate goals, and normative pressures. In doing so, they have had to combine their personal, professional, and corporate commitments to "win hearts and minds" to antiharassment values by co‐opting management resources to compliance goals through strategic appeals to both "business case" arguments and the specter of public sanctions. This project of cooption depends on their own position and "clout" within the corporation.     

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。