论间接正犯实行着手

间接正犯实行的着手是实行行为着手的一种特殊形态，故对此问题的研究既应以实行行为着手的一般理论为依据，还必须充分考虑其特殊性。以实行行为着手的一般特征为依据，同时对间接正犯的特殊性进行深入分析，结合刑法的谦抑主义精神，可以得出间接正犯的着手应采纳“被利用者说”的结论。     

雇主不当劳动行为的民事救济——基于我国和美国不当劳动行为救济制度之比较

我国《工会法》第52条规定的责令雇主承担不当劳动行为的民事责任,与美国《国家劳资关系法》第10(c)条的规定看起来很相似,相比之下,这一规范在美国劳动法的实践中很有效,在我国却极少被适用,解释方面也存在较大的分歧。美国是世界上最早创设不当劳动行为救济制度的国家,从《瓦格纳法》规定的雇主不当劳动行为的禁止规范及救济措施,到《塔夫托—哈特莱法》将适用对象扩大到工会和雇员,在雇用自由原则和劳资自治模式的背景下,其演变始终以保护雇员团结权的松紧程度和收放态度为线索。我国《工会法》现正处于第三次修改阶段,适时检讨第52条的解释和适用的障碍,还可以解决其与《劳动合同法》规范的竞合问题。     

The Research On the Juristic Acts System of The General Principles of Civil Law

The theory of juristic acts is the core content of the General Principles of Civil Code, and the perfection of the legal norms is one of the main tasks of the General Principles of Civil Code of PRC. Based on the theory of juristic acts, this paper gave a detailed review of all the legal norms about juristic acts in the new General Principles of Civil Code of PRC. The author believes that the General Principles of Civil law of PRC have made great progress in the definition of juristic act, the basic values behind it, the implementation and effectiveness of the declaration of intention, and the validity system of juristic acts. At the same time, the article also pointed out that this General Principles of Civil Code still needs second consideration or perfection in this field, including the selection of terminology, the effect of persons with limited capacity of juristic acts, the rules about the error in the declaration of intention, the adoption of rules aboutunilateral false declaration of intention, the optimization of the validity system of invalid juristic acts etc. This paper put forward a series of concrete and practical perfection plans, looking forward to be useful for further improvement of the General Principles and the codification of other parts of the civil law.     

Autonomy, guardianship and mental disorder: one problem, two solutions

The law in England and Wales governing both the provision of medical care in the case of adults with incapacity and the provision of care and treatment for mental disorder presents serious problems for the principle of patient autonomy. The adult with incapacity has no competence either to consent to or refuse medical treatment but the law provides no statutory structure for substitute decision making on that adult's behalf. On the other hand the law does allow a person with mental disorder to be treated for that disorder despite his or her competent refusal. The nature of these inconsistencies is considered and the implications which flow from the singling out of mental disorder are examined with reference to experience in two Australian jurisdictions. The current proposals for reform of the Mental Health Act are then considered in the light of the conclusions drawn.     

对《公务员法》“违法命令不执行”条款的思考

《中华人民共和国公务员法》“违法命令不执行”条款规定的“违法命令”应该既包括具体行政命令,也包括抽象行政命令。但是该条款表述模糊,有可能导致执行中的混乱,可借鉴有关国家的规定予以改进。对于抽象违法命令不执行的情况在实践中可能存在潜在的困境,可以在适当的时候考虑扩大“违法命令”的范围,把规章纳入其中,从而赋予行政机关对于规章规范直接的选择适用权。     

善意取得与无权处分的冲突协调——兼评《物权法草案》善意取得之规定

善意取得与无权处分是相互区别与联系的两种法律制度。《民法通则》未规定善意取得及其与无权处分的关系。《合同法》关于无权处分的规定存在疏漏并与善意取得的适用有冲突,应通过合理的制度设计予以理顺。物权法草案中善意取得之规定有待进一步检讨和完善。     

Divorcing Responsibly

In this article I argue that Part II of the Family LawAct 1996 gives expression to a new form ofresponsibility. I begin by suggesting thatresponsible behaviour has shifted from prohibiting orrequiring particular actions: we now exhibitresponsibility by our attitude towards our actions. I then examine where this new conception ofresponsibility has come from. Through an examinationof the work of post-liberal theorists, principallyMichael Sandel, I argue that a changing view ofpersonhood within post-liberal theory has led to aquestioning of the possibility of choice, and that theabsence of choice necessitates a shift in thedefinition of responsible behaviour. If we are createdby our decisions then we cannot be held to account forour decisions, but only for the care we have takenover them. Responsibility is therefore measured notby our level of self-control but by our level ofself-awareness. Finally I examine the consequences ofthis shift in the meaning of responsibility. Withinthis framework autonomy is illusory thereforedecisions do not need to be respected. This explainswhy the implementation of Part II of the Family LawAct 1996 has been called into question. Within thisframework responsibility is relative therefore itextends indefinitely. This enables the Family Law Actto be uniquely intrusive and judgmental: everydivorcing couple, on being held up to scrutiny, isfound lacking.     

Finger in the Dyke or the Floodgates Stemmed? Sections 29–40 of the Employment Act 2002

This article considers Sections 29–40 of the Employment Act 2002 in the context of post-War developments in labour relations culminating in the National Industrial Relations Court. It considers the development of Employment Tribunal which rather than being the last resort intended by the legislators, has become the first resort of complainants, often for trivial matters by employees; or by employers taking an extremely broad view of Gross Misconduct by employees. Due to the volume of cases and the shortage of Chairs, cases are constantly delayed and postponed. The article posits that these are the principle reason behind the framing of Sections 29–40 of the Employment Act 2002 which introduced a new Section 9(1)(a) into the Employment Tribunals Act 1995. This has given the Chair of an Employment Tribunal the authority to strike out a weak case at a Pre-Hearing Review that will strike the case out once and for all at this juncture. The aim is to encourage employers to have proper procedures and for employees to follow them. This article suggests that in fact the reforms will have the opposite effect; that they have introduced another layer of legal complexity which will further increase the number of cases brought before the Employment Tribunal.     

论我国抽象行政行为的司法审查

对抽象行政行为进行司法审查是各国政治体制中分权制约原则的具体体现,也是司法权监督制约行政权的重要方式。笔者认为,我国现行行政诉讼立法已经确立了中国特色的对抽象行政行为的司法审查制度。然而,我国现行对抽象行政行为的司法审查,只是间接的、附带的和有限的司法审查,并不适应我国民主与法治建设的需要。因此,我们必须从思想观念、法律规范、组织体制、制度程序和人员素质等方面予以健全和发展。