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。     

基层民警心理压力及其调适

基层民警的心理压力超负荷是个无可争辩的事实 ,目前 ,关注警察的心理健康问题得到了社会各界的重视。基层民警的心理压力来源于社会文化的不断变迁 ,心理压力会影响认知、情绪、行为和生理。面临压力不同的人会采取不同的应付方式 ,从而带来不良后果。心理调适的方法 :一、有效驾驭压力。二、善于调节情绪。三、勇于改变自我。四、对广大民警进行心理健康教育以提高心理素质从四个方面入手。     

西部地区信息资源生产能力制约因素分析

目前,西部地区的信息生产能力明显落后于全国平均水平。其中最为关键的制约因素,或者说对今后西部地区信息资源的生产起主导性作用的因素在于:数据库生产能力和多媒体文献资源的生产能力。     

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.     

论精神病患者强制收治程序的法律规制

随着精神病患者违法肇事案件的不断增多,强制收治患者行为越来越受到人们的关注。作为一种特殊入院方式,强制入院的实行,对于部分丧失意识能力,且对自己及他人构成潜在危险的精神病患者,无疑显得极为必要。可令人感到遗憾的是,由于我国立法尚未对此作出明确、统一规定,致使该措施在实际实行中,明显缺乏规范性。因此,应当对精神病患者强制收治程序予以法律规制。     

《国家赔偿法》修订后的几大亮点

历经十五年争议的《国家赔偿法》终于修订颁布,新法在归责原则、执法机关的举证责任、刑事拘留导致赔偿的责任确定、公民的精神损害赔偿、民主与平等精神、赔偿程序的合理规范等六个方面较之从前有很大完善,标志着我国宪政制度的巨大进步以及对人权保障的提升。     

Human Rights and Unfair Dismissal: Private Acts in Public Spaces

This article addresses the termination of employment because of the conduct of the employee in her leisure time, in the light of the right to private life. It explores the impact on the retention of employment of activities taking place outside the workplace and outside working hours, and argues that the approach of UK courts and tribunals, which is based on a primarily spatial conceptualisation of privacy, is flawed. A fresh approach to privacy, resting on the idea of domination, is proposed, which is sensitive to the particularities of the employment relationship. Considering the fairness enquiry in dismissal, it argues that off‐duty conduct may lead to lawful termination of employment only if there is a clear and present impact or a high likelihood of such impact on business interests; a speculative and marginal danger does not suffice. It further proposes that a particularly meticulous test is appropriate when certain suspect categories, such as the employees' sexual preferences, are at stake.     

我国惩治黑社会性质组织犯罪的刑法完善——兼论对《刑法修正案(八)(草案)》相关条款的修改建议

现行《刑法》关于黑社会性质组织犯罪的规定在司法实践中存在着理解和认定上的困难,已经不能适应惩治黑社会性质组织犯罪的新要求,有必要重视重庆打黑除恶专项斗争中暴露出的刑法规定上的不足,对《刑法修正案(八)(草案)》的相关规定予以评述并提出相应的修改建议。当前,我国没有必要制定单独的反黑社会性质组织犯罪法律。在修订《刑法》第294条时,应当区别对待组织、领导者和积极参加者、一般参加者,并设置相应的刑罚,同时应当增设第294条之一以界定黑社会性质组织。对于所有黑社会性质组织犯罪均应增设财产刑,并提高包庇、纵容黑社会性质组织犯罪的法定刑。此外,不宜将黑社会性质组织犯罪规定为特殊累犯,而应当规定为特别再犯,并提高黑社会性质组织犯罪的缓刑、减刑和假释适用标准。