Where the Action Is: Macro and Micro Justice in Contract Law

In contemporary private law theory the relationship between ‘macro’ theories of distributive justice and the ‘micro’ site of interpersonal transactions remains under-explored. In this paper, I draw on the ‘macro’ theory of justice articulated by John Rawls and offer an account of ‘micro contractual justice’ that helps us understand how the micro domains of contracting introduce particular relational constraints on the infusion of distributive considerations into contract law, resulting in constrained conception of ‘relational Rawlsianism’ operating in contractual domains. My framework provides a bridge between the macro and micro, helping us understand how they are in various senses separate yet interlocking, and also provides a ‘third way’ between all or nothing positions on the place of distributive justice in contract.     

农村承包地三权分置制度入典研究

《农村土地承包法修正案》将“三权分置”政策内容上升为法律规定,确立承包地三权分置制度。对解决承包地流转闭锁抵押难行等问题意义重大。却因将承包经营权本集体经济组织内封闭流转以法律固化,新设土地经营权性质不清、类型混合、流转不济,无益承包地债权性与物权性并可市场化开放性流转之“三权分置”目标实现。受其影响,《民法典分编(草案)》亦存同样问题。亟待农村承包地三权分置制度进一步入典完善。在实地调研基础上,遵循《民法总则》落实集体土地所有权前提下,于《民法典分编(草案)》完善中,基于英美地产权客体权益分离理论与大陆法系二次权能分离理论具兼创债权性与物权性经营权功能的地权二次分离理论,在保持土地承包经营权规定不变上,从其客体权益中分离出二元化土地经营权,并分别于合同编增设农地租赁经营合同具体规范债权性经营权、于物权编构造“农用地使用权”科学规范物权性经营权。以利能以债权性经营权顺农地灵活经营实践、物权性经营权应农地抵押及长期经营所需的二元化路径,促现行承包经营权本集体经济组织内封闭流转向派生出的土地经营权市场化开放性流转发展,以实现农村承包地三权分置制度入典达成“三权分置”、“放活土地经营权”之政策目标。     

预告登记权利人“排除异议”的判定——以《异议复议规定》第30条为中心

《异议复议规定》第30条作为预告登记权利人提出案外人异议的审查依据,因其中"排除异议"及"符合物权登记条件"在解释上易生歧义,致实务适用意见不一。依执行理论,除所有权外,何种权利始可排除强制执行,应依实体法之性质、效力及执行目的或方法确定。经预告登记之权利并非实体权利,其性质应为兼具物权性、债权性及从属性的请求权。目前,我国预告登记在强制执行中的效力,立法未臻明确,但结合我国预告登记实体法之"再处分禁止效力"及"不动产登记簿冻结效力",藉由目的解释,应将《物权法》第20条第1款之"处分"进行扩张,使其效力覆盖强制拍卖、变卖等"处分"性执行措施。而案外人据以《异议复议规定》第30条提出异议的,法院不应适用于商品房预售合同备案登记、网签及受让物权预告登记以外的其他预告登记之情形,其"符合物权登记条件"之确认,应参照预告登记转本登记之理论,采实务通说之标准,具化为满足合法有效的商品房买卖合同,已办理预告登记及支付全部价款或依约定支付价款之要件。     

Procedural justice,obligation to obey,and cooperation with police in a sample of Jamaican citizens

ABSTRACT

Procedural justice theory plays a central role in understanding police–citizen relationships. To test the universality of procedural justice theory, researchers have tended to assess the relative impacts of normative and instrumental models of policing in different geopolitical contexts. Building on Reisig and Lloyd’s study in Jamaica, we test in the current study the relative impacts of procedural justice (a normative factor) and police effectiveness and risk of sanctioning (instrumental factors) on Jamaicans’ obligation to obey the police and willingness to cooperate with police. We found that procedural justice predicted both obligation to obey and cooperation, although obligation did not predict cooperation. And while effectiveness predicted obligation, it was not significantly related to cooperation. Lastly, older citizens were more willing to cooperate with police. The study’s implications for policy and future research are discussed.     

《民法典》中定作人任意解除权的适用要件与法律效果

《民法典》第787条以现行《合同法》第268条为基础,对定作人任意解除权作出了规定。该制度的规范目的在于保护定作人利益,并避免社会资源浪费,任意解除权应限于承揽合同的定作人,不应类推适用于建设工程施工合同的发包人。在时间要件上,该解除权只能在承揽工作完成之前行使;在主观要件上,定作人行使任意解除权时应排除承揽人违约的情形。定作人行使任意解除权应符合解除权的行使程序,但在行使效果上,应注意其与法定解除权的区分。定作人行使任意解除权在本质上是一种须承担对价的单方终止,对该条所定的赔偿范围,应采“报酬请求权”解释,即承揽人有权请求合同约定的报酬以及因合同解除而增加的费用,但其因合同解除而节约的成本应予扣除。     

预告期性质研究 —— 基于劳动者和用人单位双重视角下的分析

预告期作为劳动者辞职或用人单位预告解雇的期限,其性质的阐明关乎实践中诸多问题的厘清。在肯定预告解除权为形成权的同时,认可预告期"始期说"的内在性质,在"程序说"与"条件说"的外在性质辨析,在法律、集体合同、劳动合同关于预告期规定的选择中不囿于现有学说,在适当倾斜保护劳动者利益以及增强劳动力市场灵活性的同时,提出区分预告解除主体,根据具体情况分别适用。     

The Winter of Discontent Thirty Years On

Thirty years on, and in the context of our own crisis, it is perhaps useful to take stock of the last Winter of Discontent. The industrial strife that beset the Callaghan government in the winter of 1978/79 was seen at the time as a key factor in Labour's defeat in the general election of 1979; but its legacy is considerable and its significance enduring. These four themed essays come from a public seminar at the British Academy to mark the thirtieth anniversary of the Winter of Discontent. Colin Hay argues that the Winter of Discontent was, in key respects, a manufactured crisis lived, experienced and responded to through a very particular construction of the events that is difficult to reconcile with the evidence itself. Reponses by Lords Baker, Lea and Lipsey follow and the section concludes with a transcribed and edited version of the lively discussion which ensued.     

无固定期限劳动合同若干问题的法律探讨

我国的<劳动合同法>对无固定期限劳动合同制度做了重大改变,引起许多争议,有必要对其进行法律探讨.无固定期限劳动合同制度符合社会法理念,在强制续签、解雇保护、违约责任等制度设计上应区别固定期限劳动合同,同时在相关法条的可操作性方面仍需要加强.     

Post-earthquake housing reconstruction in the Sikkim Himalaya: approaches,challenges, and lessons learnt

The Himalayan state of Sikkim, India was hit by an earthquake in 2011 that caused widespread devastation. This article reports on the housing reconstruction project in the state, focusing on three questions: what are the key planning decisions, what are the main implementation challenges, and what are the lessons learnt? The findings indicate that key planning decisions need to be taken on implementation mechanisms, financing strategies, beneficiary identification, housing design, and procurement. The main implementation challenges are enabling homeowner involvement, slow progress, timely procurement, and stalled house construction. The article also identifies useful lessons for other agencies involved in reconstruction.     

Negotiating a New Social Contract for Work: An Online,Distributed Approach

A massive open online course (MOOC) entitled “Shaping the Future of Work” (offered through MITx, the Massachusetts Institute of Technology's online learning division) has been the context for a multiparty simulation designed to produce classroom negotiation results that will have social impacts. After running the course in the MOOC context three times and in face‐to‐face settings eight times, we noticed that key themes emerged. Participants have brought their own workforce perspectives to their simulation roles as employers, worker representatives, elected officials, and educators. They have called for reciprocal agreements centered on fair treatment and representation in the workplace, improved organizational performance, investments in skills and capabilities, aligned rewards and benefits for workers, and work–life balance in communities. We continue to use the simulation in the classroom and are exploring ways to expand its use. In the meantime, in this article, we discuss how the insights gleaned from this simulation could be used to crystallize and advance a new social contract at a time when the public policies, institutions, and organizational practices governing employment relations have not kept up with the dramatic changes taking place in the workforce, nature of work, and overall economy.