劳动合同形式探析

我国《劳动法》规定劳动合同应当书面订立,但现实中不签订书面劳动合同形成的事实劳动关系大量存在。放松对劳动合同的形式要求,将口头合同形成的事实劳动关系纳入劳动法范围并加以倾斜性的保护,引导劳动关系当事人特别是用人单位签订书面劳动合同,是一个符合合同本意,理性和现实的选择。而最重要的是这一选择符合劳动法的根本立法宗旨,有利于对劳动者的保护,协调、稳定劳动关系。     

‘Democratic Socialism’ and the Concept of (Post)Capitalism

This article explores the ‘democratic socialism’ being proposed by new left movements on either side of the Atlantic, and evaluates its claim to be a form of anti- or postcapitalism. It argues that in the democratic socialist worldview, the line between capitalism and socialism rests on the balance of power between workers and capitalists in the economic sphere. While traditional social democracy seeks to redistribute wealth but leaves relations between workers and capitalists within firms untouched, democratic socialism seeks to abolish private property in the economic sphere. Production is controlled democratically by the workers themselves, in league with a workers’ state. The article critically appraises the claim that such a scenario constitutes a form of postcapitalism. Drawing on the work of critical Marxists such as Moishe Postone, it argues that capitalism is not primarily defined by private property relations in the economic sphere, but rather the peculiar social form of capitalist labour. Unlike in pre-capitalist societies, for labour in capitalism to secure a continued basis on which to reproduce the means of subsistence, it must be socially validated as ‘value-producing’. The criteria for value validation is not set in the workplace, or within a single nation state, but rather on the world market. The article concludes that, for all its merits, the democratisation of workplaces does not overcome the need for this social validation, but rather constitutes an alternative form of managing the process of production in this context. As such, democratic socialism, like social democracy, remains susceptible to the same imperatives and crises as other forms of capitalist production, and so cannot be said to constitute a form of ‘postcapitalism’.     

Gender Inequality,Social Reproduction and the Universal Basic Income

Despite extensive attention being paid to the effects of the Universal Basic Income (UBI) on society at large, there has been little analysis on the relationship between gender inequality and UBI. The purpose of this article is first to reflect on the feminist arguments in favour of UBI and then to examine some of these points by also considering other available policies. By looking into the role of women’s work in both productive and reproductive activities, it is argued that UBI should not be disregarded as a social policy. However, its transformative capacity to empower women and to strengthen their role in society should not be overestimated. In order to address this gap, policy makers should address misconceptions around gender norms and acknowledge the multiple forms of women’s work across the social relations of production and reproduction.     

Domestic labour,masculinity and social change: insights from working-class young men’s transitions to adulthood

Abstract

Drawing on a seven-year longitudinal qualitative study in England, this paper presents evidence of how engagement with housework and childcare is regular and normalized for contemporary working-class young adult men. I explain this development with reference to inclusive masculinity theory, but supplement this by incorporating Mannheim’s concept of social generation, as recently adopted by scholars of youth sociology. The paper thus further augments other research that has documented considerable change in the construction and performance of contemporary masculinities – such as an opening up of gendered behaviours and a decrease (but not erasure) of homophobia – among young men across multiple contexts in English-speaking countries.     

试论我国体育冠名权及其法律规制

2008年北京奥运成功举办,国内体育热潮空前高涨;赛后“鸟巢”推出PPP融资模式（Private-Public Partnership）转让冠名权,学界再度关注体育冠名权之法律规制。在体育法学中,冠名权、体育冠名权是一个层级清晰的属种概念链条。而从整个法律体系或权利体系的维度来看,体育冠名权仍是一个较新型的权利。在实践中,权利定性的模糊亦成为体育产业开发和应用的瓶颈,并导致近年来我国体育市场大量冠名纠纷因缺乏充分的法律依据而无法得到有效调整。     

我国劳动教养制度的存废和完善

劳动教养制度作为我国特有的一项法律制度;自20世纪50年代正式建立以来,对于重大历史任务的完成和正常社会秩序的维护起到了重要的作用。但随着民主与法制的发展,劳动教养制度在适用程序、监督程序、人权保障等方面的问题日益暴露,导致劳动教养制度的存废之争愈演愈烈。为此,我们只有对劳动教养程序加以完善,才能使其保持与时俱进的活力.     

论《劳动争议调解仲裁法》构建的裁审体制及与劳动监察的关系

<劳动争议调解仲裁法>所构建的一般案件"一裁两审"、特殊案件"一裁终局"的裁审体制是对我国原有制度的重大修改,该法确立的分类处理机制以及对仲裁机构资源的整合必将对我国劳动争议处理实践产生重大影响.同时,如何在受案范围以及程序衔接上理顺劳动监察与裁审体制的关系,也是在理论及制度上必须面临和解决的重要问题.     

劳动争议处理之我见

近年来,我国的劳动争议案件逐年增多,且呈现复杂化、群体化、涉外化等趋势.我国政府为了实现社会公正,走上了通过扩大劳动者个人的权利来解决劳动争议的路子,致使劳动者、企业单位、工会、行政权力以及法院在处理劳动争议过程中的职能、地位发生扭曲.所以必须关注并完善劳资双方的信用关系、工会的职能与地位、行政权力在劳动争议处理中的地位和权威、法院最后的司法救济,从深层次解决原来的处理体制"用其所短"的弊端,实现劳资关系的和谐.     

从中国与新西兰《劳动合作谅解备忘录》看国际贸易与国际劳工标准问题

随着全球化与贸易自由化的发展,全球地区与双边自由贸易协议中附带劳工标准的协议内容在逐渐增加.中国加入世界贸易组织前后反对将贸易与劳工标准挂钩,但在中国与新西兰2008年4月签署的双边自由贸易协定中却附加了<劳动合作谅解备忘录>,由此表明中国在面对人世后市场经济地位、劳工权益保护等问题都不可能避开劳工标准的问题,寻找共同的基点和解决方案是今后相当长的时间内各国普遍关注的问题.