刑法起刑点的降低——以劳动教养制度的废止为切入点的思考

在劳动教养制度被废止后,合理而恰当地处理劳动教养制度废除与刑法惩罚范围调整的关系,是值得高度关注的问题。当前我国刑法所维持的起刑点,由于并没有使得各种法益得到完整而有效的保护,最终会导致刑法保护的有效性虚假、预防效果缺失以及法律权威与信誉的丧失等严重问题。降低我国刑法的起刑点,有着历史文化传统、社会现实需要以及刑法实践趋势等多方面原因的支持。在将刑法的起刑点不断降低以扩大我国刑法惩罚的范围的前提下,劳动教养措施刑罚化才是理所当然和水到渠成的。据此,刑法的发展与劳动教养制度的改革便有了契合点和交汇点,由降低刑法起刑点推动劳动教养制度改革则可成为一种理所当然的选择。     

Language Disparity Cost,Human Capital,and Earnings Differences for Immigrants

This research reports the degree to which English-language proficiency （EP） determines earnings among immigrants to the United States using a more nuanced measure of EP than employed in previous studies. It obtains direct and indirect （through human-capital transfer） estimates of the impact of EP on earnings using nonlinear least squares （NLS） to estimate an earnings function with separate arguments for schooling and experience obtained before and after immigration to the United States. It found that immigrants with the highest level of EP earn on average over 16.3% more than those with the lowest proficiency level. The increment in earnings associated with an additional pre-education degree for higher education level when the English proficiency is improved. So destination language proficiency will improve higher level of human capital transferable to destination labor market. In contrast, associated with additional one post degree of education, the relation between post human capital and English proficiency is still ambiguous even though there is complement in generating earnings for post working experience.     

劳务派遣中雇主责任分配制度构建

在企业利润最大化目标的驱使下,劳务派遣以其低风险、低成本的特性得到用工单位的广泛青睐。其规模和比例不断扩大,并趋向主流化。但对劳务派遣中雇主角色定位以及雇主责任的分配存在较大争议。立法亦未给出明确的规定。劳务派遣规模的扩大与有关雇主责任法律规定的不足矛盾突出,派遣劳动者的权益得不到保障。应当立法明确派遣方与要派方的＂共同雇主＂身份,规定各自应承担的雇主责任,以按份责任为主,连带责任为补充,并对对方履行雇主责任互负担保义务。     

劳动者休假简析——一种时间维度的考察

从劳动关系的角度,时间的维度来考察劳动者的"休假",发现劳动者的休假不是休息的一种特殊形式。休假时间本质上应属于劳动者被雇佣的时间,只是由于特殊原因的出现,需要劳动者"暂时"离开。而休息时间是劳动者不被雇佣的归自己支配的时间,两者在本质完全不同。正是由于劳动者的休假时间仍属于被雇佣的时间,即使劳动者并没有实际提供劳动给予,但在该时间段,劳雇双方仍存在雇佣关系,互负权利义务,劳动者的休假需要履行"请求"或"告知"的义务,用人单位应当提供雇佣的对价——休假薪水。基于休假时间乃是特殊的雇佣时间的理论分析,文章结合现实中各种形式的休假,对劳雇双方的权利义务分配进行粗浅的探讨。     

甘肃省装备制造产业结构的发展演化：2002—2012

该文通过构建结构相似系数、产业需求弹性系数以及比较劳动生产率等统计量,探寻甘肃省装备制造产业发展演化过程中的特征和规律。研究发现,甘肃省装备制造产业结构整体上呈现出趋同性,但也有部分产业与其他产业间存在分化的迹象;金融制品产业市场容量存在进一步缩小的趋势,交通运输设备制造业在多数年份的市场容量均较小;产业内部的劳动生产率存在明显的差异性,且其变动趋势也不尽相同。     

Whiteness,Class and Grassroots Perspectives on Social Change and Difference

This paper suggests that the definition of the white working class, as an ethnic majority, is fluid and shifting, in contrast to its conventional portrayal as a fixed and static group. They are more than simply voiceless and ‘left behind’, especially with regard to views of multiculturalism, immigration and social change. Using data from two recent studies, we see a range of views expressed by white working class communities, which underlines the need for care to be taken when attempting to describe common‐sense views on these polemical subjects.     

Client Orientation as a Form of Spiritual Needs of Personnel in Labor

The paper considers some grounds of the inside organization marketing concept as a management system that is aimed at meeting the needs of the company＇s personnel in labor. These needs are based on three levels [physiological （highest）, social （middle）, and spiritual （lowest）] and each level has its own revolutionizing forms of the development of needs in labor （abstract, wants, and demand）. Having analyzed a great deal of research materials concerning employees＇ motivation at Russian enterprises, a native higher educational establishment Ural Federal University named after the first President of Russia B. N. Yeltsin was one of them, it can be concluded that this research does not reflect an estimation degree of meeting employees＇ needs in labor. Moreover, there is no motivation of client orientation in them that is considered as a form of spiritual needs of employees in labor. The essence of this form is determined by some objective and subjective factors.     

历史视角下劳动关系的环境因素、过程控制与目标选择

工业革命产生了劳动关系问题,解决劳动关系的问题形成了劳动过程的规则化控制。长期以来,各国产业关系主要关注的是制定和完善保护劳工的规则网络,但随着劳动条件的不断改善,世界经济却变幻莫测,使得各国政府产业关系的功能不断调整以支持国际竞争,最主要的趋势就是促使劳资合作关系进一步深化。当前发达资本主义国家盛行战略工联主义,该主义强调的是超越集体利益的目标选择:工会不应把自己的活动局限于工人的具体利益问题上,也要考虑到对国家社会经济的总体责任以及产业政策与社会政治经济政策的相互作用;工会在关心工人工资、劳动条件等问题的同时,要关心经济的发展,要参与经济社会政策的制订和协商,从整体性的角度上维护工人权益。在活动方式上主要采取沟通、协商、对话的方式,既要运用传统的集体谈判方式,也要建立工人参与,特别是劳资政三方协商机制来实现自己的目标。中国今天所面临的劳动关系环境更为复杂,因此,在重视劳动合同、集体合同制度与员工参与的同时,传统的职代会制度、联席会议、劳动争议调解制度等等制度资源对于建设和谐劳动关系的作用更应该珍惜和重视。     

Writing the Story of the Last Nawab of Bengal’s English Family

On 15 May 1870, the Nawab of Bengal married Sarah Vennell, a seventeen-year-old English chambermaid, in a Shia Muslim wedding ceremony, making her his fourth permanent or Nikah wife. They lived in England for ten years, and had six children. The Nawab’s liaison with what British officials called ‘a woman of mean extraction’ was a contributing factor when he was persuaded by the British government to abdicate in1880, give up many of his claims and allow the permanent abolition of his title. In that same year the Nawab formed a liaison with another maid and later returned to India with this maid and his and Sarah’s four surviving children, leaving Sarah in England. Their youngest son, my grandfather, changed his name and emigrated to Australia in 1925. This essay describes my gradual discovery in Australia of my Indian ancestors and the issues I confronted when trying to write their story. It includes an extract in which I describe my grandfather’s childhood in India.