劳动关系契约化的法哲学探析

劳动关系契约化是将劳动领域纳入法治进程的关键理念 ,而如何将劳动关系契约化与近代西方社会的私的 (契约化 )理论加以辨析是我国当前劳动法学乃至法律哲学的新课题。毋庸置疑 ,我国所进行的整体性改革并非是要“舶来”一些理念或制度 ,相反 ,和当代其他国家一样 ,我们也面临对劳动领域中契约化的再认识 ,易言之 ,调动法学的理论资源对崭新的社会化、现代化对传统法学所带来的冲击进行重新的理论整合。由此围绕着劳动关系的契约化进程的考察 ,本文主张利用从结果开始的一种新方法 ,力求对劳动法学理论及当代社会现实加以把握 ,从而真正满足来源于实践、服务于实践、指导实践的理论之客观性需求。     

略论劳动法中经济补偿

在劳动法律关系中 ,用人单位与劳动者解除劳动合同或劳动合同终止后 ,用人单位常常要依照法律规定 ,一次性支付给劳动者一定的经济补偿。关于这种经济补偿规定适用的前提是劳动合同的存在 ,并且劳动者无过错的情况下劳动合同解除或劳动合同终止 ,其常常以劳动者工作时的月工资收入为标准来计算。     

抓住人口之窗的有利时机发挥劳动力资源优势振兴东北经济

人口之窗是指在人口转变过程中出现的一个特殊时期,此时,较多的劳动力人口抚养较少的老龄人口及年少人口。很多国家的发展证明,人口之窗对于一国的经济发展贡献很大,因此,又被称为“人口红利”。目前,我国人口正处于人口之窗的黄金时期,提高劳动力素质,发挥劳动力资源优势,是振兴东北经济的关键。     

＂Common knowledge＂ and the legal construction of race： Constructions of white people through U.S. expansionism,naturalization and immigration law

This article takes as a starting point, key claims from studies of the invention of the human category ＂white＂ during the late Seventeenth Century in Colonial North America： that ＂white＂ reflecting a unique group of humanity was an invention deployed to divide laborers; that white people were by law assigned greater material value and rendered more valuable; and that those who were seen as white were thought to be like the British and believed to be superior to those seen as nonwhite. Each of these claims will be briefly reviewed. Building upon the foundation of whiteness studies in law and history, this article explores what Ian F. Haney Lopez identifies as the ＂common knowledge＂ of race, the legal standard established within naturalization prerequisite cases in order to determine whether one was racially ＂white＂ by law. This article works to bridge the ideas revealed through studies of the invention of white people within Colonial North America and this legal standard that emerged in the 1920s. U.S. expansionism, immigration and naturalization law in the Nineteenth and Twentieth Centuries provide critical areas of inquiry for the developing understanding of the ＂common knowledge＂ of race and the role of law in the construction of race.     

Intimate partner homicide,immigration and citizenship: evidence from Norway 1990–2012

Intimate partner homicides (IPH) are fatal violent attacks perpetrated by intimate partners. Immigrants are overrepresented in the IPH statistics as both perpetrators and victims. If explanatory factors for this are not studied, immigrants may be stigmatized. The present study investigates whether IPHs committed by immigrant perpetrators have characteristics that differentiate them from IPHs committed by the native majority of IPH perpetrators. All IPHs in Norway from 1990 to 2012 (N = 177) were included. Quantitative data were extracted through structured investigation of court documents. Information concerning risk factors (previous intimate partner violence and sociodemographic, contextual and clinical factors) was drawn from three validated risk assessment instruments. Univariate analysis and multivariate logistic regression analyses were conducted. When adjusted for other group differences, very few differences remained in the multivariate models. IPHs perpetrated by immigrants differed from cases with native perpetrators on modus operandi and ascribed motives and resulted in longer sentences than IPHs with native perpetrators. This study indicates considerable similarities in IPHs perpetrated by immigrants and natives. Findings indicating that IPHs by immigrants were perceived differently in the justice system need further investigation.     

关于构建和谐劳动关系的几点思考

构建和谐的劳动关系,是新时期影响我国社会政治经济发展的重要内容,更是贯彻落实科学发展观的根本体现.在社会转型、经济转轨新的历史条件下,建立和谐劳动关系具有重要的现实意义.针对劳动关系出现的矛盾和问题,要用发展的眼光和改革创新的方法来解决.政府必须对企业劳资矛盾进行适度干预;必须建立合理有效的公平分配机制;企业应自觉搭建...     

关于日本工会组织及劳资关系的考察报告

在协调劳资关系的过程中,日本工会有较大影响力,特别是企业工会发挥着基础性的重要作用。通过立法调整、企业内部自主协调、劳动争议处理等形式,日本建立了较为完善的劳资关系调整机制。借鉴日本工会、劳动部门在协调处理劳资关系方面的制度、机制和做法,有利于促进我国有效开展劳动争议的调解、预防工作。     

论劳动争议诉讼中被告的反诉权

在一方当事人不服劳动仲裁裁决而提起的劳动争议诉讼案件中,为避免胜诉方当事人无法获得执行依据的不公平现象之出现,法官超越"不诉不理"原则进行裁判是司法实践的主流做法.但"不诉不理"是不能逾越的司法原则,加之<劳动争议调解仲裁法>第50条并没有限制被告的反诉权,故应从保障反诉权的角度出发解决"不诉不理"与维护当事人的合法权...     

关于改善我国企业劳动关系的对策建议

发展和谐劳动关系,必须形成劳动关系立法和社会法制环境的统一,形成党政主导和工会参与的群众利益维护机制,加快我国劳动关系立法进程,营造职工依法维权的社会法制环境.各级政府在劳动管理与监察中发挥主导作用,可探索建立第三方参与的劳动争议调处制度,不断提高现代企业管理素质和社会责任意识,加强工会组织的民主管理和群众监督力度.     

当前中国私营企业劳动关系研究

国际金融危机凸显了中国私营企业劳动关系的本质——雇佣。但在社会主义市场经济条件下,中国私营企业劳动关系却又呈现出不同于资本主义剥削的社会主义特色。正是这种具有社会主义特色的雇佣,决定了中国私营企业劳动关系的现状是复杂的、不平衡的、然而又不是不可调和的。危机影响下,私营企业劳动关系矛盾正在加剧,构建私营企业和谐劳动关系对劳方、资方及政府三方来说,都是迫在眉睫之事。