雇佣纠纷中的医疗隐私

在雇佣纠纷中,雇员的医疗隐私为讼争焦点之一。究竟应赋予雇员隐私权还是赋予雇主知情权,取决于雇员隐私利益与雇主知情利益之间的衡量。而利益衡量的标准须符合戴维·米勒所谓的应得工作的原则。当雇员的医疗信息与雇主的经营成本有关,雇主知情权优先。2010年人力资源和社会保障部、教育部、卫生部三部委联合发布的《关于进一步规范入学和就业体检项目维护乙肝表面抗原携带者入学和就业权利的通知》禁止就业乙肝检测,虽符合就业市场的分配正义,但应明确规定允许乙肝检测的特殊行业;并且,这一规定不应推广至艾滋病检测。

Medical Privacy in Employment Disputes

In employment disputes,employee’s medical privacy is one of the focuses in the relevant lawsuits.In practice,with regard to employee’s right to privacy and employer’s right to know,which one is prior depends on balancing employee’s privacy interests and employer’s interests to know.The standards of balancing interests should accord with David Miller’s principle of deserved work.When employee’s medical information is related to employer’s operational cost,the employer’s right to know is prior.In 2010,the Ministry of Labor and Social Security,the Ministry of education and the Ministry of Health together promulgated the Notice Regarding Further Regulating Physical Examination to Protect the Educational and Working Rights of HBV Carriers to prohibit the physical examination for HBV.Although this notice is reasonable according to distributive justice of employment market,this notice should permit some certain industries to examine if applicants are HBV carriers.In addition,this notice should not be extended to the examination in HIV/AIDS.