对“就业黑名单”现象的法律思考

Legal Thinking on the Phenomenon of "Employment Blacklist"

"就业黑名单"是一种针对特定劳动者的就业歧视行为,制作、发布"就业黑名单"侵犯了劳动者的劳动权。现行法律对此未纳入司法程序予以救济,劳动者以名誉侵权为由要求用人单位赔偿损失被证明难以成为一个可靠的救济方式。劳动关系终止后应对劳动者负有保护义务,关于劳动者信息的采集、使用、公开,应予以严格限制。制作、公布"就业黑名单",用人单位应对劳动者承担惩罚性赔偿金,招聘单位对此类劳动者在求职时存在歧视,应承担适当赔偿责任。

＂Employment Blacklist＂ is discriminate to certain laborer. Making and declaring ＂Employment Blacklist＂ will destroy employer＇ s labor right. Because of lacking remedy procedure in present law and it is proved ineffective only by asking employment unit＇s oompensation in the name of reputation tort. The unit has the obligation of protect laborer even if after the ending of labor relations and being strict restrict on collecting, using and declaring the laborer＇ s information. Otherwise the unit should take the responsibility of punitive damages. If the recruiting unit discriminate those laborer, they also must bear the responsibility of oompensate.