劳动就业歧视的构成分析

Analysis of the forming of employment discrimination

就业是民生之本,如何在劳动就业实践中判定某一行为构成就业歧视,进而追究歧视者的法律责任,不仅是个理论问题,更是亟待解决的司法实践问题。我国目前的就业歧视大体可以分为直接歧视、间接歧视、就业前歧视、就业后歧视、政府歧视、用人单位歧视等类型。现行法律对就业歧视的构成尚无明确规定,但可以以具有区别对待的客观事实、区别对待的理由是法律所禁止的、区别对待损害了平等就业权、区别对待没有合理理由为构成要件。

Employment has a vital bearing on people＇s livelihoods. It is a problem of both theoretical and practical significance to legislation to judge a conduct as employment discrimination and ascertain criminal responsibility of the offender. Employment discrimination in China now comes under the following types： direct discrimination,indirect discrimination, pre-service discrimination, post-service discrimination, governmental discrimination, employer＇s discrimination. There＇s no definite stipulations on the rosining of employment discrimination in the present legal criterion, but differential treatment is prohibited by law because its offense of equal rights of employment.