摘要
美国制定了完善的反就业歧视法律体系,对就业歧视的概念、类型及认定标准作了清晰界定,相对合理地划分了劳资双方各自的举证责任,并设立了反就业歧视的专门机构,为劳动者提供了方便的救济途径。这些都是我国反就业歧视法律需要借鉴的地方。但是在差别对待歧视案件中,美国法律要求证明雇主的歧视动机,在一定程度上降低了反就业歧视的效果,我国法律在就业歧视的认定上应采用客观标准。
The United States has worked out a perfect anti-discrimination employment law system which clearly de- fined the concept, the types and the judging standards of discrimination in employment, divided the burden of proof between labor and management, and established a specialized agency to provide a convenient relieve approach for workers. The legislation of anti-discrimination in employment in China needs to learn a lot from USA. However, the law in USA asks for providing the employers' discriminatory motive when we treat the discrimination cases to re- duce the effectiveness of the anti- discrimination law to a certain extent. So, China should adapt an objective criteria in Identify employment discrimination.
出处
《河北工业大学学报(社会科学版)》
2012年第3期61-65,共5页
Journal of Hebei University of Technology:Social Sciences Edition
关键词
就业歧视
认定标准
举证责任
救济
employment discrimination
criteria
burden of proof
relief