暴力和骚扰的劳动法规制--国际劳工标准的影响与借鉴

A Study of Labor Regulations on Violence and Harassment--Based on the Impact and Reference of the International Labor Standards

对职场中的暴力和骚扰进行规制,应当明确界定此类行为的表现形式、受保护者范围和受保护的空间范围。国际劳工组织采用了"劳动世界"这一术语对"与工作相关"的暴力和骚扰进行范围界定。在标准劳动关系中的劳动者之外,国际劳工标准将非正规就业形式下的劳动者和特定情形下没有建立就业关系的劳动者均纳入保护范围。与此同时,国际劳工标准将受保护的空间范围从"有形工作场所"扩展到虚拟网络空间。这些内容对于完善我国劳动法对暴力和骚扰的规制具有重要的借鉴意义。为更为周延地保护劳动者权益,我国劳动法应当明确:在工作中发生或因工作引起的暴力和骚扰均应纳入调整范围,其所保护的劳动者不限于建立劳动关系的劳动者,暴力和骚扰发生的地点也不局限在有形的工作场所。在劳动法视阈中,用人单位应当对劳动领域内的暴力和骚扰负责。

To regulate violence and harassment in the workplace, it is necessary to define the forms of such acts, the scope of protected persons and the scope of protected spaces. The International Labor Organization has adopted the term "world of work" to define "work-related" violence and harassment. In addition to laborers in standard labor relations, international labor standards include both those in the informal employment and those who have not established an employment relationship under certain circumstances. At the same time, international labor standards extend the scope of protected space from "tangible workplaces" to virtual cyberspace. These contents are of great significance for reference to perfect the regulation of violence and harassment in China’s labor law. In order to protect workers ’rights more comprehensively, China’s labor law should make it clear that violence and harassment that occur during or due to work should be included in the adjustment scope. The workers they protect are not limited to those who have established labor relations, and also the place where violence and harassment occur is not limited to the tangible workplace. From the perspective of labor law, the employer should be responsible for violence and harassment in the labor field.