言辞型职场性骚扰的司法裁判逻辑

Logic in Judicial Decisions on Workplace Verbal Sexual Harassment

言辞型职场性骚扰是以言语、文字和图像形式在职场实施的性骚扰。此类性骚扰相对于肢体行为更具有隐蔽性和频发性,法律边界也较为模糊。检索现有言辞型职场性骚扰的案例分析发现,目前司法裁判标准尚不统一。由于中国《民法典》《女职工保护条例》等多项法律法规确立了雇主防治性骚扰义务,规定用人单位应当介入调查性骚扰,由此使性骚扰争议的主体结构由"骚扰者—被骚扰者"转变为"骚扰者—用人单位—被骚扰者",争议性质也由民事争议转变为劳动争议,由用人单位承担性骚扰的证明责任。本文认为,司法裁判对于言辞型职场性骚扰应建立实体和证据两方面的标准,在实体上考察性骚扰对被骚扰者和用人单位两方面的损害,在证据上考察用人单位内部证据能否形成互相印证的证据链,并逐步建构以用人单位为中心的争议处理模式和以用人单位内部证据为中心的证据标准。

Workplace verbal sexual harassment refers to language,words and pictures directed at another person in the workplace that cause that person harm.It is more widespread and hidden than physical harassment,and there seems to be a less clear-cut boundary in law.For instance,there are no uniform standards in judicial decisions based on a search through the existing cases on workplace verbal sexual harassment.The Civil Code and other legal provisions on the protection of women workers in China have made the employer responsible for the prevention of sexual harassment.The involvement of employer in the investigation of a sexual harassment case would change the structure of the parties litigant"between the harasser and the harassed"to that of"harasser-employer-the harassed".This change would result in shifting a Civil dispute to a labour dispute and the employer bearing the burden of proof.There should be standards for facts and evidence to guide judicial decisions on workplace verbal sexual harassment.The standards for facts help determine the damages inflicted on the harassed and the employer.The standards of evidence measure the chain of evidence inside the workplace that could support one another.In so doing,it is possible to establish a model of dispute resolution centred on the workplace and the standards of evidence centred on evidence inside the workplace.