Dilemma and Solution for Relief in the Right to Equal Employment-From the Perspective of Rectifying Private Law with Social Law

At present,the legal remedies in terms of the right to equal employment in China are mainly related to private law,that is,laborers seek direct legal remedies for personality rights liability and infringement liability according to typical private law,supplemented by indirect remedies for labor contract liability under special private law.However,there are many challenges in private law remedies for the right to equal employment,which are manifested in the misunderstanding of the general tort identification of employment discrimination,the loopholes in the regulations on discriminatory employment,the imbalance in the burden of proof,and the limitation and alienation of the functions of civil liability and private law autonomy.The root of those problems lies in the fact that the nature of anti-employment discrimination law is not private law but social law.Equal employment involves both public and private interests,and it should be based on the public interest of society and adhere to the value orientation of prioritizing fairness while taking into account efficiency.Improving the legal relief mechanism for protecting the right to equal employment,with a focus on correcting private law with social law,is the solution to the dilemma.Specific measures include establishing the special tort liability system for equal employment,the legal mechanism against discriminatory labor contracts,the public-private integrated legal responsibility system,and an essentially fair system for the responsibility of adducing evidence.

China's Employment Promotion Law Guarantees Right to Employment

China＇s legislature is soliciting comments and suggestions to the draft of Employment Promotion Law as an endeavor to democratize its process of legislation. Up to April 25 the National People＇s Congress had received over 11,000 items of comments and suggestions.

Legal Guarantee for the Elderly’s Right to Work——A Comparative Analysis Based on Age Discrimination in the Employment Act

In the context of the deepening of the population aging,many countries have begun to rectify age discrimination in labor and employment to ensure that the elderly enjoy equal and adequate right to work.In accordance with relevant laws and regulations,the legal norms of age discrimination in employment are highly similar in different countries.Yet,there are differences in exemption clauses and legal relief.So far,three major regulatory modes have taken shape respectively in the United States,europe and Japan.China still lags behind in legislation against age discrimination in employment,so extraterritorial governance experiences should be taken for reference to promote relevant legislation based on intergenerational solidarity and cooperation in a timely manner,so as to provide a legal guarantee for the elderly on the right to work and the handling of population aging.China should also use human rights discourse to summarize and express its own solutions and take an active part in the process of signing the international instruments on human rights specialized for the elderly.

Regulations Protect Right of Disabled to Employment

On February 14, 2007, the 169th Executive Meeting of the State Council, China＇s central government, adopted the Regulations on Employment of the Disabled （hereinafter referred to as the Regulations）. The Regulations, which became effective on May 1, comes as an important guarantee for the right of the disabled to work.

Implementing a More Positive Employment Policy and Promoting the Development of the Chinese Human Rights Cause

Human rights refer to the basic rights to which every person is entitled based on his or her nature and dignlty under certain social and historical circumstances. Simply put, the term means that everyone has the right to live and develop in a free and equal manner.

Characteristics of “Reasonable Accommodation” and its Application in Employment in China

Both reasonable accommodation and accessibility are crucial concepts in the UN Convent ion on the Rights of Persons with Disabilities Those two concepts promote each other and should develop as a whole State parties of the Convention undertake immediate obligations to ensure the provision of reasonable accommodation, which has advantages such as characteristics of subjective rights, individualization, justiciability and convenience, making it a flexible tool for the protection of rights It can serve as a supplement to insufficient accessibility and play a unique role in other areas which are irrelevant to accessibility, so as to satisfy the special needs of certain subjects to the largest extent The State Party has an ex ante and progressive obligations to the realization of the accessibility construction, which has advantages of comman design, large scale, economization and no need for individualization consideration In China, various forms of reasonable accommodation have been applied in employment, but they have disadvantages of contingency, randomness, simplicity and lack of systematic support In the process of further promoting the employment of people with disabilities in China, in addition to strengthening accessibility construction, we must fully understand and flexibly adopt reasonable accommodation.

Rights Basis and System Building of Occupational Injury Protection for Employers in New Business Forms

Employees in new business forms face higher occupational injury risks and the plight of“falling in the gap in the protection network”of work-related injury insurance.The existing three types of occupational injury protection models are based on the reflection and reform of traditional occupational injury insurance.The readjustment path of occupational injury insurance is the most desirable among them.Occupational injury protection for employees in new forms of business is based on the concept of human rights protection,with the right to equality,social insurance and occupational safety and health as the direct basis.The top-level design of the system should be based on the appropriate“decoupling”of work-related injury insurance and labor relations,and rely on the technological empowerment of the digital age to explore the establishment of a work-related injury insurance system that is both mandatory and flexible.For the specific system building,in the dimension of mandate,the commercialization of benefits payment should be realized while expanding the statutory coverage of work-related injury insurance;while in the dimension of flexibility,it should be based on the characteristics of employees.Corresponding rules and regulations should be adjusted in terms of management model,work-related injury identification,and treatment calculation and payment.

国内外新就业形态劳动者权益保障研究脉络与热点追踪--基于CiteSpace的文献计量分析

党的二十大报告强调,“要加强灵活就业和新就业形态劳动者权益保障”。围绕这一主题,借助CiteSpace等文献分析工具,聚焦发文量、文献被引频次、期刊影响因子、核心作者群、关键词聚类等指标,对近年来国内外关于新就业形态劳动者权益保障的主题文献进行计量分析,系统梳理其研究脉络,得出了如下结论和研究展望:近十年来,国内外对新就业形态劳动者权益保障的研究逐步深入,但文献总量较少,核心作者群相对分散,业内学术影响力不高,未来研究方向将集中在新就业形态劳动者新型雇佣关系认定和劳动权益保障两个方面,并致力于在工会职能创新、立法创新、社会保险政策实践创新3个方面作出实质性突破。

新业态从业者劳动权益保障的困境与出路

新业态从业者不同于传统劳动者,其在所处行业、组织方式、用工方式、计酬方式等方面表现出“新”的独特性的同时,该类人员劳动权益无法得到有效保障的现状也对传统劳动关系理论提出了新的挑战。通过对新业态从业者劳动权益保护现状进行研究,从现行保险制度、传统劳动关系的认定标准、诉讼与仲裁的衔接、劳动者维权力量等方面分析保障不足的内在原因,进而从加强保险制度的建设、更新劳动关系认定标准、增强维权力量、协同治理等方面提出完善劳动者权益保障的建议,以规范新型用工关系,促进劳动力市场有序发展,推动数字经济时代和谐劳动关系的构建。

困境与出路:交叉性视角下残障女性的就业权益保障

以往对残疾人就业或妇女就业的讨论,缺乏对女性残障个体的关照。我国残障女性规模庞大,残障女性的平等就业权、劳动报酬权和劳动条件权等就业权益面临严重困境。文章从交叉性理论出发,剖析我国残障女性的就业权益困境,分析我国残障女性在宏观(传统观念和法律制度推波助澜)、中观(媒体的形象控制和代际压力)和微观(残障歧视和性别歧视)层面的多元交叉压力和歧视。对此,残障女性就业权益保障应当推动残障女性反就业歧视的理念变革,促进残障主流化和社会性别主流化;建立性别与残障双重评估立法机制,完善法律制度设计和配套措施建设;优化多元主体协同网络以谋求社会合力,切实保障残障女性的就业权益。

生育新政下工作母亲就业困境与支持体系构建

工作母亲(特指已生育且在业的女性)既要参与社会劳动,又要承担生育和照顾儿童的主要责任,必然带来职业与养育之间的矛盾冲突,陷入“生育歧视”与“母职惩罚”等种种就业困境。我国“三孩”生育新政的实施使工作母亲的职育矛盾凸显,平等就业问题更突出。因此,宜通过完善法律政策体系、建立成本共担机制、催化社会力量担当、重建家庭内部分工等方式为工作母亲构建一个合理的平等就业支持体系。

老年人社会参与实践考察与保障机制研究——以昆明市为例

社会参与是积极老龄化应对全球人口挑战提出的重要任务之一。以社会参与理念落地为研究背景,以昆明市老年人社会参与实践考察数据为例,从老年人社会参与实践特征维度予以分析。结果显示:昆明市老年人社会参与存在缺乏理论与制度保障、就业权益缺乏法律保障、社会参与能力不足的问题。对此,应通过优化老年人社会参与政策制度、完善老年人社会参与平台建设、分类管理指导老年人社会参与工作、优化老年人社会参与能力与环境四个保障机制推进积极老龄化发展。

数字零工劳动权益影响因素研究

互联网平台企业的发展催生了数字零工这一新兴工作群体,清晰识别数字零工劳动权益的核心影响因素对保护其劳动权益至关重要。运用扎根理论构建了包含国家政策法规、平台管理、工会支持能力和顾客四个维度的数字零工劳动权益影响因素模型。采用加权主成分分析法对模型赋权并进行评价,认为平台管理、国家政策法规的相关影响力较大,工会支持能力和顾客的影响力也不容忽视。要维护数字零工劳动权益,应持续规范和优化互联网平台企业管理、加快数字零工劳动权益保护的法治进程、提升数字零工工会的支持能力、强化顾客对数字零工的情感认同。

残疾人按比例就业制度的国际比较观察与本土优化路径

残疾人按比例就业制度在我国实施30余年,其在促进残疾人就业方面效果不彰,主要由于制度总体较为简单粗糙且法密度低、社会对残疾人的认知以医疗模式为主、雇主注重雇佣轻度残疾者以完成雇佣比例、公共部门没有起到应有的表率作用、残疾人就业保障金存在一定的排挤效应。为此,可以从受益对象、义务主体、雇佣比例以及制裁和激励措施等细部规则考察比较域外国家的相关经验,以探寻残疾人按比例就业制度中的常见问题和解决这些问题的替代方法。在此基础上,可以从提升立法的操作性和共识性、确保残疾人权利主体地位、促进重度残疾人融合就业、强化公共部门责任、推动残疾人就业保障金的弹性化征收与使用等方面优化我国残疾人按比例就业制度。

职业篮球俱乐部“独家签约权”条款的现实困境与完善进路——基于劳动法视角的考察分析

职业篮球俱乐部独家签约权条款在保护俱乐部的先期投入、提升俱乐部竞争力等方面发挥了积极作用,但同时也面临诸多问题与困境,引发了实践中的诸多纠纷。从劳动法的视角出发,综合运用文本分析法、规范分析法等研究方法,对独家签约权条款的法律性质及其与球员劳动者自由择业权的互动、与服务期条款的对比等事项进行考察,发现当前我国职业篮球俱乐部独家签约权条款存在缺乏法律依据和法律约束力、与高位阶“服务期”条款相冲突、以严格的约束条件过度限制球员劳动者的自由择业权等问题。为保障球员劳动者的自由择业权并提升俱乐部的可持续竞争力,从加强立法、推进集体协商、放宽约束条件以及适用服务期条款等方面提出了我国职业篮球俱乐部独家签约权条款的完善进路。

产权安全对农户林地流转的影响——来自非农就业的调节效应

基于江西集体林区505份农户数据,运用熵值法测算出产权安全综合水平,通过Probit模型和IVprobit模型探讨产权安全影响农户林地流转的作用机制,验证非农就业的收入效应与劳动力转移效应的调节作用。结果表明:产权安全综合水平的提高可促进农户林地转出或转入行为发生,不同维度产权安全水平对林地流转行为的影响具有差异;非农就业通过收入效应弱化了产权安全对林地转出的促进效应。因此,为提高林地产权安全,建议集体林权制度改革要进一步从农户认知层面、政策实际效果提升林地产权安全性,从而促进林地流转;集体林权制度政策的制定需要结合农户家庭生计方式,并进一步完善林权交易平台,畅通林地流转。

新业态劳动权利与企业用工权动态平衡的法治实践研究

随着经济社会的数字化、智慧化、网络化及人力资本的不断社会化,新业态中企业用工权与劳动者的劳动保障权必然产生新的变化。分析两种权利的变化及冲突、探究矛盾的调和策略、补充新业态劳动用工制度、提高政府数字治理能力迫在眉睫。同时,公共社会保障也应从覆盖“全体国民”到覆盖“全部工作任务”,加快基于自然人的工作交易平台的新社会保障体系建设,实现企业用工自主权与劳动者社会保障权的平衡,让企业和劳动者共享发展成果。

我国零工经济现状、发展及对策

零工经济是共享经济的一种重要组成形式。随着科技的进步和时代的发展,零工经济随之演变而来,其也进一步解释了共享经济。零工经济简单地说就是一种以人为本的新型商业模式,一个平台就可以工作的模式,对于人口庞大的中国来讲,可以让更多的人就业,减少失业率,但是毕竟是一个新兴的行业,有新的就有旧的,对其相关的旧行业造成了巨大的冲击,也会让行业之间的竞争越来越猛烈。并且,一个新的行业出现也会带来许多问题,没有严格的监管是远远不够的,零工经济也面临着这样的现状。政策是如何监管零工经济发展的?零工经济是如何推动国民经济发展的?零工经济的前景又是怎样的?这些都是我们值得思索的问题。因此,文章对于零工经济兴起及现在发展存在的问题进行阐述,并针对这些问题提出一些解决措施。同时,关于零工经济目前的发展趋向,我们要明确零工经济的前景,让零工经济茁壮成长。

数字经济下新就业形态劳动者权益保障研究

新就业形态是指劳动者通过互联网平台获得就业机会,进行相关工作,换取相应报酬的一种就业形态,是数字经济深入发展的产物。现行法律法规在保障新就业形态劳动者权益方面存在诸多问题,主要表现为劳动用工关系难确定、劳动者法律地位不明确、权益保障内容不具体等现实性问题。为了更好地保护新业态劳动者的合法权益,一方面需要明晰其法律地位,厘清劳动关系;另一方面可尝试将其作为特殊群体给予特别保护,通过“概括+举例”的方式完善职业安全、休息休假、竞业限制方面的立法,以法促建,推进新就业形态的健康可持续发展。

美国雇主与雇员发明奖酬制度的平衡——在shop right视角下

美国雇员发明制度是在判例基础上建立起来的雇主与雇员之间利益平衡制度。shop right是雇主对雇员发明专利的默示许可使用权,是默示许可原则、禁止反悔原则和公平原则推演出来的利益平衡机制。shop right是美国专利法一项抗衡机制,提升了雇员获取奖酬的谈判地位。雇主与雇员发明创造预约协议具有权利保障性,平衡了雇主利益又保护了雇员合法权益,推动了美国的科技进步和社会发展。厚雇员主义价值导向、构建多元利益平衡机制、尊重市场自由和意义自治,为中国职务发明奖酬机制设置提供了借鉴。