国际劳工标准中的反就业歧视研究

发布时间：2018-06-12 20:57

本文选题：国际劳工标准 + 就业歧视　；参考：《华东政法大学》2011年硕士论文

【摘要】：国际劳工组织制定的《对男女工人同等价值的工作付予同等报酬公约》(第100号)和《就业和职业歧视公约》(第111号)是保障平等、消除歧视的两个重要的核心公约。中国已于1990年和2005年分别加入了这两个公约。本文拟从国际劳工标准的涵义及渊源入手,引出国际劳工标准的分类,进而对国际劳工标准中的反就业歧视部分进行研究,并分析同工同酬公约、就业和职业歧视公约的特点以及在中国的实施状况,探讨在中国构建反就业歧视制度的法律问题。本文除导言和结语外,共分三个章节。第一章是对国际劳工标准的概述。首先介绍国际劳工标准的涵义和渊源。随后介绍国际劳工标准的分类。国际劳工标准大体上可分为两类:一类是核心劳工标准,另一类是技术性标准。其中的核心劳工标准包括四方面的内容:废除强迫劳动,结社自由、组织和集体谈判权,消除剥削童工,以及消除就业歧视。第二章探讨了国际劳工标准中的反就业歧视部分。首先分析国际人权视角下的劳动权问题和平等就业权问题。随后归纳了消除就业和职业歧视的重要性以及反就业歧视国际劳工标准的作用。接着对国际劳工核心标准中的反就业歧视内容,也即《对男女工人同等价值的工作付予同等报酬公约》、《就业和职业歧视公约》及其同名建议书进行了评析,分析了国际劳工公约在我国的适用以及实施现状。建立在第二章的基础上,第三章主要讨论了我国的反就业歧视法律制度。分析了我国的就业歧视现状和相关公约在我国的实施,论述了我国在构建反就业歧视法律体制中需要注意的问题。最后,本文就如何在我国消除就业和职业歧视进行了展望。目前,我国关于保护劳动者在就业和职业平等待遇的法律与《对男女工人同等价值的工作付予同等报酬公约》和《就业和职业歧视公约》的要求基本相符,不存在矛盾。但是,相关法律概念模糊,可操作性不强,同时我国又缺乏系统的反就业歧视法以及同工同酬法。为了更好地履行我国作为国际劳工组织成员国的义务,保障消除就业和歧视公约在我国的实施,我国应该从制定专门的反就业歧视法、工资法(或同酬法),完善现行相关法律的规定,建立有效的就业歧视申诉机制等方面完善现有的反就业歧视法律制度,并且要将国际劳工组织《费城宣言》所声明的平等精神贯穿其中。
[Abstract]:The ILO Convention concerning Equal Remuneration for Men and Women Workers for work of Equal value (No. 100) and the Convention concerning Discrimination in respect of Employment and occupation (No. 111) are two important core conventions guaranteeing equality and eliminating discrimination. China acceded to the two conventions in 1990 and 2005 respectively. This paper begins with the meaning and origin of international labor standards, draws out the classification of international labor standards, studies the discrimination in employment in international labor standards, and analyzes the conventions of equal pay for equal work. This paper discusses the characteristics of employment and occupation discrimination convention and its implementation in China, and probes into the legal issues of setting up an anti-employment discrimination system in China. In addition to the introduction and conclusion, this article is divided into three chapters. The first chapter is an overview of international labor standards. First of all, it introduces the meaning and origin of international labor standards. Then it introduces the classification of international labor standards. International labor standards can be broadly divided into two categories: core labour standards and technical standards. The core labour standards include the abolition of forced labour, freedom of association, the right to organize and collective bargaining, the elimination of child labour exploitation, and the elimination of discrimination in employment. The second chapter discusses the anti-employment discrimination in international labor standards. First, it analyzes the labor rights and equal employment rights from the perspective of international human rights. Then the importance of eliminating discrimination in employment and occupation and the role of international labor standards in combating discrimination in employment are summarized. Then, the article analyzes the content of the core international labour standards, namely, the Convention on Equal Remuneration for Men and Women Workers for work of Equal value, the Convention on Discrimination in respect of Employment and occupation and its recommendation of the same name. This paper analyzes the application and implementation of international labor conventions in China. Based on the second chapter, the third chapter mainly discusses the anti-employment discrimination legal system in our country. This paper analyzes the present situation of employment discrimination in China and the implementation of relevant conventions in our country, and discusses the problems that should be paid attention to in the construction of the legal system against employment discrimination in our country. Finally, this paper looks forward to how to eliminate employment and occupation discrimination in China. At present, China's laws on the protection of equal treatment of workers in employment and occupation are basically in line with the requirements of the Convention on Equal Remuneration for work of Equal value to Men and Women Workers and the Convention on Discrimination in Employment and occupation, and there is no contradiction. However, the concept of relevant laws is vague, the maneuverability is not strong, at the same time, our country lacks systematic law against employment discrimination and equal pay law for equal work. In order to better fulfill our obligations as a member of the International Labour Organization and guarantee the implementation of the Convention on the Elimination of Employment and Discrimination in China, our country should formulate a special law against discrimination in employment. The wage law (or equal pay law), the improvement of the existing relevant laws and regulations, the establishment of an effective employment discrimination complaint mechanism, and the improvement of the existing legal system against employment discrimination, And the spirit of equality enshrined in the International Labour Organization's Philadelphia Declaration.
【学位授予单位】：华东政法大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：D998.2

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