我国就业歧视的认定标准研究

发布时间：2018-05-10 22:32

本文选题：就业歧视 + 认定标准　；参考：《西南政法大学》2011年硕士论文

【摘要】：人人生而平等,已为社会各界所达成共识。虽然人因先天因素和后天的机遇不同,使人与人之间在生理及知识构成上有所差异,但是人人都有平等的追求幸福的机会。在就业方面亦是如此,但是就业歧视却站在了就业平等的对立面,限制和剥夺劳动者享有的就业平等权。可是当处于弱势地位的劳动者遭遇歧视并诉求法律时,却不得不面对我国就业歧视认定标准缺失的困境。由于我国反就业歧视的理论研究和立法、司法实践起步较晚,进度较慢,导致对就业歧视的认定没有一个明确系统的认定标准,造成整个就业歧视认定标准体系存在许多欠缺、空白和矛盾,将劳动者排斥在反就业歧视法律救济的大门之外。本文通过对我国当前就业歧视认定标准的立法现状的分析和对国外比较成熟的反就业歧视法律的参考,结合国内一些典型的案例,系统地探讨如何完善我国就业歧视认定标准这一问题,以期为我国反就业歧视事业的进一步发展尽一份绵薄之力。本文共分四部分。第一部分是案例及问题的提出。本部分通过对我国反就业歧视诉讼中的典型案例的分析,直观地探讨我国反就业歧视司法实践中存在哪些有关认定标准方面的问题,并进一步发掘造成这一问题的立法原因。第二部分是我国就业歧视认定标准的立法现状考察。这一部分分为两个方面,一是我国就业歧视认定标准方面的立法成果,二是我国在就业歧视认定标准上存在的诸多不足,通过对我国在相关立法方面的正反两方面的经验和教训的对比,指出我国就业歧视认定标准方面的症结所在。第三部分是就业歧视认定标准的比较法考察及其启示。本部分选择在反就业歧视法律方面相对发达的美国、加拿大、欧盟三个国家或国家联盟予以考察,以比较和择优的视野介绍它们在认定就业歧视上的先进经验,并总结了这些国家或国家联盟的就业歧视认定标准对我国的启示。第四部分是完善我国就业歧视认定标准的总体思路与具体措施。本部分是全文的重点所在,首先阐明完善我国就业歧视认定标准的总体思路,从基本原则和立法形式两个角度对如何构建我国就业歧视认定标准体系进行宏观概述,确定了完善就业歧视认定标准的价值理念、协调维度;然后提出完善我国就业歧视认定标准的具体措施,从明确就业歧视的概念、构成方式、司法衡量的原则、建立健全司法审查制度及反就业歧视司法救济制度五个方面进行了详细论述。
[Abstract]:All people are born equal, has been reached by the consensus of all sectors of society. Although human beings have different physiological and intellectual structures due to innate factors and acquired opportunities, everyone has equal opportunity to pursue happiness. The same is true in employment, but discrimination in employment is the opposite of equality in employment, restricting and depriving workers of equal right to employment. However, when the workers in the weak position encounter discrimination and apply for the law, they have to face the dilemma of lacking the standard of discrimination in employment in our country. Due to the theoretical research and legislation of anti-employment discrimination in our country, the judicial practice starts relatively late and the progress is slow, which leads to the lack of a clear and systematic standard for the recognition of employment discrimination, which leads to the existence of many deficiencies in the whole system of recognition standards of employment discrimination. Blank and contradictory, the laborer is excluded from the door of law remedy of anti-employment discrimination. Based on the analysis of the current legislation status of employment discrimination standards in our country and the reference to foreign mature laws against employment discrimination, this paper combines some typical domestic cases. This paper systematically discusses how to perfect the standard of employment discrimination in our country, in order to make a contribution to the further development of the cause of employment discrimination in our country. This paper is divided into four parts. The first part is the case and the questions raised. Based on the analysis of typical cases in our country's anti-employment discrimination lawsuit, this part intuitively discusses the problems in the judicial practice of anti-employment discrimination in China, and further explores the legislative reasons for this problem. The second part is the investigation of the legislation status of employment discrimination standards in China. This part is divided into two aspects: the first is the legislative achievement of the standard of employment discrimination in our country, and the other is the shortcomings of our country in identifying the standard of employment discrimination. By comparing the positive and negative experiences and lessons of the relevant legislation in our country, this paper points out the crux of the criterion of employment discrimination in our country. The third part is the comparative study of employment discrimination standards and its enlightenment. In this part, the author chooses three countries or national federations, the United States, Canada and the European Union, which are relatively developed in the field of anti-employment discrimination law, to investigate and introduce their advanced experience in identifying employment discrimination from a comparative and merit-based perspective. And summarized these countries or national union employment discrimination identification standard to our country enlightenment. The fourth part is the overall thinking and specific measures to perfect the standards of discrimination in employment in China. This part is the focal point of the full text. First, it clarifies the general idea of perfecting the standard of employment discrimination in our country, and gives a macro overview of how to construct the standard system of employment discrimination in China from the two angles of basic principle and legislative form. This paper defines the value concept and coordination dimension of the standard of employment discrimination, and then puts forward the concrete measures to perfect the standard of employment discrimination in our country, from defining the concept of employment discrimination, the way of composition, and the principle of judicial measurement, and then puts forward the concrete measures to perfect the standard of employment discrimination in China. The establishment and perfection of judicial review system and the judicial relief system of anti-employment discrimination are discussed in detail.
【学位授予单位】：西南政法大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：D922.5

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