我国就业歧视界定模式之选择  

Choice of Mode to define the Employment Discrimination

作　　者：李雄[1] 刘俊[1] 

机构地区：[1]西南政法大学,重庆404000

出　　处：《河南社会科学》2010年第3期187-190,共4页Henan Social Sciences

基　　金：国家社科基金重大项目(A级)"改革发展成果分享法律机制研究"(05&ZD029);重庆市教委科学技术研究项目"重庆市城乡统筹就业新机制研究"(KJ090107);西南政法大学校级重点科研项目"高校毕业生就业问题与对策研究"(09XZ-ZD-17)

摘　　要：就业歧视的本质特征是没有正当理由的差别对待,禁止就业歧视的主要目的是保障平等就业权并实现社会正义。就业歧视的界定绝非一个抽象或均衡的问题,而是一个与各个国家的未来紧密勾联的具体问题。我国就业歧视界定模式应当符合市场化就业的基本要求,正确处理用工自主权与平等就业权这对"轴心"权利的相互关系,依法划清用工自主权与平等就业权的界限。同时,我国就业歧视的界定应包括如下因子:歧视原因、歧视行为、歧视类型、歧视领域、歧视后果和歧视例外等。The Essential characteristics of employment discrimination is unreasonable Differential treatment.The main aim of forbidding employment discrimination is to ensure the equal rights of employment and to realize the social justice.The definition of employment discrimination is a specific issue concerning the nation and its future instead of a issue of abstract or balance.The mode to define the employment discrimination in China should be able to meet the requirement of marketing policy,to deal with the correlation of the employment autonomy and equal employment rights properly and to clearly define the employment autonomy and equal employment rights.At the same time,elements such as reasons for discrimination,discrimination behavior,discrimination categories,discrimination fields,discrimination results and discrimination exceptions should be included in employment discrimination.

关 键 词：就业歧视 差别对待 正当理由 先赋因素 自获因素 

分 类 号：D9[政治法律—法学]