论反就业歧视法的多元综合实施理论  

On the Multiple Comprehensive Implementation Theory of AntiEmployment Discrimination Law

作　　者：王显勇 WANG Xianyong(Civil Commercial and Economic Law School,China University of Political Science and Law,Beijing 102249)

机构地区：[1]中国政法大学民商经济法学院,北京102249

出　　处：《中国劳动关系学院学报》2021年第1期50-59,共10页Journal of China University of Labor Relations

基　　金：国家社会科学基金一般项目“我国反就业歧视法实施机制构建研究”(项目编号:15BFX158)的阶段性研究成果。

摘　　要：我国现行反就业歧视法律制度采用单一的司法实施机制,无法得到有效实施。就业歧视本质上是群体与群体之间的利益冲突,而非个体利益冲突。反就业歧视法客观存在着群体化个体利益和群体化社会利益两种法益。反就业歧视法有群体化个体利益实施模式和群体化社会利益实施模式两种,两种模式都突破了传统私法个体利益实现机制和传统公法公共利益实现机制,通过多元综合实施机制来维护群体化个体利益和群体化社会利益。我国反就业歧视法应构建多元综合实施理论,建立包含行政实施、社会实施、个人实施三种实施机制在内的多元化综合实施体制,维护群体化个体利益与社会公共利益。The current anti-employment discrimination legal system in China adopts a single judicial implementation mechanism, which cannot be effectively carried out. Employment discrimination is essentially a conflict of interest between groups, rather than individual conflicts of interest. The anti-employment discrimination law objectively has two legal interests of group individual interests and group social interests, as well as two implementation models of group individual interests and group social interests. The two models both break through the traditional private law individual interest realization mechanism and the traditional public law public interest realization mechanism, and maintain group personal interests and group social interests through multiple comprehensive implementation mechanisms. The anti-employment discrimination law in China should construct a pluralistic comprehensive implementation theory, which includes three implementation mechanisms of administrative implementation, social implementation, and individual implementation to safeguard the interests of group individuals and the public interests of society.

关 键 词：就业歧视 群体利益冲突 多元综合实施理论 反就业歧视法 劳动法 

分 类 号：DF47[政治法律—民商法学] DF479.1[政治法律—经济法学]