录用条件中歧视性条款的反思与规控  

Reflection and Regulation of Discriminatory Terms in Employment Conditions

作　　者：郭成志 GUO Chengzhi

机构地区：[1]中南财经政法大学,武汉430073

出　　处：《上海市经济管理干部学院学报》2023年第3期57-63,共7页Journal of Shanghai Economic Management College

基　　金：教育部首批新文科研究与改革实践项目“经管法领域新文科建设实践——以社会治理法学‘三大体系’建设为例”(20211400970)。

摘　　要：录用条件中的歧视性条款是影响公民就业的突出因素,侵害了劳动者的就业平等权,而现行法律细则过于简单。对此,我国应当在借鉴国际社会实践经验的同时保持理论自觉,从歧视的范围与界定、录用条件的描述、歧视性条款的判断标准、举证责任的分配等方面入手,将歧视性录用条款的法律规控作为反就业歧视的重要任务。通过反歧视性条款来界定就业歧视,同时建立反歧视性录用条款机制,以期完善反就业歧视法律体系,维护公民的就业平等权。The discriminatory terms in the employment conditions are the prominent factors affecting the employment of citizens,which infringe on the equal right of employment of workers,while the current legal rules are too simple.China should learn from the practical experience of the international community while maintaining theoretical consciousness.Starting from the scope and definition of discrimination,the description of employment conditions,the judgment standards of discriminatory terms,and the distribution of the burden of proof,China should take anti-discriminatory terms of employment as an important task of anti-discrimination in employment,and define discrimination through the anti-discrimination system led by anti-discriminatory term.In order to improve the legal system of anti-discrimination in employment and safeguard the equal rights of citizens in employment,we should establish an anti discrimination employment clause mechanism.

关 键 词：就业歧视 劳动平等权 录用条件 法律规控 

分 类 号：D922.52[政治法律—民商法学]