摘要
通过对涉及职场性骚扰的裁判文书进行检索发现,我国职场性骚扰引发的民事案件整体数量极少,在相关的案件中法院认定存在职场性骚扰的比例较低,受害员工主动起诉维护自身权益的比例较低,胜诉率也很低。之所以走法律救济途径困难重重,主要是因为性骚扰认定标准模糊、证据收集难、证明力及证明标准认定尺度不一、追究用人单位责任难等。《民法典》第1010条规定了性骚扰的定义和用人单位的全过程防治义务,是职场性骚扰规制的重大进步,但并不能完全解决上述问题。在立法进一步完善之前,裁判实践中有必要明确性骚扰的具体认定要素及判断标准、厘清相关证据的证明力以及证明标准、积极探索追究用人单位责任的路径。
Through the retrieval of judicial documents involving sexual harassment in the workplace,it is found that the overall number of civil cases caused by sexual harassment in the workplace in China is very small.In related cases,the proportion of courts identifying sexual harassment in the workplace is low,the proportion of victims suing to protect their rights and interests is low,and the winning rate is also low.The main reason why it is difficult to take legal remedy is that the standards of sexual harassment identification are vague,the collection of evidence is difficult,the standards of proof are different,and it is difficult to take the liability of the employer.Article 1010 of the Civil Code of PRC stipulates the definition of sexual harassment and the whole-process prevention and treatment of the employer’s obligation,which is significant progress in regulating sexual harassment in the workplace,but cannot completely solve the above problems.Before the legislation is further perfected,it is necessary to clarify the specific identification elements and judgment standards of sexual harassment,clarify the certifying power and proof standards of relevant evidence,and actively explore the path of liability of the employer.
作者
王倩
於舒琳
Wang Qian;Yu Shulin
出处
《人权》
CSSCI
2022年第2期180-200,共21页
Human Rights
基金
国家社会科学基金一般项目“数字化时代劳动者的个人信息保护研究”(项目批准号:20BFX190)的研究成果。
关键词
职场性骚扰
证明难
用人单位责任
《民法典》第1010条
Sexual Harassment in the Workplace
Difficulty in Proof
Liability of the Employer
Article 1010 of the Civil Code of PRC
