摘要
继《民法典》明文规定禁止性骚扰条款之后,新修订的《妇女权益保障法》第25条、第80条针对职场性骚扰防治做出了详细规定,但是用人单位防治性骚扰的劳动法责任制度构建仍然存在明显不足,用人单位防治性骚扰法律责任的可诉性不强亦是其印证。我国《劳动法》应当将用人单位的性骚扰防治义务定位为劳动基准,进一步界定用人单位防治性骚扰的保护对象、保护类型、处置措施等;根据防治义务的公法属性,应当规定用人单位未尽防治义务的劳动行政法律责任;根据防治义务的私法效果,应当将劳动合同相关制度与性骚扰防治相衔接,使得性骚扰事由能够适用于当事人行使劳动合同法定解除权、同时履行抗辩权、损害赔偿请求权等情形,便利当事人在劳动争议中维权。
Following the provisions of the Civil Code of PRC expressly prohibiting sexual harassment, Articles 25 and80 of the newly revised Law of PRC on the Protection of Rights and Interests of Women have made detailed provisions on the prevention of workplace sexual harassment. Nonetheless, there are still obvious deficiencies in the construction of employers’ liability to prevent workplace sexual harassment in China labor law in that the justiciability of such liability is not strong. China labor law should position employers’ obligation to prevent workplace sexual harassment as a labor standard, further define the protected object, protected types and disposal measures of employers to prevent sexual harassment. Based on the preventive liability’s attribute of public law, China labor law should stipulate employers’ labor administrative legal responsibility for failing to fulfill its obligation to prevent workplace sexual harassment. In the light of the preventive liability’s effects in private law, the relevant system of labor contract should be linked with the prevention of workplace sexual harassment, so that the causes of sexual harassment can be applied to the situations where the parties exercise the legal right to dissolve the labor contract, the right for simultaneous performance and the right to claim damages, so as to facilitate the litigants to safeguard their rights in labor disputes.
出处
《中华女子学院学报》
2023年第2期45-51,共7页
Journal of China Women＇s University
基金
2022年度浙江省哲学社会科学规划领军人才培育课题“民法学话语体系的时代特色研究”的阶段性成果,项目编号:22YJRC13ZD-3YB。
关键词
职场性骚扰
妇女权益保障法
劳动基准
用人单位劳动法责任
workplace sexual harassment
the law of PRC on the Protection of Rights and Interests of Women
labor standard
employers’liability in labor law
