摘要
美国《民权法案》禁止基于包括性别在内的就业歧视,法院通过判例认定职场性骚扰构成性别歧视。雇主责任是反职场性骚扰法律制度核心内容之一,美国法院综合考虑骚扰者的身份、受害者工作条件受影响程度以及雇主是否具有抗辩事由等因素,确立了严格替代责任、推定替代责任和过失责任三种责任形态,并对不同形态下雇主责任的构成要件作了具体阐述。合理的性骚扰雇主责任机制有利于预防和减少工作场所中的性骚扰行为,维护员工的合法利益。
The Civil Rights Act is one of the most important pieces of legislation in American history. Title VII of Civil Rights Act prohibits employment discrimination based on sex, including sexual harassment in the workplace that has been interpreted by the US courts as one form of sex-based employment discrimination. Employers＇ liability is a core concept in the legal system against sexual harassment in the workplace in the USA. After many cases in which the American courts examined the victims＇ status, working conditions, and level of injury as well as whether or not the employers had reasons to rebut, the courts have developed strict vicarious liability, rebuttable vicarious liability and negligent liability on the part of employers. China should learn from the American experience in order to protect workers＇ rights against sexual harassment in the workplace.
出处
《妇女研究论丛》
CSSCI
北大核心
2016年第2期71-79,共9页
Journal of Chinese Women＇s Studies
基金
对外经济贸易大学中央高校基本科研业务费专项资金(批准编号:15QN05)资助
关键词
性骚扰
严格替代责任
推定替代责任
过失责任
sexual harassment
strict vicarious liability
rebuttable vicarious liability
negligent liability
