摘要
《就业促进法》第3条对歧视禁止形态采开放式的列举方式,已改变传统保护范围过窄的困境。为解决现实中存在的歧视问题,保留了部分灵活处理的空间。但该条仍存在内涵狭窄和使用概念本身自我限缩问题。根据中国的具体情况,未来可以采取两步走方法逐步解决:在短期内,通过法律解释手段扩张已列举歧视形态的保障范围;在中长期范围内,在凝聚社会共识的基础上,理顺现有法律规定,修正和增加若干歧视形态,同时引进间接歧视理论。
The open-list model of article 3of Employment Promotion Law has changed the traditional dilemma of the narrow scope of protection.Certain space of flexibility should be retained to solve the problem of discrimination in reality.Article 3still has some problems including the narrowness of connotation and self-contraction of the concept itself.According to China＇s specific conditions,a two-step method can gradually solve the above problems in the future.In the short term,it is necessary to expand the scope of enumerate prohibited grounds by means of law interpretations,while in the medium and long term,on the basis of social consensus,it is also necessary to sort out the existing legal provisions,amend,increase the number of prohibited grounds,and introduce indirect discrimination theory as well.
出处
《上海师范大学学报（哲学社会科学版）》
CSSCI
北大核心
2016年第6期20-33,共14页
Journal of Shanghai Normal University(Philosophy & Social Sciences Edition)
基金
教育部人文社科青年项目"雇主不当劳动行为认定基准与救济机制研究"(11YJC820099)
国家社科基金青年项目"企业并购雇员权益保障法律机制研究"(12CFX089)
关键词
就业歧视
就业促进法
歧视形态
employment discrimination
employment promotion law
prohibited grounds
