本文選題：國(guó)際勞工標(biāo)準(zhǔn) + 就業(yè)歧視　； 參考：《華東政法大學(xué)》2011年碩士論文

【摘要】：國(guó)際勞工組織制定的《對(duì)男女工人同等價(jià)值的工作付予同等報(bào)酬公約》(第100號(hào))和《就業(yè)和職業(yè)歧視公約》(第111號(hào))是保障平等、消除歧視的兩個(gè)重要的核心公約。中國(guó)已于1990年和2005年分別加入了這兩個(gè)公約。本文擬從國(guó)際勞工標(biāo)準(zhǔn)的涵義及淵源入手,引出國(guó)際勞工標(biāo)準(zhǔn)的分類,進(jìn)而對(duì)國(guó)際勞工標(biāo)準(zhǔn)中的反就業(yè)歧視部分進(jìn)行研究,并分析同工同酬公約、就業(yè)和職業(yè)歧視公約的特點(diǎn)以及在中國(guó)的實(shí)施狀況,探討在中國(guó)構(gòu)建反就業(yè)歧視制度的法律問(wèn)題。 本文除導(dǎo)言和結(jié)語(yǔ)外,共分三個(gè)章節(jié)。 第一章是對(duì)國(guó)際勞工標(biāo)準(zhǔn)的概述。首先介紹國(guó)際勞工標(biāo)準(zhǔn)的涵義和淵源。隨后介紹國(guó)際勞工標(biāo)準(zhǔn)的分類。國(guó)際勞工標(biāo)準(zhǔn)大體上可分為兩類:一類是核心勞工標(biāo)準(zhǔn),另一類是技術(shù)性標(biāo)準(zhǔn)。其中的核心勞工標(biāo)準(zhǔn)包括四方面的內(nèi)容:廢除強(qiáng)迫勞動(dòng),結(jié)社自由、組織和集體談判權(quán),消除剝削童工,以及消除就業(yè)歧視。 第二章探討了國(guó)際勞工標(biāo)準(zhǔn)中的反就業(yè)歧視部分。首先分析國(guó)際人權(quán)視角下的勞動(dòng)權(quán)問(wèn)題和平等就業(yè)權(quán)問(wèn)題。隨后歸納了消除就業(yè)和職業(yè)歧視的重要性以及反就業(yè)歧視國(guó)際勞工標(biāo)準(zhǔn)的作用。接著對(duì)國(guó)際勞工核心標(biāo)準(zhǔn)中的反就業(yè)歧視內(nèi)容,也即《對(duì)男女工人同等價(jià)值的工作付予同等報(bào)酬公約》、《就業(yè)和職業(yè)歧視公約》及其同名建議書(shū)進(jìn)行了評(píng)析,分析了國(guó)際勞工公約在我國(guó)的適用以及實(shí)施現(xiàn)狀。 建立在第二章的基礎(chǔ)上,第三章主要討論了我國(guó)的反就業(yè)歧視法律制度。分析了我國(guó)的就業(yè)歧視現(xiàn)狀和相關(guān)公約在我國(guó)的實(shí)施,論述了我國(guó)在構(gòu)建反就業(yè)歧視法律體制中需要注意的問(wèn)題。 最后,本文就如何在我國(guó)消除就業(yè)和職業(yè)歧視進(jìn)行了展望。目前,我國(guó)關(guān)于保護(hù)勞動(dòng)者在就業(yè)和職業(yè)平等待遇的法律與《對(duì)男女工人同等價(jià)值的工作付予同等報(bào)酬公約》和《就業(yè)和職業(yè)歧視公約》的要求基本相符,不存在矛盾。但是,相關(guān)法律概念模糊,可操作性不強(qiáng),同時(shí)我國(guó)又缺乏系統(tǒng)的反就業(yè)歧視法以及同工同酬法。為了更好地履行我國(guó)作為國(guó)際勞工組織成員國(guó)的義務(wù),保障消除就業(yè)和歧視公約在我國(guó)的實(shí)施,我國(guó)應(yīng)該從制定專門(mén)的反就業(yè)歧視法、工資法(或同酬法),完善現(xiàn)行相關(guān)法律的規(guī)定,建立有效的就業(yè)歧視申訴機(jī)制等方面完善現(xiàn)有的反就業(yè)歧視法律制度,并且要將國(guó)際勞工組織《費(fèi)城宣言》所聲明的平等精神貫穿其中。
[Abstract]:The ILO Convention concerning Equal Remuneration for Men and Women Workers for work of Equal value (No. 100) and the Convention concerning Discrimination in respect of Employment and occupation (No. 111) are two important core conventions guaranteeing equality and eliminating discrimination. China acceded to the two conventions in 1990 and 2005 respectively. This paper begins with the meaning and origin of international labor standards, draws out the classification of international labor standards, studies the discrimination in employment in international labor standards, and analyzes the conventions of equal pay for equal work. This paper discusses the characteristics of employment and occupation discrimination convention and its implementation in China, and probes into the legal issues of setting up an anti-employment discrimination system in China. In addition to the introduction and conclusion, this article is divided into three chapters. The first chapter is an overview of international labor standards. First of all, it introduces the meaning and origin of international labor standards. Then it introduces the classification of international labor standards. International labor standards can be broadly divided into two categories: core labour standards and technical standards. The core labour standards include the abolition of forced labour, freedom of association, the right to organize and collective bargaining, the elimination of child labour exploitation, and the elimination of discrimination in employment. The second chapter discusses the anti-employment discrimination in international labor standards. First, it analyzes the labor rights and equal employment rights from the perspective of international human rights. Then the importance of eliminating discrimination in employment and occupation and the role of international labor standards in combating discrimination in employment are summarized. Then, the article analyzes the content of the core international labour standards, namely, the Convention on Equal Remuneration for Men and Women Workers for work of Equal value, the Convention on Discrimination in respect of Employment and occupation and its recommendation of the same name. This paper analyzes the application and implementation of international labor conventions in China. Based on the second chapter, the third chapter mainly discusses the anti-employment discrimination legal system in our country. This paper analyzes the present situation of employment discrimination in China and the implementation of relevant conventions in our country, and discusses the problems that should be paid attention to in the construction of the legal system against employment discrimination in our country. Finally, this paper looks forward to how to eliminate employment and occupation discrimination in China. At present, China's laws on the protection of equal treatment of workers in employment and occupation are basically in line with the requirements of the Convention on Equal Remuneration for work of Equal value to Men and Women Workers and the Convention on Discrimination in Employment and occupation, and there is no contradiction. However, the concept of relevant laws is vague, the maneuverability is not strong, at the same time, our country lacks systematic law against employment discrimination and equal pay law for equal work. In order to better fulfill our obligations as a member of the International Labour Organization and guarantee the implementation of the Convention on the Elimination of Employment and Discrimination in China, our country should formulate a special law against discrimination in employment. The wage law (or equal pay law), the improvement of the existing relevant laws and regulations, the establishment of an effective employment discrimination complaint mechanism, and the improvement of the existing legal system against employment discrimination, And the spirit of equality enshrined in the International Labour Organization's Philadelphia Declaration.
【學(xué)位授予單位】：華東政法大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2011
【分類號(hào)】：D998.2

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