女職工勞動保護修法對勞動關係的影響

The impact of the special provisions of the labor protection of female employees on labor relations

劉明輝(Ming-Hui Liu)

《就業與勞動關係季刊》 2卷3期 (2012/12) Pp. 338-349

https://doi.org/10.6674/TWELRQ.201212_2(3).0003

摘要

2012年4月28日國務院頒佈的《女職工勞動保護特別規定》對1988年《女職工勞動保護規定》的修正，對勞動關係影響較大。其中創設用人單位防止職場性騷擾的義務，促使用人單位建立防止職場性騷擾的機制以根治職場性騷擾頑症，保障女職工的工作環境權和平等就業權；在附錄列示職業禁忌便於政府主管部門及時增刪以消除其中的性別歧視並改進對生育機能的保護；把帶薪產假改為“生育津貼”等減輕企業負擔的變革減少“性別虧損”，有利於促進女性就業。但其依然存在對男性勞動保護等權利的忽視。應矯正立法理念以促進勞動關係和諧，改變單性別保護立法模式為多元化賦權，且分類規範以尊重各性別群體中的個體差異。

關鍵字

勞動保護修法 ； 性騷擾 ； 職業禁忌 ； 生育津貼

並列摘要

On April 28, 2012, China's State Council published the Special Provisions of the Labor Protection of Female Employees. The Special Provisions superseded the 1988 Provisions on Labor Protection of Female Employees and have exerted a profound influence on Labor Relations. According to the Special Provisions, employer now have obligation to prevent sexual harassment in the workplace. The Special Provisions also make it clear that employer must set up an effective mechanism to safeguard female employee's work environment right and equal employment right. The occupational contraindications have been listed in the appendix for timely additions and deletions in order to eliminate gender discrimination and improve the protection of reproductive function. The Special Provisions reduce the burden on enterprise by changing the paid maternity leave to maternity allowance, which also helps to mitigate gender deficit and to promote the female employment. However, the male labor protection rights still be disregarded. We should redress the legislation philosophy and stimulate labor relations to tend towards harmony by changing single-sex protection legislation mode to diversified empowerment and specify in classification to respect individual differences in gender groups.

並列關鍵字

labor protection amendments ； sexual harassment ； occupational contraindications ； maternity leave allowance