关于高校临时工权益保护的思考

高校临时工作为高校中的弱势群体，在劳动的过程中合法权益得不到充分保障，维权渠道不畅通是目前高校普遍存在的问题。要从中间层组织与制度规范角度进一步深化对高校临时工的权利保护的全新理念，着力构建维护高校临时工权益的制度和维权机制，为高校临时工权益保护与和谐校园的建设提供有重要保障。     

中国情景下的数字劳动：制度性特征、实践挑战与治理路径

随着中国数字经济快速发展,形态各异的数字劳动应运而生,创造了大量灵活的就业机会,拓展了新时代“职业版图”,丰富了劳动者职业选择。总体上看,中国情景下数字劳动呈现出用工关系更趋多样化、劳动者群体高度异质化、灵活就业“正规化”、备受政府支持等鲜明的制度性特征,但同时又面临劳动者对平台依附加深、劳动者权益保障缺失、劳动者职业发展受限和平台算法严苛等新问题、新挑战。规范和促进中国数字劳动高质量发展,必须构建起以明晰数字劳动用工关系为前提、以加强数字劳动权益保障为基础、以推动平台算法治理为关键、以社会力量协同参与为补充的数字劳动治理机制。     

为新就业形态劳动者筑起权益防护网

正人社部等八部门7月22日发布的《关于维护新就业形态劳动者劳动保障权益的指导意见》首次明确,平台企业对劳动者权益保障应承担相应责任。(7月22日新华社)在新就业形态劳动者规模不断扩大的同时,权益保障问题却一直成为制约发展的短板。新业态重新定义了工作和就业,劳动用工去雇主化、劳动关系灵活化的特征愈发明显,从业者与企业、网络平台之间的法律关系更加复杂,使得平台从业者的权益保护面临更多挑战。     

工会维权与构建和谐社会

党的十七大报告对工会维权工作提出了新的要求，这就是强调要规范和协调劳动关系，依法维护劳动者权益，发展基层民主，建设和谐文化。广丰县人民医院工会在履行职工维权职能上，主要从职工群众最关心、最直接、最现实的利益问题人手，采用“三线”维权的方法，推进本院的维权工作。     

中国城镇农民工群体非正规就业的体面劳动实证研究

国际劳工组织提出体面劳动的目的是实现劳动者充分的劳动权、就业平等权、社会保障权和社会对话权等方面的劳动权益保障,建立稳定的劳动关系,构建和谐社会。文章主要通过问卷调查方式,对城镇农民工群体非正规就业的体面劳动的目标进行三级分类并作了实证调研,文章分析了调研结果产生的原因,探索如何实现城镇农民工非正规就业的体面劳动的对策思考。     

宁波劳动争议基层调解工作机制探讨

劳动关系中劳动者一方的利益诉求和用人单位控制经营成本是一对矛盾,好的制度和机制能够更好地平衡双方的利益分歧,实现劳动关系的和谐进而成就生产关系的可持续发展。目前宁波尚存在劳动争议基层调解工作机制不完善现象,并导致劳动者与用人单位之间的利益失衡,不仅影响到用人单位的发展前景,同时也影响到宁波和谐社会的构建。为此需要从加强劳动争议基层调解工作机制建设入手,完善基层调解工作中涉及的主体保障、人员保障、经费保障、业务能力保障和法律保障等问题。     

试论经济全球化背景下劳动者权益及其维护

加入世界贸易组织（下文简称WTO）后,随着社会主义市场经济体制的日臻完善,我国劳动关系越来越趋向市场化。法律所宣言的劳动者权益及其在实现程度上存在的差距,引发了大量的劳动争议,劳动者权益问题日渐凸显并成为社会热点问题。因此,我们需加强对WTO背景下劳动者权益问题的研究,使法律宣言的劳动者权益得到切实保障，以促进劳动关系的协调稳定，推动经济建设和各项事业的健康发展。     

“春暖行动”为外来务工人员维权

天津市河东区人力社保局不断刨新调解技巧．以维护好流动人口的合法劳动权益特别是劳动报酬权为重点．积极做好劳动监祭和维权保障工作．为外来务工人员就业创造良好环境。     

建立和谐稳定的劳动关系切实维护劳动者合法权益

和谐稳定的劳动关系有利于社会稳定，劳动关系不协调、不稳定，社会和谐就无从谈起。在劳动关系双方地位与权益处于失衡状态的情况下，劳动关系调整工作的重心应当向处于弱势地位的劳动者倾斜，注重维护广大劳动者特别是弱势群体的合法权益。     

数字经济背景下对中国新就业形态的现状分析及发展建议

新就业形态作为在数字经济背景下衍生出的一种新经济业态，凭借其智能性、灵活性在经济体系中飞速发展。在数字经济推动下的新就业岗位促进了劳动者素质水平改善、就业资源配置效率提高、男女就业不平等性降低，但同样也造成了对传统产业的冲击、劳动力结构不平衡、新就业者劳动权益保障不足等问题。因此，国家应该持续完善新就业形态相关法律和监管机制，努力提高全体劳动者数字化素质，协助传统产业进行数字化升级。     

SA 8000对我国中小企业跨国营销的影响及对策

SA 8000是一个国际性企业社会责任标准,该标准基于国际劳工组织宪章(ILO宪章)、联合国儿童权利公约和世界人权宣言等相关文件而制定。文章通过介绍SA 8000的产生背景、核心内容及发展现状,指出了它对我国中小企业跨国营销的影响,并在此基础上提出了企业领导应该树立长期发展眼光、构建现代人力资源部门和创造新的利润增长点等应对策略。     

Families in the Gautreaux Housing Mobility Program: Perceptions and Responses to the U.S. Political Economy

This study examines how perceptions of shifts in the U.S. political economy such as those associated with the Great Migration(s), the Civil Rights Movement, and various housing policies influenced the lives of three generations of African American families and children. This study looks at the experiences of families living in Chicago, Illinois who participated in the Gautreaux Assisted Housing Program, which was a direct result of the Civil Rights Movement. A qualitative analysis is employed that analyzes the perceptions of Gautreaux participants (N?=?25) about how changes in the U.S. political economy affect their life course development and the life courses of their parents (N?=?50) and children (N?=?72). Added to the perceptions of Gautreaux participants is an intergenerational analysis of educational achievement and occupational attainment in the context of a changing U.S. political economy from the Jim Crow era to the post-Civil Rights era. The findings suggest that in many cases participants perceived expanding opportunities but also recognized the persistence of structural constraints. They identified several structural changes that they believed influenced their families’ educational and occupational opportunities: industrial jobs in the North, civil rights protests by African Americans against employment and housing discrimination (and the resulting policies like “affirmative action”), as well as increased government funding for job training and education. The intergenerational analysis of educational and occupational achievement revealed that each Gautreaux generation has higher rates of college attendance and post-high school training, as well as a greater range of occupations. I argue that the interplay between changing structural forces and bundled acts of resistance over the three generations created pathways that significantly improved life course development within and across the generations.     

资源特性、产权结构与农业组织制度的效率——以海南农垦为例的研究

通过构建"资源特性——产权结构——行为特征——经济绩效"的理论模型,并将其应用到海南农垦的农业组织制度,揭示海南农业组织制度的资源特性、产权结构及其效率的决定。     

论我国无固定期限劳动合同的实施现状及其改善建议

《中华人民共和国劳动合同法》中的无固定期限劳动合同条款,是社会各界争议的焦点。虽然已有着3年多的制度实施,无固定期限劳动合同的签订率仍然非常低下,这对于建立一个和谐稳定的劳动关系影响非常之大。文章通过介绍本文通过介绍《中华人民共和国劳动合同法》出台后无固定期限劳动合同的实施情况及其存在问题,结合国外的实践基础上,就完善我国无固定期限劳动合同制度提出若干思路,以期通过无固定期限劳动合同的实施构建我国和谐劳资关系,促进企业与员工的共同发展。     

基于减少劳动纠纷的企业文化建设思考

过多的劳动纠纷不仅影响和谐社会建设,也妨碍企业的发展。劳动纠纷解决的实质是要建立和谐劳动关系。当下企业的着力点应放在遵守《劳动合同法》和增加对劳动关系的投入两个向度上,而这两个向度从不同侧面均指向企业文化建设。     

欧盟老成员国向新成员国开放劳动力市场浅析

内容提要劳动力市场的一体化是欧盟经济、社会一体化的重要组成部分,劳动力的跨国自由流动则是欧盟所追求的要素四大自由流动之一。随着欧盟的两次东扩,由于担心新成员国巨大的经济、社会差距带来对本国劳动力市场的冲击,老成员国依据各自的情况和判断,采取了限制或开放的不同态度。本文在介绍欧盟老成员国家各自态度的同时,归纳总结其成因,并分析了欧盟老成员国向新成员国开放劳动力市场已经和可能形成的影响。     

围绕马克思劳动价值论产生的几个错误理解的批判

劳动价值论作为整个马克思主义政治经济学的逻辑起点,在马克思主义理论中占有重要的地位。近些年,一些没有深入研读马克思主义原著的学者将根本错误的理论当作劳动价值论的"创新点"大做文章。本文主要对建国以来学术界就马克思劳动价值论提出的几个错误观点的批判,试图修正一些学者对于马克思劳动价值论认识的偏颇。     

法、美产权市场比较及对我国的借鉴

本文分析了法美两国产权市场发展的经验,提出了充分借鉴法国国有产权交易市场和美国产权交易市场的管理经验规范我国国有企业产权交易、发展我国产权市场的思路。     

Occupational Segregation and the Gender Wage Gap in a Dynamic East Asian Economy

Labor markets in the East Asian “miracle” economies have undergone profound changes in recent decades as their comparative advantage in low-wage labor diminished and jobs shifted toward higher-skill manufacturing and services. This study uses an occupational decomposition technique to examine how such shifts in East Asia's occupational structures have affected trends in their gender wage gaps. The wage gap is decomposed into across-occupation and within-occupation factors that are each further separated into wage and employment components. Results based on a comprehensive labor force data set for Taiwan show that within-occupation pay discrepancies account for the bulk of gender wage inequity.     

Unintended consequences of China's new labor contract law on unemployment and welfare loss of the workers

China's new Labor Contract Law, which intended to strengthen the labor protection for workers, went into effect on January 1, 2008. The law stipulated that the maximum cumulative duration of successive fixed-term (temporary) labor contracts is 10 years, and employees working for the same employer for more than 10 consecutive years are able to secure an open-ended (permanent) labor contract under the new law, which is highly desirable to employees. However, in order to circumvent the new Labor Contract Law, some employers may have dismissed workers, after the passage of the new law, who had worked in the same firm for more than 10 years. Using data from the 2008 China General Social Survey, we find strong evidence that firms did in fact dismiss their formal-contract employees who have been employed for more than 10 years. Additionally, using a regression discontinuity design based on this exogenous change in unemployment status for this particular group of workers, we show that the dismissed workers suffered significant welfare loss in terms of happiness. Our results are robust to various specifications and placebo tests.