食品安全侵权责任的归责原则及惩罚性赔偿责任的竞合

我国《食品安全法》规定的食品安全赔偿责任在适用于食品生产者和销售者时存在本质的差别。当食品安全的侵权行为发生后,特别是发生致人死亡或健康严重损害的情形,是适用＂特别法优于一般法＂的规则来适用《食品安全法》的十倍赔偿规定,还是直接适用《侵权责任法》第47条的规定,由法官自由裁量赔偿额度,值得在司法实践中探索。     

产品责任中惩罚性赔偿的法经济学分析

在我国的法律和法律环境下,厂商具有违法获利的激励,而我国现行法律却无法为消费者提供有效的保护。从理性人假设出发,运用成本效益方法可以我国惩罚性赔偿制度必要性,并建立惩罚性赔偿额度公式,使惩罚赔偿与补偿性损害赔偿具有相关性。     

论惩罚性赔偿制度的初步构建——食品安全责任的问责

近年来层出不穷的食品安全事件暴露出我国食品安全责任问责机制的松散和无力。作为反思,本文提出应在食品安全责任领域引入惩罚性赔偿制度,并围绕该制度的争议之处,结合我国国情,对其在我国的合理适用作了详细探讨。     

知识产权领域内惩罚性赔偿的适用研究

在我国《民法典》颁布及相应的知识产权法律修改后,惩罚性赔偿制度在知识产权领域已初步建立。在立法体制逐渐完善下,如何在知识产权领域适用惩罚性赔偿制度便成为热议的话题。通过对知识产权领域惩罚性赔偿规定进行梳理,将惩罚性赔偿规定拆解为适用条件、赔偿数额、赔偿范围3个构成要件,将其与实践情况与法律基础相结合,可以对制度适用前提惩罚性赔偿数额与范围有明确认识。惩罚性赔偿制度的适用条件应分为主客观条件,客观条件是其核心,主观条件中的概念应统一明确;在赔偿数额计算方式上,取整数倍更符合裁判说理与统一适用;因请求权基础不同合理开支不能纳入惩罚性赔偿范围;法定赔偿不可也不应纳入惩罚性赔偿基数。     

论惩罚性赔偿适用保险业的法律规制路径

《消费者权益保护法》已将保险消费者纳入调整范畴,但第五十五条规定的惩罚性赔偿制度,在适用保险合同纠纷的司法实践时,法院却存在承认与不承认两种分歧.惩罚性赔偿可适用于保险业,从适用原则、适用要件与适用目的的角度分析,均存在理论上的正当性.未来惩罚性赔偿在保险业适用的规制路径应从遵循欺诈行为主观故意要件的实践场域、重构保险人欺诈的证明责任分配规则、量定惩罚性赔偿在保险业中的金额基数及倍数、建立分立式赔偿制度四个方面进行,从而进一步完善我国保险消费者救济权保护的规范体系.     

浅析知假买假不应适用惩罚性赔偿

知假买假行为是否应适用惩罚性赔偿一直以来存在争议。《消费者权益保护法》立法宗旨在于保护处于劣势的消费者的合法权益。对法律的适用应当严格依据条文,不能任意改变立法原意,并且出于社会效益的实际考量,知假买假均不应当适用惩罚性赔偿。     

浅析知假买假不应适用惩罚性赔偿

知假买假行为是否应适用惩罚性赔偿一直以来存在争议。《消费者权益保护法》立法宗旨在于保护处于劣势的消费者的合法权益。对法律的适用应当严格依据条文,不能任意改变立法原意,并且出于社会效益的实际考量,知假买假均不应当适用惩罚性赔偿。     

房屋买卖中惩罚性赔偿的适用——兼论经济适用房买卖合同对商品房买卖合同的适用性

2003年3月24日最高人民法院通过了《关于审理商品房买卖合同纠纷案件适用法律若干问题的解释》(以下简称《解释》),继《消费者权益保护法》首次运用惩罚性赔偿的规定以后,惩罚性赔偿措施首次引入到房屋买卖合同的纠纷处理中。对于惩罚性赔偿在该领域的运用,各家持不同观点,如以梁彗星为代表学者的反对派及以刘俊海为代表的支持派。本文将从惩罚性赔偿在房屋买卖中运用的合理性、对经济适用房的适用性及存在的问题及完善做简要分析。     

房屋买卖中惩罚性赔偿的适用——兼论经济适用房买卖合同对商品房买卖合同的适用性

2003年3月24日最高人民法院通过了《关于审理商品房买卖合同纠纷案件适用法律若干问题的解释》(以下简称《解释》),继《消费者权益保护法》首次运用惩罚性赔偿的规定以后,惩罚性赔偿措施首次引入到房屋买卖合同的纠纷处理中。对于惩罚性赔偿在该领域的运用,各家持不同观点,如以梁彗星为代表学者的反对派及以刘俊海为代表的支持派。本文将从惩罚性赔偿在房屋买卖中运用的合理性、对经济适用房的适用性及存在的问题及完善做简要分析。     

论《消费者保护法》中的惩罚性赔偿在保险领域的适用

在保险人欺诈的情况下,保险消费者可以依据《消费者保护法》第五十五条第一款请求惩罚性赔偿。在保险领域适用惩罚性赔偿并不会与损失填补原则发生冲突,也不会动摇保险的射幸性。在我国《消费者保护法》的体系内,惩罚性赔偿中的欺诈限于故意。与传统民法不同的是,《消费者保护法》中欺诈的认定不需要保险消费者因受欺诈而作出违背真实意志的意思表示。保险人恶意拒赔的行为可以直接认定为欺诈,从而适用惩罚性赔偿以解决保险理赔难的困境。惩罚性赔偿以保险费作为计算基数。     

论劳务派遣中雇主责任的分配

派遣工与派遣单位、用工单位形成一重劳动关系,派遣单位、用工单位作为共同雇主参与到这一劳动关系中。但《劳动合同法》对劳务派遣劳动关系缺乏清晰界定,以致在雇主责任分配制度中存在诸多缺陷。为保护派遣工权益,应在劳务派遣中构建科学合理的雇主责任分配制度,对雇主责任的主次划分和雇主责任的承担方式等事项作出合理安排。     

Medicaid coverage expansions and liability insurance

Do changes in the population covered by health insurance affect liability insurers, who compensate billions of dollars in medical claims each year? We examine this question by exploiting the selective rollout across states of Medicaid expansions under the Affordable Care Act. Using data on insurer losses across a range of insurance lines, and employing a triple‐difference research design that contrasts states, years, and lines of insurance, we demonstrate that coverage expansions reduce auto liability and workers’ compensation outlays by 6–11 percent, but do not measurably impact other lines of insurance. Our analysis provides some of the first evidence regarding the use of the tort system particularized to the low‐income population and is the first to consider the impacts of health insurance on medical professional liability and commercial auto insurance claims.     

Liability protection,director compensation,and incentives

We examine the effect of liability protection on the compensation of directors and on takeover outcomes. Consistent with the hypothesis that directors require additional compensation if they bear liability, we find that director compensation is higher for firms that provide less liability protection. Examining takeovers, we find evidence that takeovers of firms with protected directors are less likely to succeed. Moreover, firms with protected directors are more likely to accept a lower bid premium, and this finding is consistent with protected directors having reduced incentives to negotiate for the highest possible price during the acquisition. Overall, the results are consistent with the notion that director liability provisions have a significant impact both on director compensation and director duty.     

惩罚性赔偿导向的生命全价值评估研究

基于寿命周期各阶段生命价值的特点,综合运用成本法、收益法、市场法,从生命物质价值、生命精神价值、惩罚性赔偿的生命基础价值与生命保障价值四个方面分项评估生命全价值。选择各阶段有代表性的生命全价值,同时提取惩罚性的安全公益基金作为预防性安全投入,实现既可维护受害者的生命价值,又能促进可持续的安全投入。     

CFO's accounting talent,compensation and turnover

This paper builds on and contributes to the literature on Chief Financial Officer's (CFO) compensation and turnover. We contend that the accounting talent of CFOs can be measured by accounting errors that occur when CFOs implement accounting standards. We find (i) a positive association between the CFO's accounting talent and the CFO's compensation ex ante in the transition year; (ii) a positive association between the CFO's accounting talent and the CFO's bonus in the subsequent year (adoption year); and (iii) an inverse association between the CFO's accounting talent and CFO turnover in the subsequent year (adoption year).     

Corporate governance or globalization: What determines CEO compensation in China?

This paper examines the relationship between corporate governance and CEO compensation in China. In contrast to results derived from U.S. data, we find little evidence that Chinese CEOs take advantage of weaker board structures or less demanding shareholders to extract higher compensation packages. Instead, our results lend support to the view that the increasingly global managerial labor market and compensation standards have a greater impact on CEO pay level. Our study suggests that CEOs in developing economies like China, in our case, benefit more from their degree of exposure to these changes than from corporate governance imperfections.     

CEO Overconfidence and Earnings Management During Shifting Regulatory Regimes

This study examines the relationship of CEO overconfidence with accrual‐based earnings management, real activities‐based earnings management, and targeting to meet or just beat analyst forecasts. Following, we measure “overconfidence” based on the CEO's tendency to hold in‐the‐money stock options, as rational expected utility maximizers should exercise early to avoid overexposure to company idiosyncratic risks. The results show that before the Sarbanes Oxley Act of 2002 (SOX), companies of overconfident CEOs were more likely than other CEOs to engage in managing earnings through accelerating the timing of cash flow from operations and achieving analyst forecast benchmarks. After SOX, we find that overconfident CEOs are more likely to have income‐increasing discretionary accruals. They remain more likely to engage in real activities management through abnormally high cash flows, and also have abnormally low discretionary expenses. These results are consistent with overconfident CEOs feeling less constrained by SOX, and suggest that this individual characteristic works against regulators’ attempts to constrain earnings management by corporate executives. In contrast, we find that the tendency of overconfident CEOs to manage to targets decreases after SOX, perhaps due to changes in investor behavior in the new regulatory environment.     

Technological change and the growing inequality in managerial compensation

Three of the most fundamental changes in US corporations since the early 1970s have been (1) the increased importance of organizational capital in production, (2) the increase in managerial income inequality and pay-performance sensitivity, and (3) the secular decrease in labor market reallocation. Our paper develops a simple explanation for these changes: a shift in the composition of productivity growth away from vintage-specific to general growth. This shift has stimulated the accumulation of organizational capital in existing firms and reduced the need for reallocating workers to new firms. We characterize the optimal managerial compensation contract when firms accumulate organizational capital but risk-averse managers cannot commit to staying with the firm. A calibrated version of the model reproduces the increase in managerial compensation inequality and the increased sensitivity of pay to performance in the data over the last three decades. This increased sensitivity of compensation to performance provides large, successful firms with the glue to retain their managers and the organizational capital embedded in them.