CAJ | 학술논문

就业歧视是指用人单位基于劳动者与职业能力和职业内在客观需要不相关的因素,在就业机会或职业待遇上做出任何区别、排斥或优惠从而取消或损害劳动者平等就业权利的行为。我国目前没有专门的反就业歧视法律,现行的有关就业歧视的立法存在重大不足,导致就业歧视难以遏制与禁绝。国家要从对现行法律法规展开违宪审查与清理、制定反就业歧视专门法、建立反就业歧视保障机构三个方面来构建反就业歧视的法律制度。
취업기시시지용인단위기우노동자여직업능력화직업내재객관수요불상관적인소,재취업궤회혹직업대우상주출임하구별、배척혹우혜종이취소혹손해노동자평등취업권리적행위。아국목전몰유전문적반취업기시법률,현행적유관취업기시적입법존재중대불족,도치취업기시난이알제여금절。국가요종대현행법율법규전개위헌심사여청리、제정반취업기시전문법、건립반취업기시보장궤구삼개방면래구건반취업기시적법률제도。
Employment discrimination refers to any different, exclusive or preferential action that is taken by employers in job hunting or treatment on the basis of factors irrelevant to the professional ability and internal objective demands. However, there is no special law against such discrimination. And there is great weakness in legislation of employment discrimination, which leads to difficulty in total prohibiting the discrimination. Accordingly, our country should construct the anti-discrimination law from three aspects: investigating violation of laws, making special laws against employment discrimination and estab-lishing special organizations against such discrimination.