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就业权具有人格权属性,应当在《人格权法》中列明,也为就业歧视与人格歧视的根源和关联提供依据,《反就业歧视法》应当通过规制直接和间接歧视来实现形式平等,通过保护特殊人群实现实质平等,《人格权法》应当规范一般人格权和特殊人格权,在内容和渊源上涵盖就业权,以实现就业歧视中的人格权保护的形式正义和实质正义。
The right to employment as a personality right should be set out in the “Personality Right Law” and also provide the basis for the causes and connections of employment discrimination and personality discrimination. The “Anti Employment Discrimination Law” should achieve formal equality by regulating direct and indirect discrimination, Through the protection of special populations to achieve substantive equality, “personality rights law” should regulate the general personality and special personality rights, covering the content and origin of employment rights in order to achieve the employment discrimination in the protection of personality rights of formal justice and substantive justice.