The right to work in China : Chinese labor legislation in the light of the international covenant on economic, social and cultural rights / Lu Haina.
2011
KNQ1270 .L8 2011 (Map It)
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Author
Title
The right to work in China : Chinese labor legislation in the light of the international covenant on economic, social and cultural rights / Lu Haina.
Published
Cambridge : Intersentia, [2011]
Distributed
Portland, OR : Distribution for the USA and Canada, International Specialized Book Services
Copyright
©2011
Call Number
KNQ1270 .L8 2011
Former Call Number
Ch.P 660 L96 2011
ISBN
9789400001916 (pbk.)
9400001916 (pbk.)
9400001916 (pbk.)
Description
xviii, 397 pages ; 24 cm
System Control No.
(OCoLC)751746134
Bibliography, etc. Note
Includes bibliographical references (pages 383-397).
Record Appears in
Table of Contents
Preface
v
Acknowledgement
vii
General introduction
1
1.
Aims of research
2
2.
Methodology
5
3.
Geographic scope
8
4.
Structure of the book
8
ch. 1
Relevant aspects of the Chinese legal system
11
1.
Domestic application of international law in China
11
2.
Sources of Chinese law
14
2.1.
Official sources of law
15
2.1.1.
Constitution
15
2.1.2.
"Law" (fa lu)
19
2.1.3.
Administrative regulations (xinzheng fagui)
19
2.1.4.
Department regulations (bumeng guizhang)
19
2.1.5.
Local laws (difang fagui)
19
2.1.6.
Local government regulations (difang guizhang)
20
2.1.7.
Interpretations of the law
21
2.2.
Non-official sources of law
23
2.2.1.
Normative documents (guifanxing wenjian)
23
2.2.2.
Jurisprudence of the People's Court
24
3.
China's Labor Dispute Resolution system
24
3.1.
Structure of China's Labor Dispute Resolution system
25
3.1.1.
Mediation
25
3.1.2.
Arbitration
25
3.1.3.
Litigation
27
3.2.
Deficiencies in China's LDR system
28
3.2.1.
Problems in the scope of application of the LDR system
28
A.
Personal jurisdiction
28
B.
Subject matter jurisdiction
33
C.
Time-limits in the LDR system
35
3.2.2.
Problems in the structure of the LDR system
36
3.2.3.
Problems in the implementation
37
3.3.
Conclusion
39
ch. 2
Concept of the right to work
41
1.
Clarification of terminology
41
1.1.
Concepts in academic works
42
1.2.
Concepts in international instruments
44
1.3.
Concepts in regional instruments
45
1.4.
Comments
46
2.
Concept of "work"
48
3.
Concept of "the right to work"
50
3.1.
Entitlement
52
3.2.
Opportunity
53
3.3.
Freedoms
53
4.
Conclusion: A working definition of the right to work
55
ch. 3
Equality and non-discrimination with regard to the right to work
57
1.
Introduction
57
2.
International standards on equality and non-discrimination with regard to the right to work
58
2.1.
International legal sources
58
2.2.
Normative content of equality and non-discrimination with regard to the right to work
60
2.2.1.
Definition of discrimination
60
2.2.2.
Typology of discrimination
61
2.2.3.
Grounds for discrimination
62
2.2.4.
Discrimination versus justifiable differential treatment
64
2.3.
State obligations with regard to equal access to employment
65
2.3.1.
Obligation to respect
66
2.3.2.
Obligation to protect
67
2.3.3.
Obligation to fulfill
70
A.
Positive measures
70
B.
Affirmative action
71
C.
Quota program as a specific type of affirmative action
73
D.
Special protection of disadvantaged groups
74
D.1.
Ethnic minorities
74
D.2.
Women
75
D.2.1.
Forms of gender inequality in employment
75
D.2.2.
Maternity and pregnancy as grounds for discrimination
76
D.2.3.
Sexual harassment
77
D.2.4.
Women in rural areas
79
D.2.5.
Traditional culture and gender inequality
79
D.3.
Workers with family responsibilities
80
D.4.
Persons with disabilities
81
2.4.
Assessment of compliance
83
3.
Non-discrimination in Chinese law
84
3.1.
The 1982 Constitution
84
3.2.
The 1994 Labor Law and its implementing regulations
85
3.3.
Local laws and regulations
88
3.4.
Specific legislation targeted at certain groups
90
3.5.
New labor legislation
91
3.6.
Concluding remarks on non-discrimination legislation
94
4.
Employment discrimination in China
96
4.1.
Sex
96
4.1.1.
Employment discrimination against women: Forms and stages
96
A.
Employment discrimination against women in general
97
B.
Recruitment
99
C.
Promotion
101
D.
Lay-offs and re-employment
102
E.
Different retirement age for men and women
103
F.
Sexual harassment
106
G.
Legal restrictions on women's access to certain work
111
4.1.2.
Causes of employment discrimination against women
113
4.1.3.
Remedies
115
A.
Constitution
115
B.
Labor Law
115
C.
The 1992 Law for the Protection of Women's Rights and Interests (Revised)
117
4.1.4.
Conclusion on gender discrimination
119
4.2.
Residence (hukou)
120
4.2.1.
A historical overview of the hukou system
121
4.2.2.
Reform of the hukou system
122
4.2.3.
Rural migrant workers
125
A.
Employment situation of rural migrant workers
125
B.
Institutional discrimination against peasant workers
126
C.
Improvement in policies
129
C.1.
The 2003 Notice and its impact
129
C.2.
The 2006 Opinions and its impact
130
4.2.4.
Conclusion on discrimination based on residence
131
4.3.
Disabilities
134
4.3.1.
Employment situation of disabled persons in China
134
4.3.2.
Legislation on the employment of disabled persons
136
A.
Legislation on persons with disabilities: An overview
136
A.1.
Constitution and Labor Law
136
A.2.
1990 Law on the Protection of Disabled Persons and its 2008 Amendment
136
A.3.
Administrative regulations
137
B.
Definition of "disabled persons" in the Chinese law
138
C.
Prohibition of discrimination against disabled persons
139
C.1.
Prohibition of discrimination in access to employment
139
C.2.
Protection against unfair dismissal
139
C.3.
Legal remedies
140
D.
Positive measures to promote the employment of disabled persons
142
D.1.
Different forms of employment promotion
142
D.1.1.
Sheltered employment
143
D.1.2.
Dispersed employment
144
D.1.3.
Self-employment
145
D.2.
Employers' responsibilities and "reasonable accommodation"
146
D.3.
Employment service and vocational training for disabled persons
148
4.3.3.
Conclusion on discrimination based on disability
150
4.4.
Age
151
4.4.1.
Age preference in recruitment and dismissal
151
4.4.2.
Mandatory retirement age
155
A.
Mandatory retirement age in international law
155
B.
China's mandatory retirement age
156
B.1.
Mandatory retirement and age discrimination
157
B.2.
Different retirement age for "cadres" and "workers" .
157
C.
Employment of retired workers
158
4.4.3.
Conclusion on discrimination based on age
159
4.5.
State of health
160
4.5.1.
Discrimination on the state of health in international law
160
4.5.2.
Chinese legislation and practice
161
4.5.3.
The right of persons with HIV/AIDS to work
163
4.5.4.
Persons with HVB
167
4.5.5.
Conclusion on discrimination on the state of health
170
4.6.
Other grounds
171
ch. 4
The right to free choice in employment
173
1.
Introduction
173
2.
International standards of the right to free choice in employment
174
2.1.
International legal sources
174
2.2.
Normative content of the right to free choice in employment
175
2.2.1.
Negative dimension: Right not to work
175
2.2.2.
Freedom from forced labor
175
A.
Definition of forced labor
176
B.
Exemptions
179
B.1.
Normal civil obligations
180
B.2.
Military service and alternative civilian service of conscientious objectors
183
B.3.
Prison-linked labor
185
B.3.1.
ILO approach
185
B.3.2.
ICCPR approach
186
B.3.3.
ECHR approach
188
B.3.4.
ESC approach
189
B.3.5.
CESCR approach
190
B.4.
Compulsory service in case of an emergency
192
2.2.3.
Freedom to leave a job
192
2.2.4.
Excessive restrictions on the right to strike and outrageous working conditions
193
2.2.5.
Positive dimension
194
2.3.
State obligations with regard to the right to free choice in employment
196
2.4.
Assessment of compliance
198
3.
Prohibition of forced labor in Chinese law
199
3.1.
A duty to work in China's Constitution
200
3.2.
Prohibition of forced labor in labor law
201
3.3.
Prohibition of forced labor in criminal law
203
3.4.
Conclusion
209
4.
The "Re-education-through-labor" system of China
211
4.1.
A general review of the RETL system
212
4.2.
Competent authorities
213
4.3.
Lawfulness of the detention under the RETL system
215
4.3.1.
Legal basis of the RETL system
215
4.3.2.
Substantive protection
217
4.3.3.
Due process
221
A.
Administrative review
223
B.
Judicial review
224
4.4.
Conditions of the RETL detention
226
4.4.1.
Length of detention
226
4.4.2.
Labor conditions
228
4.5.
Conclusion
229
5.
Free choice of occupations
230
5.1.
Transition from a labor allocation system to a labor contract system
231
5.2.
Right to leave an employment
233
5.2.1.
Lawful termination of employment by the worker
233
5.2.2.
Unlawful termination of employment by the worker
235
5.2.3.
Abuse of liquidated damages on the termination of employment
237
5.3.
Non-compete duty of the worker
240
5.3.1.
Non-compete duty during employment
241
5.3.2.
Non-compete duty after employment
243
A.
Non-compete clauses before the 2007 Labor Contract Law
244
B.
2007 Labor Contract Law
248
B.1.
Restrictions on non-compete clauses
249
B.1.1.
Purpose of non-compete clauses
249
B.1.2.
Definition and scope of "trade secrets"
250
B.1.3.
Personal application
251
B.1.4.
Territorial application
252
B.1.5.
Time limits
253
B.1.6.
Compensation
254
5.4.
Conclusion
256
Chapter 5 The right to employment security
259
1.
Introduction
259
2.
International standards of the right to employment security
260
2.1.
International legal sources
260
2.2.
Normative content of the right to employment security
262
2.2.1.
Freedom from arbitrary dismissal
262
A.
Justification for the termination of employment by the employer
263
A.1.
Justification for dismissal for cause
264
A.1.1.
Valid reasons for dismissal for cause
264
A.1.2.
Invalid reasons for dismissal
266
A.1.3.
Dismissal and other human rights
268
A.2.
Justification for economic redundancy
269
B.
Procedural protection against arbitrary dismissal
271
B.1.
Procedural protection on dismissal for cause
271
B.1.1.
Procedure prior to or at the time of termination of employment
271
B.1.2.
Procedure of appeal
272
B.1.3.
Period of notice
273
B.1.4.
Certificate
273
B.2.
Procedural protection in case of economic redundancy
273
B.2.1.
Definition of collective redundancy or economic redundancy
274
B.2.2.
Procedural protection of ILO
275
B.2.3.
Procedural protection of the ESC
277
C.
Compensation and relief
278
C.1.
Remedies for unfair dismissal: Reinstatement or financial compensation
278
C.2.
Compensation in lieu of notice
282
C.3.
Compensation for lawful dismissal: Severance allowance and other income protection
282
2.2.2.
Reduction of short-term and informal employment
284
2.3.
State obligations
285
2.3.1.
Obligation to respect
286
2.3.2.
Obligation to protect
287
2.3.3.
Obligation to fulfill
288
2.4.
Assessment of compliance
289
2.5.
Conclusion
291
3.
Protection against arbitrary dismissal in China
292
3.1.
Substantive protection
292
3.1.1.
Dismissal without notice
293
A.
Lack of qualification during probation
293
B.
Serious violation of labor discipline or regulations of the employer
294
B.1.
"Seriousness" of the misconduct
295
B.2.
Lawfulness of labor discipline and internal regulations of the employer
296
B.2.1.
Comparison with international standards
297
C.
Dereliction
297
D.
Criminal liabilities and dismissal
298
D.1.
Workers under criminal penalty
298
D.2.
Workers under the pre-trial detention
299
D.3.
Workers released on bail or acquitted
299
D.4.
Workers under the "re-education through labor"
300
D.5.
Workers under the administrative detention
300
D.6.
Comparison with international standards
300
E.
Second labor relationship affecting the performance of work
303
F.
Annulment of the labor contract as a consequence of fraud
303
3.1.2.
Dismissal with a period of notice or compensation in lieu of notice
304
A.
Inability to perform the work due to illness or injury unrelated to work
304
B.
Lack of qualifications for work
306
C.
Dismissal based on the principle of rebus sic stantibus
307
3.1.3.
Groups subject to special protection against dismissal
307
A.
Workers who lost total or partial work ability due to occupational diseases or work related injuries
308
B.
Workers receiving medical treatment for diseases or injuries within the prescribed period of time
310
C.
Female workers during pregnancy, maternity leave, or breast-feeding period
310
D.
Workers with long-term service with the same employer
311
E.
Other circumstances provided by laws, administrative rules and regulations
311
E.1.
Discrimination
311
E.2.
Trade union status or activities
312
E.3.
Filing a complaint or participation in proceedings against an employer
312
3.1.4.
Forced resignation
313
3.1.5.
Conclusion on substantive protection
313
3.2.
Procedural protection
314
3.2.1.
Notice in advance or compensation in lieu of notice
315
3.2.2.
Notification to or consultation with the trade union
315
3.2.3.
A right to appeal
316
A.
Impartial body for appeal
316
B.
Burden of proof
317
C.
Time-limit for appeal
318
D.
Length of proceedings
319
3.2.4.
Conclusion on procedural protection
320
3.3.
Remedies and compensation
321
3.3.1.
Reinstatement
321
3.3.2.
Financial compensation for unlawful dismissal
322
3.3.3.
Severance allowance
324
A.
Termination according to Article 24 of the 1994 Labor Law
326
B.
Termination according to Article 26 of the 1994 Labor Law
327
C.
Termination based on Article 27 of the 1994 Labor Law
327
D.
Expiration of the labor contract of fixed-term
328
E.
Workers close to the retirement age
328
F.
Workers with a high salary
329
3.3.4.
Conclusion on remedies and compensation
329
3.4.
Conclusion
330
4.
Economic redundancy
331
4.1.
Substantive protection
332
4.2.
Procedural protection
334
4.2.1.
Information
334
4.2.2.
Consultation with workers' representatives
335
4.2.3.
Notification to the competent authorities
336
4.3.
Criteria of selection and protected workers
337
4.4.
Priority of rehiring
338
4.5.
Application of Article 26(3) of the 1994 Labor Law to economic redundancy
338
4.5.1.
Merger or division
339
4.5.2.
Transfer of undertakings
340
4.6.
Insolvency
342
4.7.
Conclusion
342
5.
Reduction of short-term and informal employment
343
5.1.
Workers without a written labor contract
344
5.2.
Control of short-term labor contracts
348
5.3.
Conclusion
351
General conclusion
353
1.
Summary on China's legislative protection of the right to work
354
1.1.
Equality and non-discrimination with regard to the right to work
354
1.2.
Free choice in employment
358
1.3.
Employment security
361
1.3.1.
Dismissal for cause
362
A.
Substantive protection
362
B.
Procedural protection
363
C.
Remedies and income protection
364
1.3.2.
Economic redundancy
364
A.
Substantive protection
365
B.
Procedural protection
365
1.3.3.
Increasing the stability of employment
366
A.
Control of short-term and informal employment
366
B.
Enhancing workers' employability
367
2.
General conclusions on China's legislative protection of the right to work
369
3.
Implications of China's case for international human rights law
373
3.1.
Access to justice
373
3.1.1.
Trade unions
373
3.1.2.
Legislative efforts
374
3.1.3.
Legal aid
375
3.1.4.
Labor dispute resolution system
376
3.2.
Effective public participation in decision-making
376
3.3.
Challenges to the typology of human rights obligations
379
3.4.
Other concluding remarks
380
Bibliography
383