法律專業(yè)外文文獻(xiàn)翻譯--淺析中國(guó)家庭傭工的現(xiàn)狀

1、<p><b>　　外文文獻(xiàn)翻譯</b></p><p>　　淺析中國(guó)家庭傭工的現(xiàn)狀 </p><p>　　國(guó)際勞工組織區(qū)域辦事處 亞洲及太平洋</p><p>　　Situational Analysis of Domestic Work in Chin（一）中國(guó)家庭傭工的概述</p><p>　　國(guó)內(nèi)家庭傭

2、工受雇于由一個(gè)人或一個(gè)機(jī)構(gòu)的私營(yíng)企業(yè)來(lái)開(kāi)展如清潔，做飯，洗衣，托兒，產(chǎn)婦護(hù)理工作，護(hù)理或照顧老人。有些家政工作是兼職，因此，往往會(huì)有好幾個(gè)雇主共存。也有許多全職的工作比如住家保姆。根據(jù)中國(guó)定義，家庭傭工是一個(gè)“管理家庭事務(wù)，并為他們的需求而服務(wù)，包括照顧孩子， 老人和生病的人?！?以上分析的重點(diǎn)是中國(guó)的國(guó)內(nèi)形勢(shì)。中國(guó)家政的人員可以去海外工作，但有規(guī)模，趨勢(shì)和工作條件的限制。由于中國(guó)法律規(guī)定 ， 不準(zhǔn)雇用外國(guó)人作為家庭保姆，因而， 外國(guó)家

3、庭保姆在中國(guó)工作不能受到中國(guó)法律的保護(hù)。中國(guó)國(guó)內(nèi)家政服務(wù)業(yè)的規(guī)模相當(dāng)大。根據(jù)最近的統(tǒng)計(jì)，中國(guó)大概有20萬(wàn)的家庭傭工 和60萬(wàn)的家政服務(wù)機(jī)構(gòu)。 隨著平均收入增加和人口老齡化，人們對(duì)家政的需求將繼續(xù)增加。即使在這個(gè)經(jīng)濟(jì)不景氣的時(shí)期，國(guó)內(nèi)對(duì)家政的需求也沒(méi)有減少，肯定這些人對(duì)家庭的作用是非常重要的。</p><p>　?。ǘ㎜egislative and Regulatory issues立法和監(jiān)管問(wèn)題 </p&

4、gt;<p>　　6.1 National Laws 1、國(guó)家法律</p><p>　　In China, there are no legal provisions governing the working conditions of domestic workers. 在中國(guó)，沒(méi)有調(diào)整家政傭工工作條件的法律規(guī)定。Domestic work is regarded as informal emp

5、loyment, and private individuals/families do no家庭傭工的勞動(dòng)被視為非正規(guī)工作，以及個(gè)人/家庭不fulfil the definition of an “employing unit” in the Labour Law (Art. 2) and the Labour Contract符合一個(gè)“用人單位”的定義 ， 依據(jù)勞動(dòng)法（第2條）和勞動(dòng)合同法律（第2條）。In this case, c

6、ivil contracts and relevant provisions of civil law app在這種情況下，只能運(yùn)用民事合同和民事法律的有關(guān)規(guī)定。Without在沒(méi)有法律規(guī)范的情況，家庭傭工的工資，福利，工作時(shí)間和勞動(dòng)保護(hù)不能得到</p><p>　　6.2 Key Legal References2、關(guān)鍵的法律參考</p><p>　　? Private individu

7、als/families do not fulfil the definition of an “employing unit” in Labour Law ⑴ 勞動(dòng)法 (Art. 2) and Labour Contract Law (Art. 2第2條和勞動(dòng)合同法第2條關(guān)于“私人個(gè)人/家庭不符合一個(gè)“用人單位”的定義”。 </p><p>　?、? Article 4 of the “Proposals o

8、n the Implementation of the Labour Law” explicitly states that⑵第4條關(guān)于勞動(dòng)法“明確規(guī)定的執(zhí)行情況的建議”的the Labour Law does not apply to domestic workers.勞動(dòng)法不適用于家庭工人。 </p><p>　　? Article 7(4) of the “Interpretation of the Sup

9、reme People's Court on Several Issues about ⑶第7（4）對(duì)最高人民法院“關(guān)于對(duì)若干問(wèn)題的解釋the Application of Laws for the Trial of Labour Dispute Cases (II)” by the Supreme People's為勞動(dòng)爭(zhēng)議案件（二）由最高人民法院審判法律應(yīng)用”，Court confirmed that disput

10、es between domestic workers and the private users do not fall法院確認(rèn)國(guó)內(nèi)工人和私人用戶的糾紛不屬于under the category of labour dispute.勞資糾紛類別。</p><p>　?、? “Interpretation of the Supreme People's Court of Some Issues conce

11、rning the Application⑷⑷⑷ “解讀最高人民法院關(guān)于適用若干問(wèn)題的解釋， of Law for the Trial of Cases on Compensation for Personal Injury” by the Suprem關(guān)于人身?yè)p害賠償案件的審理”由最高法院People's Court states that the employer should be liable for compens

12、ation in the case of人民法院指出，雇主應(yīng)對(duì)在受雇活動(dòng)中引起的雇員的人身傷害案件，承擔(dān)賠償責(zé)任personal injury to employee in the course of employment activities.。這是迄今為止唯一合法document that can be applied to domestic worker' personal injury cases.文件,它可以適用于家&

13、lt;/p><p>　?、? Regulations on the Management of Employment of Foreigners in China (1996) Article 34⑸中國(guó)條例（1996）第34條,“外國(guó)人就業(yè)管理Privately-owned economic organizations and individuals are forbidden to employ民營(yíng)經(jīng)濟(jì)組織和個(gè)人

14、不得雇用外國(guó)人”。 </p><p>　　? Child labour: The Labour law (Jan. 1995) by NPC. ⑹童工：全國(guó)人大常委會(huì)勞動(dòng)法（1995年1月）。 Article 15 “The employer shall be 第15條“雇主應(yīng)banned from recruiting juveniles under the age of 16.”Provisions on

15、the Prohibition of禁止招募16歲以下的青少年?！瓣P(guān)于禁止規(guī)定Using Child Labour (Dec. 2002) by the State Council.使用童工（2002年12月），由國(guó)務(wù)院規(guī)定。 </p><p>　　? Illegal recruitment: The Employment Promotion Law (Jan 2008) by NPC regulates leg

16、al ⑺非法招聘：就業(yè)促進(jìn)法（2008年1月），全國(guó)人大法律規(guī)定operations of employment agencies經(jīng)營(yíng)職業(yè)介紹所為法定招聘機(jī)構(gòu)。 </p><p>　　? Women's rights: Law of the People's Republic of China on the Protection of Women's ⑻婦女的權(quán)利： 中華人民共和國(guó)法律

17、保護(hù)婦女的權(quán)益（2005年修訂），保護(hù)婦女的權(quán)利遠(yuǎn)離身體暴力，trafficking, sexual harassment, etc.販賣，性騷擾等。 </p><p>　　8.三Key Challenges（三）主要挑戰(zhàn) </p><p>　　? Discrimination in domestic service . 1、服務(wù)方面的歧視 。</p><p>　　

18、Domestic work is undervalued. 家務(wù)勞動(dòng)被低估了，People associate domestic service with the concept 人們對(duì)家政服務(wù)的基本觀念“second-class” servants in ancient China.停滯在，古代中國(guó)的“二等”女仆。As a result, domestic workers are often treat因此，家政傭人往往without

19、 respect.不被尊重。此外，家政傭人的工作通常被認(rèn)為是一個(gè)不需要技術(shù)含量，而且只要是婦女都可勝任的工作。This female-domina這個(gè)以女性為主的occupation reflects the traditional gender view toward wom職業(yè)反映了對(duì)婦女的傳統(tǒng)性別觀點(diǎn)。Migrant workers make u流動(dòng)流動(dòng) large proportion of domestic workers

20、, and frequently cite that they are looked down u家庭傭工大部分都是流動(dòng)</p><p>　　? Exclusion from the labour code . 2、除于勞動(dòng)法 。 While migrant workers in other forms of employment其他就業(yè)形式的流動(dòng)工人are entitled to participate in

21、social insurance, health insurance and work injury insurance, the有權(quán)參加社會(huì)保險(xiǎn)，醫(yī)療保險(xiǎn)和工傷保險(xiǎn)，但家政傭工卻被排除在外， domestic sector is exempt, unless the workers are contracted by a labour dispatch domestic但彈彈但 除非他們是由國(guó)內(nèi)服務(wù)機(jī)構(gòu)進(jìn)行勞動(dòng)派遣service

22、 agency.。 In cities such as Beijing and Shanghai, local commercial insurance schemes 在北京和上海城市，當(dāng)?shù)氐纳虡I(yè)保險(xiǎn)計(jì)劃are being piloted to cover certain condi</p><p>　　for protection of children, aged 16-18 years also do n

23、ot apply. 對(duì)年齡在16-18歲的兒童的保護(hù)也不可適用。保護(hù)傭工防止長(zhǎng)hours, non-payment or deferral of wages, and not respecting days off are also not applicable.小時(shí)工作，不支付工資或推遲，占用休息日的也不可適用。</p><p>　　? Labour relations vs. employment relat

24、ions 3、關(guān)系與勞動(dòng)關(guān)系 </p><p>　　In China, “l(fā)abour relations” applies to registered entities and is governed by labour laws, while 在中國(guó)，“勞資關(guān)系”適用于注冊(cè)機(jī)構(gòu)，是由勞動(dòng)法管轄，而 “employment relations” applies in the informal sector, a

25、nd draws from civil law.“雇傭關(guān)系”適用于非正規(guī)部門，來(lái)源于民法。Domestic wo家務(wù)勞動(dòng)歸屬于resides in the informal sector, yet issues of workers' rights and protection apply.歸歸 屬于屬于 非正規(guī)經(jīng)濟(jì)部門，但矛盾的是工人的權(quán)利和保護(hù)問(wèn)題。 This 如何解決這一問(wèn)題，一直是研究人員，律師和各個(gè)利益相關(guān)者之間

26、的認(rèn)真探討的問(wèn)題。</p><p>　　stakeholders</p><p>　　? Low awareness of rights protection among domestic workers. 4、傭工對(duì)自我保護(hù)的權(quán)利意識(shí)較低。 </p><p>　　Many domestic workers have low awareness and unders

27、tanding of their legal rights, due to許多傭人不認(rèn)識(shí)和了解自己的合法權(quán)利，由于their limited life skills education.他們有限的生活技能教育。只有少數(shù)家政傭工認(rèn)識(shí)到簽署合同的重要性a contract.。 A survey showed that when disputes arose, 40% of domestic workers interviewed 一項(xiàng)調(diào)查表

28、明 ， 當(dāng)糾紛出現(xiàn)時(shí)，40％受訪家庭傭工chose to remain silent.選擇保持沉默。1414Bejing Migrant Women's Club Survey on Domestic Workers, 2007 北京移民婦女會(huì)調(diào)查國(guó)內(nèi)工人，2007 </p><p>　　? Lack of sufficient data on domestic workers 5、乏對(duì)國(guó)內(nèi)工人有足夠的數(shù)

29、據(jù) </p><p>　　Most current available research is focused on domestic workers who use formal recruitment 當(dāng)前大多數(shù)現(xiàn)有的研究重點(diǎn)立足于誰(shuí)是通過(guò)正式招聘家政工人channels.渠道來(lái)工作的。 There is a lack of data on those who work through informal ch

30、annels, particularly但是通過(guò)非正式渠道的人員，特別是工作缺乏數(shù)據(jù)related to their demographic profiles, working conditions, and vulnerabilities to forced labour與他們的人口概況，工作條件，并強(qiáng)迫勞動(dòng)的漏洞and other abuses.和其他虐待的關(guān)注和研究十分缺乏?，F(xiàn)There have been several sev

31、ere cases reported in the media on the abuse已經(jīng)有一些嚴(yán)重的情況被媒體報(bào)道出來(lái)，比如濫用家庭工人，強(qiáng)迫其勞動(dòng)。Most of </p><p>　?。ㄋ模┲袊?guó)主要建議 </p><p>　　通過(guò)Continue discussion toward improving the legal framework with the ultimate go

32、al to對(duì)法律框架完善的繼續(xù)探討來(lái)達(dá)到保護(hù)家政人員的權(quán)利的最終目標(biāo) protect domestic worker's rights.。In China, specialists are discussing whether the Labou在中國(guó)，專家們討論保姆是否應(yīng)該適用《勞動(dòng)Law should be applied, or a specialised regulatory framework should be de

33、veloped to co法》，或者由一個(gè)專門的監(jiān)管制度來(lái)規(guī)制domestic work家庭傭工。There are two important considerations: (a) how appropriate are the現(xiàn)有兩個(gè)重要的考慮因素：（一）應(yīng)如何制定一個(gè)勞動(dòng)法的標(biāo)準(zhǔn)來(lái)保護(hù)家庭傭工是適當(dāng)?shù)?。standards of the Labour Law in protecting domesti</p><

34、;p>　　Strengthen law enforcement through a coordinated mechanism addressing aspects of: 通過(guò)一個(gè)協(xié)調(diào)處理機(jī)制來(lái)加強(qiáng)執(zhí)法，主要有以下幾個(gè)方面： regulating recruitment agencies, inspection, promoting contract signage, labour protection 招聘機(jī)構(gòu)管理，檢查，

35、合同運(yùn)用的推廣，勞動(dòng)保護(hù)and training systems和培訓(xùn)制度。 </p><p>　　Eliminate employment discrimination消除就業(yè)歧視。Work toward ensuring domestic workers h確保家庭傭工對(duì)工作access to social security, health and maternity insurance Especially

36、 recognise th享有 社會(huì)保障，醫(yī)療和生育保險(xiǎn)，特別關(guān)注那些elevated risks taken by migrants who enter into domestic work, and provide special具有高風(fēng)險(xiǎn)的移民傭工，并對(duì)移民婦女的需求提供特別的厚待。</p><p>　　Measures should be taken to protect domestic workers

37、 from personal injury, sexual 應(yīng)采取措施保護(hù)家庭傭工的遠(yuǎn)離人身傷害，性harassment, and to solve the problem of arrears of wages and overtime work.騷擾和解決工資拖欠和超時(shí)工作的問(wèn)題。 </p><p><b>　　外文文獻(xiàn)翻譯原文</b></p><p>　　Ov

38、erview of Domestic Work in China Scope.</p><p>　　The ILO Regional Office for Asia and the PacificSituational Analysis of Domestic Work in China </p><p>　　1 Overview of Domestic Work in China Sco

39、pe.</p><p>　　Domestic workers are employed in private homes either by an individual or by an agency to carry out tasks such as cleaning, cooking, laundry, childcare, maternity care, nursing care or care for

40、the elderly, Some work on a part-time basis, often for multiple employers. Many work full-time as live-in nannies. By Chinese definition, a domestic worker is a “person managing household affairs as required for the hous

41、ehold they serve, including taking care of children,. the elderly, and sick persons.” </p><p><b>　　2 issues </b></p><p>　　National Laws </p><p>　　no legal provisions gov

42、erning the working conditions of domestic workers. Domestic work is regarded as informal employment, and private individuals/families do not fulfil the definition of an “employing unit” in the Labour Law (Art. 2) and the

43、 Labour Contract. In this case, civil contracts and relevant provisions of civil law apply. Without legal employment status, domestic workers cannot be guaranteed their wages, welfare, working hours and labour protectio

44、n.。</p><p>　　Key Legal References </p><p>　　? Private individuals/families do not fulfil the definition of an “employing unit” in Labour Law (Art. 2) and Labour Contract Law (Art. 2). </p>

45、;<p>　　? Article 4 of the “Proposals on the Implementation of the Labour Law” explicitly states that ?the Labour Law does not apply to domestic workers. </p><p>　　? Article 7(4) of the “Interpretation

46、 of the Supreme People's Court on Several Issues about ? the Application of Laws for the Trial of Labour Dispute Cases (II)” by the Supreme People's Court confirmed that disputes between domestic workers and the

47、private users do not fall under the category of labour dispute.</p><p>　　? “Interpretation of the Supreme People's Court of Some Issues concerning the Application ? of Law for the Trial of Cases on Compe

48、nsation for Personal Injury” by the Supreme People's Court states that the employer should be liable for compensation in the case of personal injury to employee in the course of employment activities. It is so far th

49、e only legal document that can be applied to domestic worker' personal injury cases. </p><p>　　? Regulations on the Management of Employment of Foreigners in China (1996) Article 34 Privately-owned econo

50、mic organizations and individuals are forbidden to employ </p><p>　　? Child labour: The Labour law (Jan. 1995) by NPC. Article 15 “The employer shall be banned from recruiting juveniles under the age of 16.”

51、Provisions on the Prohibition of Using Child Labour (Dec. 2002) by the State Council. </p><p>　　? Illegal recruitment: The Employment Promotion Law (Jan 2008) by NPC regulates legal operations of employment

52、agencies.</p><p>　　? Women's rights: Law of the People's Republic of China on the Protection of Women's Rights and Interests (amended 2005) protects women's rights from physical violence, tra

53、fficking, sexual harassment, etc. </p><p>　　3 Key Challenges </p><p>　　? Discrimination in domestic service . Domestic work is undervalued. People associate domestic service with the concept of

54、“second-class” servants in ancient China. As a result, domestic workers are often treated without respect. Furthermore, domestic work is often considered an unskilled job, and women have been traditionally considered cap

55、able of doing the work. This female-dominated occupation reflects the traditional gender view toward women.Migrant workers make up a large proportion of dome</p><p>　　? Exclusion from the labour code . While

56、 migrant workers in other forms of employment are entitled to participate in social insurance, health insurance and work injury insurance, the domestic sector is exempt, unless the workers are contracted by a labour disp

57、atch domestic service agency. In cities such as Beijing and Shanghai, local commercial insurance schemes are being piloted to cover certain conditions of domestic service, but this practice is neither mandatory nor regul

58、ated. Since the labo</p><p>　　? Labour relations vs. employment relations In China, “ abour elations” applies to registered entities and is governed by labour laws, while “employment relations” applies in t

59、he informal sector, and draws from civil law. Domestic work resides in the informal sector, yet issues of workers' rights and protection apply. This exclusion has been a matter of serious discussion among researchers

60、, lawyers and various stakeholders. </p><p>　　? Low awareness of rights protection among domestic workers. Many domestic workers have low awareness and understanding of their legal rights, due to their limit

61、ed life skills education. Few domestic workers understand the importance of signing a contract.A survey showed that when disputes arose, 40% of domestic workers interviewed chose to remain silent. Bejing Migrant Women

62、9;s Club Survey on Domestic Workers，2007 </p><p>　　? Lack of sufficient data on domestic workers ? Most current available research is focused on domestic workers who use formal recruitment channels.There is

63、a lack of data on those who work through informal channels, particularly related to their demographic profiles, working conditions, and vulnerabilities to forced labour and other abuses. There have been several severe ca

64、ses reported in the media on the abuse of domestic workers that fall into the forced labour category. Most of these victims </p><p>　　4 Key Recommendations for China</p><p>　　Continue discussion

65、 toward improving the legal framework with the ultimate goal to protect domestic worker's rights. In China, specialists are discussing whether the Labour Law should be applied, or a specialised regulatory framework s

66、hould be developed to cover domestic workers. There are two important considerations: (a) how appropriate are the standards of the Labour Law in protecting domestic workers? (For example, they should not discourage compl

67、iance by employers, and application should no</p><p>　　Strengthen law enforcement through a coordinated mechanism addressing aspects of: regulating recruitment agencies, inspection, promoting contract signag

68、e, labour protection and training systems. </p><p>　　Eliminate employment discrimination. Work toward ensuring domestic workers have access to social security, health and maternity insurance Especially recog

69、nise the elevated risks taken by migrants who enter into domestic work, and provide special attention to the needs of migrant women.</p><p>　　Measures should be taken to protect domestic workers from persona