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从法律性质而言,从业禁止属于非刑罚预防措施,而非保安处分或非刑罚处罚措施。从业禁止规定合理性论述是其正确理解与适用的前提。虽然从业禁止规定是对公民平等就业权的限制以及对犯罪人的重复处罚,但是其并未侵犯公民的平等就业权,也并不违反“禁止重复评价”的原则。从业禁止的适用应当满足主体条件、罪种条件、实质条件和量刑条件四个条件。从业禁止的监督执行应当由人力与社会保障部门负责。在其他部门法对从业禁止有规定时,应当从其规定,以避免从业禁止的双重适用。违背从业禁止规定的法律后果包括行政责任和刑事责任。
For legal reasons, the prohibition of employment is not a non-punishment preventive measure, not a security measure or a non-penalty punishment measure. Probability of employment Prohibition Provisions is the premise of its correct understanding and application. Although the prohibition of employment is a restriction on the equal employment rights of citizens and repeated penalties for criminals, it does not infringe the equal employment rights of citizens and does not violate the principle of “no double evaluation”. The application of the prohibition of employment shall satisfy the four conditions of the subject condition, the crime condition, the substantive condition and the sentencing condition. The supervision and enforcement of employment prohibited shall be handled by the department of human resources and social security. Where other departments and laws prohibit the practice of employment, they shall make provisions from them in order to avoid double application of the prohibition of employment. The legal consequences of breaching the prohibition of employment include administrative liability and criminal liability.