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題名 「離線權」是否應納入勞基法之研究
The Feasibility of Incorporating Right on Disconnection In Labor Standards Act作者 胡育寧
Hu, Yu-Ning貢獻者 王惠玲
Wang, Hui-Ling
胡育寧
Hu, Yu-Ning關鍵詞 離線權
休息權
工作與生活平衡
平衡勞資關係
不當勞動行為
Right to disconnect
Right to rest
Work-life balance
Industrial Relationship balance
Unfair labor practice日期 2021 上傳時間 9-Mar-2023 18:08:40 (UTC+8) 摘要 由於通訊軟體的發達導致勞動者受網路科技影響，台灣勞工大部分處於隨 時可聯繫、亦即「在線」的狀態。且下班後接收到遠距勞務交辦，在任何形式 的勞動契約上皆成為可能，而不僅限於傳統定義之遠距工作者或電傳勞動者， 一般勞工因此處於隨時在線導致難以於工作時間結束後拒絕加班，並擔憂若拒 絕或忽視公務訊息可能隨之而來的懲處。離線權為保障勞動者能在休息時間自 主決定欲從事行為，充分發揮休息權使勞動力恢復的基本勞動權利，本文擷取 我國勞動權利保護的背景，與法國、德國、美國紐約州與其他各國對離線權相 關的討論，考量政治面、商業面與社會面並交互比較，研究認為我國離線權適 用應及於所有具有明確工作時間與休息時間劃分的勞動型態之勞動者，應針對 中小型以上規模之企業做出限制與懲罰機制，禁止其因勞工行使離線權而作出 懲處，並制定適當救濟管道與觀念教育宣導方案。然而，研究認為應以德國與 美國紐約州尚未能順利頒布法案的境遇為戒，雖普及離線權觀念，也須強調此 法規介入之時僅發生於員工因行使離線權而受不當處分，以及當員工同意交付 勞務卻無獲得加班工資的情況，而不及於雇主僅僅行使以通訊軟體提出勞務交 付的請求權時，以在企業發展與勞動者工作與生活平衡之間創造雙贏。
Due to the development of communication technology, most of the labor in Taiwan can be contacted by employers or colleagues anywhere at any time, which is so-called "always-online" situation. Not only for traditionally remote workers or teleworkers, receiving requests to get back to work after off-duty is becoming possible in any pattern of employment contract, resulting in difficulty of refusing to work overtime and the worry to the punishment of overtime work rejection.To solve the situation, discussions about “the right to disconnect” happened. Right of disconnection means the workers can arrange and take the control of what they would like to do during their rest time without any of interference. This article is conducted with the reference of the background of labor rights protection in Taiwan and researches of right to disconnect issue from France, Germany, U.S. New York State, and other countries, also considering the aspects of politic, commercialization and socialization, and compare with them interactively.This research indicates that the right to disconnect should apply to all workers with a clear division of working hours and rest periods. Restriction and punishment mechanisms should be established for enterprises with the scale above small and medium-sized enterprises and prohibit them from punishing workers who implement the right to disconnect. Also, appropriate channels for emergency relief system , conceptional education and publicity programs should be formulated. This research also believes that the failure of Germany and New York to enact the bill should be taken as a warning.Although the concept of disconnection rights is popularized, it must be emphasized that the intervention should only occurs when employees are improperly punished for implemented the right and employees agree to provide services but are not paid for overtime work, but should not include the implement of the right of employers to request labor services, in order to create a win-win situation between the development of the enterprise and the work-life balance of labor.參考文獻 書籍參考資料中文文獻1. 黃越欽，2015。勞動法新論。出版地:出版者。 期刊論文2. 周湖勇、錢偉，(2018)。互聯網時代勞動者離線權保障探究。溫州大學 學報，第31卷第5期，。3. 張偉棟、柏瑞兒・哈爾，(2021)。歐盟工作時間規制的歷史發展與法律 構造。《經濟社會體制比較》，2021 年第 1 期總第 213 期，4. 黃煥榮，(2008)。運用友善家庭政策平衡工作與家庭-理論與經驗的初探 2008。台灣公共行政與公共事務系所聯合會 (TASPAA) 夥伴關係與永續發 展國際學術研討會。研究計劃5. 謝增益，2021。《遠程工作的立法理念與制度建構》，中國社會科學院法學研究所 博碩士學位論文6. 王芯怡(2019)。間接員工延長工時與離職意願之關聯—以職家衝突為中 介，國立中央大學，人力資源管理研究所在職專班，桃園。7. 吳宛玲(2019)。養兒育女難解的蹺蹺板習題?台灣育嬰假制度的設計與影 響。長榮大學，社會工作學系碩士班，台南。8. 吳怡庭(2018)。行動即時通訊軟體 Line 使用對員工工作滿意度及情緒耗 竭之影響:以高雄市政府人事人員為例。國立高雄師範大學，人力與知識 管理研究所，高雄。9. 張育菁(2019)。下班後即時通訊軟體公務使用對教師工作倦怠之影響。 大葉大學，管理學院碩士在職專班，彰化。10. 景家威(2014)。工作生活平衡與幸福感之研究:以青年民航空勤組員為 例。國立中山大學，人力資源管理研究所，高雄。11. 游淑琄(2020)。貨運業駕駛員加班費計算爭議問題之研究 -以我國法院 判決之分析為中心。國立交通大學，科技法律研究所碩士在職專班，新 竹。12. 黃佩慎(2018)。家庭與就業平衡法制之研究-比較台灣與瑞典。國立政治 大學，法學院碩士在職專班，台北。13. 鄭香蘭(2018)。從壓力和因應觀點-探討員工對下班後因應公務而使用即 時通訊軟體之反應，國立中山大學，資訊管理學系研究所，高雄。14. 羅婧怡(2020)。試論西班牙《個人數據保護法》視野下的勞動者權利及 其法律保護。上海外國語大學，法律碩士，中國上海。15. 江坤星(2020)。非工作時間發送工作相關訊息對員工之影響。國立交通 大學，工業工程與管理碩士學程。新竹。裁決書16. 臺灣桃園地方法院民事簡易判決106年度桃勞簡字第55號,107/07/31. 17. 臺灣高等法院民事判決107年度勞上字第111號,108/04/23.外文文獻書籍18. Catherine Barnard, (2012). EU Employment Law, p540, 537-538, 4th edition. Oxford European Union Law Library.專書論文19. Chudnovskikh M.V. (2019). "The right to disconnect" in digital economics, Ural State University of Economics Yekaterinburg, pages.20. Cristobal Molina Navarrete, (2017). El Tiempo de los Derechos en un Mundo Digital: ¿Existe un Nuevo “Drercho Humano a la Desconexion” de los Trebajadores Fuera de Jornada?, Magazine of Mexico Law School, page 21.21. Marc De Vos, (2018). Work 4.0 and the future of labour law, Macquarie Law School; Ghent University期刊23. Christian Albert Oettl, Katharina Beck, Franziska Marie Raufer, Anja Teresa Priglmeir, Markus Bo ̈hm1, (2018). Helmut Krcmar1 Zero Email initiative: a critical review of Change Management during the introduction of Enterprise Social Networks?, Association for Information Technology Trust - J Info Technol Teach Cases (2018) 8:172–183, page 181.25. Commission of the European Communities, (2008). Report on theImplementation of the European Social Partners’ Framework Agreement onTelework, SEC(2008)2178, page 4.26. Confédération des Petites et Moyennes Entreprises, (2020). L’Essentiel 2019, page 2.27. European Commission, (2020). Guidelines for the Employment Policies of the Member States, Proposal for a Council Decision.28. International Labour Organization, (2019).Youth delegates call for systematic changes to global youth employment policies, Youth Employment.29. International Labour Organization, (2020). Promoting Employment and Decent Work in a Changing Landscape, International Labour Conference, 109th Session, page 232.30. Jane Pillinger, (2017). Violence and Harassment against Women and Men in the World of Work-Trade Union Perspective and Action, International Journal of Labour Research.22. Caroline Froger-Michon, (2018). Switching on to switching off: DisconnectingEmployees in Europe, CMS Legal.24. Clarence Woodrow Von Bergen, Martin Bressler, (2019). On the Grid 24/7/365and the Right to Disconnect, Employee relations law journal.31. Linda Bond Edwards and Patrick Flemming, (2019). The Right to Disconnect: Should There Be a Legal Limit on Email After Work, ACC Docket.32. Lucy Trevelyan, (2020). Employment: concept of ‘right to disconnect’ given new relevance by Covid-19, International Bar Association.34. Proposal for a Council Decision on guidelines for the employment policies of the Member States, (2020).35. Silic, M., A. Back, and D. Silic, (2015). Teaching Case—Email: From Zero to Hero—The Beginning of The End, Journal of Information Technology Teaching Cases 5: page 84–91.36. Small Business Administration Office of Advocacy, (2020). 2020 Small Business Profile, page 133.37. The European Parliament and of the Council, (2019). Directive 2003/88/EC. Official Journal of the European Union, Chapter1, article 2, no.9.38. The European Parliament and of the Council, (2019). Directive 2019/1158/EU, Official Journal of the European Union.40. Arbeitszeitgesetz – ArbZG (Hours of Work Act), Bundesgesetzblatt, 1994, Part I, No. 33, page 1170-1183.41. Irish Labour Court - ILCR Determination No. DWT1820.42. New York City Council - Int 0726-2018, Private employees disconnecting fromelectronic communications during non-work hours.https://legistar.council.nyc.gov/43. The Mettling Report - Transformation numérique et vie au travail, M. Bruno Mettling, 2015.44. U.S. Code - Title 26. Internal Revenue Code.其他海外文獻33. Paul M. Secunda, (2019). Hybrid Federalism and the Employee Right toDisconnect, Pepperdine Law Review, vol.46, no.2.39. UNI Global Union, (2019). The Right to Disconnect - Best practices.法律條文與裁決書45. Alanna Petroff and Océane Cornevin, “France gives workers `right to disconnect` from office email.” CNN Business, 2017/02/02. https://money.cnn.com/2017/01/02/technology/france-office-email-workers-law/46. Anne O’Connell Solicitors, External Email Access v. Working Time Regulations – What should Employers do. 2017/08/30. https://aocsolicitors.ie/external-email- access-v-working-time-regulations-what-should-employers-do/47. Ben Kesslen, A `right to disconnect`? New York City Council explores protecting off hours. 2019/01/26. https://www.nbcnews.com/news/us-news/right- disconnect-new-york-city-council-explores-protecting-hours-n96307148. Henry Samuel, British firm ordered to pay €60,000 by French court for breaching employee`s `right to disconnect` from work, The Telegraph, 2018/08/01 https://www.telegraph.co.uk/news/2018/08/01/british-firm-ordered- pay-60000-french-court-breaching-employees/49. Gordon Deegan, A Kepak exec won a €7,500 payout after a dispute about checking emails out of hours An employment law expert called the ruling a “wake-up call” for businesses. 2018/08/03. https://www.noteworthy.ie/kepak- executive-out-of-hours-work-emails-2-4161687-Aug2018/50. Eric Pfeiffer, A new bill would make it illegal to contact employees after work hours.2018.03.29. https://www.upworthy.com/a-new-bill-would-make-it-illegal- to-contact-employees-after-work-hours51. Christina Finn, `Right to disconnect` code for workers comes into effect from today, 2021/04/01. https://www.thejournal.ie/right-to-disconnect-2-5397644- Apr2021/52. Karina Martinez-Carter, Las leyes laborales más extrañas del mundo. 2014/06/03.https://www.bbc.com/mundo/noticias/2014/06/140603_vert_cap_ley es_laborales_extranas_yv53. Ornstein and Glassberg, Daniel Ornstein and Jordan Glassberg, Proskauer Rose LLP, More Countries Consider Implementing a “Right to Disconnect”. 2019/01/29. https://www.lexology.com/library/detail.aspx?g=b17bb834-2033- 444b-b88e-eb3f862ac9fe54. Ciara Ruane, Ireland publishes code of practice on right to disconnect. 2021/04/07. https://www.pinsentmasons.com/out-law/news/ireland-publishes- code-of-practice-on-right-to-disconnect55. Kate Wyatt, Companies may need a policy on work emails and calls after hours. 2019/01/04. https://www.lindsays.co.uk/news-and-insights/news/companies- may-need-a-policy-on-work-emails-and-calls-after-hours 描述 碩士
國立政治大學
勞工研究所
107262015資料來源 http://thesis.lib.nccu.edu.tw/record/#G0107262015 資料類型 thesis dc.contributor.advisor 王惠玲 zh_TW dc.contributor.advisor Wang, Hui-Ling en_US dc.contributor.author (Authors) 胡育寧 zh_TW dc.contributor.author (Authors) Hu, Yu-Ning en_US dc.creator (作者) 胡育寧 zh_TW dc.creator (作者) Hu, Yu-Ning en_US dc.date (日期) 2021 en_US dc.date.accessioned 9-Mar-2023 18:08:40 (UTC+8) - dc.date.available 9-Mar-2023 18:08:40 (UTC+8) - dc.date.issued (上傳時間) 9-Mar-2023 18:08:40 (UTC+8) - dc.identifier (Other Identifiers) G0107262015 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/143700 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 勞工研究所 zh_TW dc.description (描述) 107262015 zh_TW dc.description.abstract (摘要) 由於通訊軟體的發達導致勞動者受網路科技影響，台灣勞工大部分處於隨 時可聯繫、亦即「在線」的狀態。且下班後接收到遠距勞務交辦，在任何形式 的勞動契約上皆成為可能，而不僅限於傳統定義之遠距工作者或電傳勞動者， 一般勞工因此處於隨時在線導致難以於工作時間結束後拒絕加班，並擔憂若拒 絕或忽視公務訊息可能隨之而來的懲處。離線權為保障勞動者能在休息時間自 主決定欲從事行為，充分發揮休息權使勞動力恢復的基本勞動權利，本文擷取 我國勞動權利保護的背景，與法國、德國、美國紐約州與其他各國對離線權相 關的討論，考量政治面、商業面與社會面並交互比較，研究認為我國離線權適 用應及於所有具有明確工作時間與休息時間劃分的勞動型態之勞動者，應針對 中小型以上規模之企業做出限制與懲罰機制，禁止其因勞工行使離線權而作出 懲處，並制定適當救濟管道與觀念教育宣導方案。然而，研究認為應以德國與 美國紐約州尚未能順利頒布法案的境遇為戒，雖普及離線權觀念，也須強調此 法規介入之時僅發生於員工因行使離線權而受不當處分，以及當員工同意交付 勞務卻無獲得加班工資的情況，而不及於雇主僅僅行使以通訊軟體提出勞務交 付的請求權時，以在企業發展與勞動者工作與生活平衡之間創造雙贏。 zh_TW dc.description.abstract (摘要) Due to the development of communication technology, most of the labor in Taiwan can be contacted by employers or colleagues anywhere at any time, which is so-called "always-online" situation. Not only for traditionally remote workers or teleworkers, receiving requests to get back to work after off-duty is becoming possible in any pattern of employment contract, resulting in difficulty of refusing to work overtime and the worry to the punishment of overtime work rejection.To solve the situation, discussions about “the right to disconnect” happened. Right of disconnection means the workers can arrange and take the control of what they would like to do during their rest time without any of interference. This article is conducted with the reference of the background of labor rights protection in Taiwan and researches of right to disconnect issue from France, Germany, U.S. New York State, and other countries, also considering the aspects of politic, commercialization and socialization, and compare with them interactively.This research indicates that the right to disconnect should apply to all workers with a clear division of working hours and rest periods. Restriction and punishment mechanisms should be established for enterprises with the scale above small and medium-sized enterprises and prohibit them from punishing workers who implement the right to disconnect. Also, appropriate channels for emergency relief system , conceptional education and publicity programs should be formulated. This research also believes that the failure of Germany and New York to enact the bill should be taken as a warning.Although the concept of disconnection rights is popularized, it must be emphasized that the intervention should only occurs when employees are improperly punished for implemented the right and employees agree to provide services but are not paid for overtime work, but should not include the implement of the right of employers to request labor services, in order to create a win-win situation between the development of the enterprise and the work-life balance of labor. en_US dc.description.tableofcontents 目次第一章 緒論 1第一節 研究背景與動機 1第二節 問題之展開——離線權內涵與其保護範圍 4第一項 概念釐清——「離線的權利」適用對象 4第二項 離線權的人權實現與法理意義 7第三節 研究目的 8第四節 研究方法與範圍 9第五節 研究架構 9第二章 工作與生活平衡政策與再家庭化 11第一節 延長工時拒絕權與通訊加班實質影響 11第二節 性別平等意識與「再家庭化」 14第三節 以性平法與離線權為基礎拒絕加班之正當性 17第三章 各國離線權適用性與其機制 20第一節 德國 21第一項 德國的休息權與勞動條件 22第二項 德國之企業自律模式 23第二節 法國 26第一項 法國離線權起源——《El Khomri》修正案與《The Mettling Report》 26第二項 離線權立法後的具體實踐 28第三節 美國——紐約州 29第一項 聯邦政府休息權保護之背景概述 29第二項 紐約州離線權規範與爭議 30第四節 他國立法與相關裁決 32第四章 我國背景與適用法制設計 37第一節 離線權適用範圍與機制設計 38第二節 違反之罰則與救濟機制 42第三節 立法挑戰與入法時機 44第五章 結論 47參考資料 50 zh_TW dc.format.extent 1065218 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0107262015 en_US dc.subject (關鍵詞) 離線權 zh_TW dc.subject (關鍵詞) 休息權 zh_TW dc.subject (關鍵詞) 工作與生活平衡 zh_TW dc.subject (關鍵詞) 平衡勞資關係 zh_TW dc.subject (關鍵詞) 不當勞動行為 zh_TW dc.subject (關鍵詞) Right to disconnect en_US dc.subject (關鍵詞) Right to rest en_US dc.subject (關鍵詞) Work-life balance en_US dc.subject (關鍵詞) Industrial Relationship balance en_US dc.subject (關鍵詞) Unfair labor practice en_US dc.title (題名) 「離線權」是否應納入勞基法之研究 zh_TW dc.title (題名) The Feasibility of Incorporating Right on Disconnection In Labor Standards Act en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 書籍參考資料中文文獻1. 黃越欽，2015。勞動法新論。出版地:出版者。 期刊論文2. 周湖勇、錢偉，(2018)。互聯網時代勞動者離線權保障探究。溫州大學 學報，第31卷第5期，。3. 張偉棟、柏瑞兒・哈爾，(2021)。歐盟工作時間規制的歷史發展與法律 構造。《經濟社會體制比較》，2021 年第 1 期總第 213 期，4. 黃煥榮，(2008)。運用友善家庭政策平衡工作與家庭-理論與經驗的初探 2008。台灣公共行政與公共事務系所聯合會 (TASPAA) 夥伴關係與永續發 展國際學術研討會。研究計劃5. 謝增益，2021。《遠程工作的立法理念與制度建構》，中國社會科學院法學研究所 博碩士學位論文6. 王芯怡(2019)。間接員工延長工時與離職意願之關聯—以職家衝突為中 介，國立中央大學，人力資源管理研究所在職專班，桃園。7. 吳宛玲(2019)。養兒育女難解的蹺蹺板習題?台灣育嬰假制度的設計與影 響。長榮大學，社會工作學系碩士班，台南。8. 吳怡庭(2018)。行動即時通訊軟體 Line 使用對員工工作滿意度及情緒耗 竭之影響:以高雄市政府人事人員為例。國立高雄師範大學，人力與知識 管理研究所，高雄。9. 張育菁(2019)。下班後即時通訊軟體公務使用對教師工作倦怠之影響。 大葉大學，管理學院碩士在職專班，彰化。10. 景家威(2014)。工作生活平衡與幸福感之研究:以青年民航空勤組員為 例。國立中山大學，人力資源管理研究所，高雄。11. 游淑琄(2020)。貨運業駕駛員加班費計算爭議問題之研究 -以我國法院 判決之分析為中心。國立交通大學，科技法律研究所碩士在職專班，新 竹。12. 黃佩慎(2018)。家庭與就業平衡法制之研究-比較台灣與瑞典。國立政治 大學，法學院碩士在職專班，台北。13. 鄭香蘭(2018)。從壓力和因應觀點-探討員工對下班後因應公務而使用即 時通訊軟體之反應，國立中山大學，資訊管理學系研究所，高雄。14. 羅婧怡(2020)。試論西班牙《個人數據保護法》視野下的勞動者權利及 其法律保護。上海外國語大學，法律碩士，中國上海。15. 江坤星(2020)。非工作時間發送工作相關訊息對員工之影響。國立交通 大學，工業工程與管理碩士學程。新竹。裁決書16. 臺灣桃園地方法院民事簡易判決106年度桃勞簡字第55號,107/07/31. 17. 臺灣高等法院民事判決107年度勞上字第111號,108/04/23.外文文獻書籍18. 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