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題名 勞動法上「勞工」與「雇主」概念之研究-------以「勞動從屬性」之法理轉換及判決實務發展為中心
作者 林良榮
貢獻者 法律系
關鍵詞 勞工概念; 雇主概念; 從屬性; 雇主責任; 非典型勞動關係; 偽裝派遣
Concepts on worker; concepts on employer; dependency; employers’ responsibilities; informal labor relationships; disguised dispatch
日期 2015
上傳時間 17-May-2017 15:09:15 (UTC+8)
摘要 我國現行勞基法第二條明文規定，所謂「勞工」乃指受雇主僱用從事工作獲致工資者；而「雇主」則謂僱用勞工之事業主、事業經營之負責人或代表事業主處理有關勞工事務之人。但實務上，對於是否該當於勞基法上之「勞工」或「雇主」地位或資格，長期以來卻
顯有法律之爭議。此一有關於勞基法上之適用主體的爭議類型，主要包含屬於個別(individual)勞動關係與集體(collective)勞動關係領域所產生的爭議，另外，也包括傳統上基於典型(formal)勞動契約與非典型(informal)勞動契約所生之各種勞資爭議。同時，上述四種類型之勞資爭議亦有相互之交錯關係，尤其是近十年來由於非典型勞動市場的快速擴展，加上我國於2011年實施新勞動三法，以至於「勞工」與「雇主」之概念範疇已逐漸發生法的位移現象，不僅使勞資之間原本以「從屬性」作為判斷基準的界線難以認定，甚至造成於法的形式(勞動契約)上之雇主當事人並非與實質上具有勞務指揮監督關係者為同一人，進而就何者該當「雇主責任」而分別有個別與集體勞動關係上之爭執。是以，本研究嘗試從近年來學說上對於傳統之「從屬性」法理予以檢討，並就我國近年來相關法院之判決進行案例整理與分析；一方面於學理上參照日本近年學說與判決法理之發展，另一方面則於法政策上就我國現行法制提出相關建議。
According to the Article II of Labor Laws,the definition of worker means a person who is hired by an employer to work for wages; and the definition of employer means a business entity which hires workers, the responsible person of business operations, or the person who represents the business owner in handling labor matters. In reality, it has been controversial due to the statusand qualification
of a worker or an employer under the law. The issues concerning the proper interpretation of these terms are mainly made due to the “individual” and “collective”labor relationships. In additions, the conflicts may be based on the “formal” and “informal” labor contracts. In the meantime, conflicts may rise in an interrelated form of four aforementioned prototypes. Due to the rapid
expansive of the informal labor market and the establishment of new Labor Law (Volume III) in 2011, the traditional concepts and definitions of workers and employers have evolved drastically in the recent decade. This phenomenon makes the originally-recognized dependency of labor relationship difficult to define. In many cases, the “employer” is not even the same person who is actually supervising the “worker.” Therefore, it could be unclear that who should take the responsibilities, thus make the individual and collective labor relationship more controversial. This study attempts to examine the concept
of dependency under the recent theories and analyze recent ruling of cases. The applied theories are based on the modern cases and development of Japanese Labor Laws.
Recommendations will be given for revising current domestic labor policies.
關聯 MOST 103-2410-H-004-052
資料類型 report
dc.contributor 法律系
dc.creator (作者) 林良榮zh_TW
dc.date (日期) 2015
dc.date.accessioned 17-May-2017 15:09:15 (UTC+8)-
dc.date.available 17-May-2017 15:09:15 (UTC+8)-
dc.date.issued (上傳時間) 17-May-2017 15:09:15 (UTC+8)-
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/109666-
dc.description.abstract (摘要) 我國現行勞基法第二條明文規定，所謂「勞工」乃指受雇主僱用從事工作獲致工資者；而「雇主」則謂僱用勞工之事業主、事業經營之負責人或代表事業主處理有關勞工事務之人。但實務上，對於是否該當於勞基法上之「勞工」或「雇主」地位或資格，長期以來卻
顯有法律之爭議。此一有關於勞基法上之適用主體的爭議類型，主要包含屬於個別(individual)勞動關係與集體(collective)勞動關係領域所產生的爭議，另外，也包括傳統上基於典型(formal)勞動契約與非典型(informal)勞動契約所生之各種勞資爭議。同時，上述四種類型之勞資爭議亦有相互之交錯關係，尤其是近十年來由於非典型勞動市場的快速擴展，加上我國於2011年實施新勞動三法，以至於「勞工」與「雇主」之概念範疇已逐漸發生法的位移現象，不僅使勞資之間原本以「從屬性」作為判斷基準的界線難以認定，甚至造成於法的形式(勞動契約)上之雇主當事人並非與實質上具有勞務指揮監督關係者為同一人，進而就何者該當「雇主責任」而分別有個別與集體勞動關係上之爭執。是以，本研究嘗試從近年來學說上對於傳統之「從屬性」法理予以檢討，並就我國近年來相關法院之判決進行案例整理與分析；一方面於學理上參照日本近年學說與判決法理之發展，另一方面則於法政策上就我國現行法制提出相關建議。
dc.description.abstract (摘要) According to the Article II of Labor Laws,the definition of worker means a person who is hired by an employer to work for wages; and the definition of employer means a business entity which hires workers, the responsible person of business operations, or the person who represents the business owner in handling labor matters. In reality, it has been controversial due to the statusand qualification
of a worker or an employer under the law. The issues concerning the proper interpretation of these terms are mainly made due to the “individual” and “collective”labor relationships. In additions, the conflicts may be based on the “formal” and “informal” labor contracts. In the meantime, conflicts may rise in an interrelated form of four aforementioned prototypes. Due to the rapid
expansive of the informal labor market and the establishment of new Labor Law (Volume III) in 2011, the traditional concepts and definitions of workers and employers have evolved drastically in the recent decade. This phenomenon makes the originally-recognized dependency of labor relationship difficult to define. In many cases, the “employer” is not even the same person who is actually supervising the “worker.” Therefore, it could be unclear that who should take the responsibilities, thus make the individual and collective labor relationship more controversial. This study attempts to examine the concept
of dependency under the recent theories and analyze recent ruling of cases. The applied theories are based on the modern cases and development of Japanese Labor Laws.
Recommendations will be given for revising current domestic labor policies.
dc.format.extent 1200563 bytes-
dc.format.mimetype application/pdf-
dc.relation (關聯) MOST 103-2410-H-004-052
dc.subject (關鍵詞) 勞工概念; 雇主概念; 從屬性; 雇主責任; 非典型勞動關係; 偽裝派遣
dc.subject (關鍵詞) Concepts on worker; concepts on employer; dependency; employers’ responsibilities; informal labor relationships; disguised dispatch
dc.title (題名) 勞動法上「勞工」與「雇主」概念之研究-------以「勞動從屬性」之法理轉換及判決實務發展為中心zh_TW
dc.type (資料類型) report