| dc.contributor | 法學院 | zh_Tw |
| dc.creator (作者) | 林良榮 | zh_TW |
| dc.date (日期) | 2017-06 | |
| dc.date.accessioned | 30-五月-2018 12:04:50 (UTC+8) | - |
| dc.date.available | 30-五月-2018 12:04:50 (UTC+8) | - |
| dc.date.issued (上傳時間) | 30-五月-2018 12:04:50 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/117400 | - |
| dc.description.abstract (摘要) | This research intends to explore the regulations and reactive measures with respect to students working part-time on campus in the U.S., the U.K., Germany, Japan and South Korea and Taiwan. The methods adopted include literature review, in-depth interviews and focus group symposia. Major findings are the following: Prior to 16 June 2015, regulations on students working part-time on campus in Taiwan was similar to South Korea`s (not defined as workers), only individual cases may be judged as workers and then are required to participate in Labor Insurance. Starting from 17 June 2015, students working part-time on campus who are defined as employee need to follow the regulations of Labor Insurance, which is similar to the two-track (stipend vs. salaries & wages) system in the U.S., but is different from the U.K. (which excludes mini-job workers to participate in the Basic State Pension), Japan (which excludes mini-job workers to participate in the Employment Insurance) and Germany (which allows mini-job workers to apply for not participating in the Pension Insurance). Some reactive measures have been adopted by colleges to alleviate disputes. For example, define employment and nonemployment positions, restrict one employment position for students and reduce employment positions. Finally, this research suggests that with respect to students working part-time on campus, special treatment of mini- job workers can be adopted either in the University Act or in the Labor Insurance Act. | en_US |
| dc.description.abstract (摘要) | 本文探討美國、英國、德國、日本、南韓及我國的學生校內兼職者參加類似勞工保險規定及因應措施；研究方法包括文獻分析、深度訪談和焦點座談。主要發現如下：2015年6月16日之前，我國學生校內兼任助理的規定近似韓國（不是勞工身分），僅個案會被認定為僱傭關係，而必須投保勞保。2015年6月17日起，我國規定，「勞僱型」學生校內兼任助理必須依勞保條例辦理加保；此類似美國的兩分法：領取獎助學金者不必參加社會安全制度，領取薪資者要參加社會安全制度。但不像英、德、日等國，英國排除微量工作者參加第一層年金、德國允許微量工作者申請免除加保年金保險、日本排除微量工作者參加雇用保險。為因應2015年6月17日起的規定，目前各校採取的因應措施包括界定「學習型」和「勞僱型」兼任助理身分的區隔、部分學校限制學生只能從事一份「勞僱型」工作、「勞僱型」兼任助理依法投保勞就保並提繳勞退金、師生充分遵守法規、學校減少「勞僱型」兼任助理工作機會等。本研究建議，學生校內兼任助理加保規定方面，可考慮參照德、英、日等視為「微量工作者」，適當修正大學法和勞保條例等勞動法規。 | zh_TW |
| dc.format.extent | 592636 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.relation (關聯) | 勞動及職業安全衛生研究季刊, Vol.25, No.2, pp.94-106 | |
| dc.subject (關鍵詞) | Labor Insurance ； Mini-jobs ； Students working part-time on campus | en_US |
| dc.subject (關鍵詞) | 勞工保險 ； 微量工作 ； 學生校內兼任助理 | zh_TW |
| dc.title (題名) | Labor Insurance Regulations and Reactive Measures for Students Working Part-time on Campus | en_US |
| dc.title (題名) | 各國學生校內兼職者加保規定之研究 | zh_TW |
| dc.type (資料類型) | article | |
