Graduate Institute of Labor Research, National Chengchi University

篇名

職場霸凌之法律與治理研究：從⼼理危害到企業責任之制度整合分析

English
Title

Workplace Bullying and Legal Governance: From Psychological Harm to Institutional Integrated Governance

作者

丘周剛

Author

政大勞動學報 Bulletin of Labour Research

國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University

1-45

摘要

職場霸凌已被證實為一種具有高度結構性之心理危害，對勞工身心健康、組織運作與勞動關係穩定性均造成深遠影響。過往我國對於職場霸凌之規範，長期散見於《民法》侵權責任、《職業安全衛生法》心理危害防止義務及行政指引之中，欠缺明確之法律定義與制度化處理架構。隨2025年《職業安全衛生法》修正增訂第22條之1至第22條之3，職場霸凌首度以專章形式納入實定法體系，標誌我國由事後救濟導向，轉向以預防與程序治理為核心之法制轉折。

本文在肯認本次修法完成職場霸凌法制化之制度突破前提下，進一步指出現行立法仍偏重於雇主之程序性義務與通報機制，對於心理復原、組織修復及治理品質之規範，仍存在顯著不足。為此，本文建構「制度整合治理模型」（Institutional Integrated Governance Model, IIGM），從法律責任、組織治理與心理危害三個層次，系統性評析修法後職場霸凌防治專章之規範結構與治理盲點。本文主張，唯有將法定程序義務與組織層次之預防、回復與文化治理相互整合，始能使職場霸凌防治真正達成心理安全與勞動尊嚴保障之立法目的。

According to the current legislative policy, Taiwanese maritime workers are classified into two categories, fishing vessel crew members and non-fishing vessel crew members. This helps properly apply the labor protection rights to the members based on the Crew Law. Although seafarers of commercial ships or those who work in ships not engage in fishing are excluded by the Crew Law, they all are protected under the current regulations of the Labor Standards Law. The Seafarer Law is a special law established under the Labor Standards Law, which offers minimum basic protection of seafarers' labor relations. Those who are qualified for the terms of the Labor Standards Law should be included in the application of the Labor Standards Law. "The Crew Law", established in 1999, could be applied to workers who were not engaged in fishing operations. Awareness of the trend and importance of international labor protection standards while involving international affairs, Article 89 under the Crew Law emphasized the applications of the rules, standards, or recommendations established in relevant international conventions or agreements. The purpose of this paper is to discuss the established rules of the labor contracts for the non-fishing vessel crew members as well the disputes arisen from the practice. Due to the complexity of legal applications, there are multiple applicable legal relations existed in the domestic labor protection laws, and several international maritime labor protection laws are also applicable to the workers. Since the awareness of labor rights has increasingly arisen, more labor disputes, formats and legal applications of seafarers’ labor contracts are generated between seafarers and shipping companies. The purpose of this paper is to clarify the nature of seafarers' labor contracts and the disputes arisen from the application of law. First, explaining the legal ruling systems applying to the protections of seafarers' labor standards. Secondly, it is necessary to indicate whether the labor contracts made for seafarers are fixed term or not, especially when disputes arisen over the interpretation and application of relevant domestic legal terms related to the Labor Standards Law and the Crew Law. For the perspective of comparative law, when referring Japanese Crew Law to the legislation of Taiwanese Crew Law, there were some controversial issues existed in Japanese current legal system and practices. The findings can be referenced for future improvements of policy legislation in Taiwan.

職場霸凌、心理危害、勞動法、企業治理、制度整合治理模型

Workplace bullying、Psychological hazard、labor law、corporate governance、Institutional Integrated Governance Model (IIGM)

篇名

加班申請制與勞動事件法第38條之交錯：從兩則最⾼法院判決談起

English
Title

The Intersection of the Overtime Application System and Article 38 of the Labor Incident Act: An Analysis Based on Two Supreme Court Civil Judgments

作者

莊景舜

Author

政大勞動學報 Bulletin of Labour Research

國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University

47-81

摘要

加班申請制係我國企業之工作規則常見之規範，雇主透過該制度得掌握勞工延長工作之時間，有效管理人事成本。然雇主亦可能濫用此一制度，使勞工難以獲得應得之給付。在勞動事件法施行後，法院對於加班申請制能否推翻勞動事件法第38條推定，見解仍有歧異。

本文所選擇之兩則最高法院判決，即針對相同之工作規則規範，分別維持原審做成之相反認定。肯定得推翻者從勞工知悉加班規範之角度出發，認為其明確之規範得推翻工時之推定。否定者則認為雇主對工作場所或勞工出勤時間負有監督管理之責，對於勞工未依規定程序申請並經核准之加班，應立即制止，否則即不得以此推翻工時之推定。

本文透過勞動事件法施行後之判決歸納認為，加班申請制之「完善性」應是得否舉證成功之關鍵，雇主應確認勞工知悉申請制度存在、考量不同工作型態給予不同申請方式，並維持申請制度運作完整，避免利用組織文化等潛規則阻撓勞工提出申請，以兼顧加班申請制之設立目的以及勞動事件法保障勞資雙方權益、促進勞資關係和諧之立法意旨。

The overtime application system is a common regulation in the work rules of enterprises in Taiwan, allowing employers to monitor employees’extended work hours and manage personnel costs effectively. However, there is a risk of misuse by employers, which may prevent employees from receiving their due compensation. Since the enactment of the Labor Incident Act, courts hold different opinion on whether the overtime application system can override the presumption in Article 38 of the Act. The two Supreme Court cases discussed in this article provide opposing interpretations of the same regulation in work rules. The judgment affirming the override focuses on the employee's awareness, holding that a clear regulation can override the presumption of work hours. Conversely, the judgment denying this view argues that the application system lacks real implementation in workplace. Based on an analysis of Labor Incident Act rulings, this article argues that the ''completeness'' of the overtime application system is the key factor. Employers should ensure that employees are fully aware of the application system's existence, offer application methods suitable for various job types, and maintain a functioning application process. They should also avoid the unspoken rule of workplace to hinder employees from applying, thus balancing the purpose of establishing the overtime application system with the Act's legislative intent to safeguard both parties' rights and promote harmonious labor relations.

加班申請制、工作時間、勞動事件法第38條、舉證責任、反對證據

Overtime Application System、Working Hour、Article 38 of Labor Incident Act、Burden of Proof、Rebuttal Evidence

篇名

建構現代電傳勞動之合理監督模式

English
Title

Constructing a Reasonable Supervision Model for Modern Telework

作者

Author

政大勞動學報 Bulletin of Labour Research

國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University

83-136

摘要

Covid-19疫情爆發後，各國皆採用遠距或分流上班模式以資因應，而產生與傳統居家工作不同之新型態之遠距工作，其利用高科技設備監控勞工勞務給付，已造成諸多勞權衝擊，其中包含個別勞動法之隱私權、工資工時計算或不當工作績效評定等，甚至擴張至集體勞動法，削弱工會力量，國內外專家學者對此多有批評。
然而，隨著科技發展，往後遠距工作模式持續變革已成必然，本文直面科技監控帶來之衝擊，探究監控技術對於勞工所生之影響、監控手段對勞雇雙方之必要性、研究監控手段之合理性，參考國外疫情期間案例，衡酌我國法治與社會現況，劃定現代電傳勞動之合理監督模式。

Following the outbreak of the Covid-19 pandemic, countries worldwide adopted remote or split-shift work models as a response. This gave rise to a new form of remote work, distinct from traditional telecommuting, which utilizes high-tech equipment to monitor labor performance. This shift has caused significant impacts on labor rights, including issues related to individual labor laws such as privacy rights, the calculation of wages and working hours, and improper performance evaluations. These impacts have even extended to collective labor laws, potentially weakening the power of labor unions, drawing criticism from domestic and international experts and scholars.

However, with the advancement of technology, the continued transformation of remote work models is inevitable. This article directly addresses the impacts brought about by technological surveillance, exploring the effects of monitoring technologies on workers, the necessity of monitoring measures for both employers and employees, and the reasonableness of such measures. By referencing cases from abroad during the pandemic and weighing the current legal and social conditions in Taiwan, this article aims to delineate a reasonable supervision model for modern telework.

電傳勞動、科技監控、勞工隱私權、勞動關係

Telework、Technological Surveillance、Labor Privacy Rights、Labor Relations