| 摘要: | 隨著交通與資訊之發達，各國企業經營逐漸往全球化趨勢邁進，國內企業也因此面臨全球之競爭壓力。為因應國際上之競爭，與面臨世界經濟不景氣影響，企業在嚴峻經營環境下，不得不朝著節約成本方向努力。例如資本家喜歡將產業往低人力成本國家移動，或追求彈性運用勞動力之空間，因此開始使用各種非典型勞動力來避開雇主責任、減少人事成本，藉此提高公司獲利。過去強調全職、長期雇用甚至終身雇用的僱用習慣也開始大幅度轉變，屬於非典型雇用型態之一的「勞動派遣」，也逐漸在全世界的企業經營中迅速成長。然而，此種逐漸被企業喜歡採用的勞動派遣，本質上屬於非典型勞務給付型態，其勞資關係與工業革命以後歷經數百年發展之傳統關係有所不同。因此在勞動派遣的人力運用上，勞資當事人間勢必產生了許多迥異於傳統雇用型態之爭議。例如派遣勞工於要派公司提供勞務而罹患職業災害時，應由誰來負起勞基法上之雇主責任，此類問題可以說是勞動派遣引進國內後新興的勞動爭議問題。
所謂勞動派遣，一般係指派遣公司得到勞工同意，派遣該勞工至要派公司處提供勞務，由派遣公司支付薪資予勞工之法律關係。因此勞動派遣之特徵，即在於雇用與使用分離，使得在原本傳統勞動關係中由單一雇主負責的雇主責任，於派遣勞動關係中即難以類推適用。蓋派遣公司雖為派遣勞工法律上之雇主，但因派遣勞工實際上被派遣至要派公司，接受要派公司之指揮監督提供勞務，因此若一昧課以無實際上指揮監督之派遣公司所有的雇主責任，亦有不公平之處；是否適度將雇主責任加諸於要派公司身上，以保障派遣勞工權益，在解釋論與立法論上自有檢討之必要。
本研究在勞動派遣合法性前提下，將先針對雇主之意義予以論述闡明。其次，分析派遣勞動關係中之雇主責任與雇主認定標準。此部份之研究可謂係本論文最主要之中心，將依照實務上所產生之各項議題類型，藉由文獻研究、比較法之研究等綜合分析派遣公司與要派公司是否得分擔雇主責任，乃至於如何分擔雇主責任才能給予派遣勞工最完整之保障。為達此目的，不只是著力於勞動法之研究，勞動法領域中所未及規範者，亦必須借助於民法規範與概念才能竟其功。除此之外，由於我國目前尚未有勞動派遣之相關法律規範，因此派遣勞動法律關係中所衍生之各種問題，絕大部分皆需仰賴法院實務判決來定爭止訟。因此本論文將有系統地運用釋義學原理，針對現行法律規範是否能有效擴張適用，予以深度探討。並且將歸納整理我國司法實務判決對於各類型問題，特別是雇主責任問題之處理模式予以彙整與類型化。希望能透過實務運作的歸納分析，找出雇主責任問題之解決共識，提供給勞資雙方作為參考，以及未來法制化之參酌。最後也希望透過本論文之研究，能對於派遣公司與要派公司之雇主責任與認定加以明確規範，以確保勞資雙方之權益受到充分保障並避免相關爭議一再發生。
With the well-developed transportation and information, and moving towards globalization, domestic enterprises face the global competition pressures. In response to international competition, and facing the world economic is depressed, the companies cannot but save labor cost in a hard condition. The capitalists one after another prefer to move their industries to low labor cost countries, or the pursuit of using flexible labor, such as began using a variety of atypical employee to avoid employer liability, reduce labor costs, to improve the company's profitability. In the past it was emphasized full-time permanent employment or even lifetime employment of hiring habits, which began dramatically changing. Belonging to one of atypical employment patterns the labor dispatch of usage has been grown rapidly in the world of business. However, the labor dispatch which enterprises gradually like to use is a type of paying labor service essentially that is different from the original labor-capital relations have been followed for years after Industrial Revolution. Therefore, in the case of the manpower Utilization of labor dispatch, a variety of disputes between the labor-capital parties are bound to engender. Such as the occupational disasters happen to the dispatch laborers who pay labor service for the employer of user enterprise, who would be the one to take responsibility by Labor Law. These are the oncoming issues of labor dispute after bringing in the labor dispatch.
So-called labor dispatch is a particular legal relationship that a dispatch company gains the permission of laborers and dispatches them who pay labor service to user enterprise but have wages from a dispatch company. One of features of labor dispatch is employ and use separated that is hard to use consistently in dispatch labor-capital relation, which is different from the original labor-capital relation for one employer taking responsibility. A dispatch company is the employer of dispatch labors by the law, it is unfair that the dispatch company has no in reality direction and supervision but has to take employer’s liability indiscriminately. Whether user enterprise could take employer’s liability or not, in order to ensure the rights and interests of labors, it is essential to review the issue on legislation assertion and an annotation.
The objectives of this study are recognition of employer status and sharing employer’s liability and the definitions of employer for dispatch labor relation form the premise of the labor dispatch authorized. Through a variety of judicial practice and the literature review and the comparative law there is a comprehensive analysis whether or not a dispatch company and user enterprise share responsibility for employer’s liability, even how to share, that is to ensure the rights and interests of labors completely. In the meanwhile, this study not only puts effort into research of Labor Law system focusing on the dispatch labor-capital relations, but also uses the norms and concepts of Civil Law where are not stipulated in Labor Law.
Besides, there is still not the related Law and Regulation for labor dispatch just now in Taiwan so that various kinds of disputes of dispatch labor-capital relations rely on the judicial adjudication to gauge disputes and stop lawsuits. Moreover, this study systematically draws on the principles of an annotation to explore in depth whether or not the Law and Regulations in force put to available extended use. The handling patterns of the issues of employer’s liability are collected and organized and classified in patterns, and by generalizing and analyzing judicial adjudication practice and operation that will find a way to settle the dispute of employer’s liability and push forward reaching an agreement and standing on reference between labors and employers and on the basis of lawmaking in future. Meanwhile, there is explicit regulation for establishing an employer identity between a dispatch company and user enterprise and that ensures the rights and interests of labors sufficiently and prevents from the disputes engendered more and more. |
