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    題名: 二十四小時照顧服務員勞權益之探討- 以臺灣大學醫學院附設醫院病患本國籍照顧服服務員為例
    The 24-Hours Caregivers’ Labor Conditions A Case Study of The Caregivers’ Labor Conditions Who Work in National Taiwan University Hospital
    作者: 黃魯恩
    貢獻者: 勞動暨人力資源學系
    關鍵詞: 照顧服務員
    Caregivers
    日期: 2022
    上傳時間: 2023-07-06 10:33:32 (UTC+8)
    摘要: 鑒於我國已是高齡化社會，照顧服務需求急遽提升，長期照顧服務產業隨之興起，照顧服務員人力不斷增長，其包含各醫療院所亦有照顧服務員之需求，以應病患的照顧及協助照護品質，常見的管理方式有「醫院自聘」、「醫院與照顧服務業者特約」及「醫院與照顧服務員個人特約」。對於在醫院從事病患照顧服務的勞動者而言，其工作形態、工作時間與休息時間與一般廠場均有所不同，工作時間的權益保障本身就容易被忽略。再加上照顧服務員因實務工作場域不同，例如：醫療院所、社區式服務場所、機構住宅服務場所或受雇於家庭，執行上存在多種的勞動型態，更非全數適用勞動基準法，受到勞動基準法的規範與保護，而「家事服務法」對於醫院照顧服務員的保護卻仍停留在草案的階段，在勞動條件與勞動權益的保護方面似乎仍有不足的地方。

    再者，隨著國內社會經濟的發展與產業結構變遷，照顧服務員所屬的行業類別也歷經了的多此調整與修正，因此本論文透過相關文獻的探討勾勒出照顧服務員工作場域的行業屬性及勞動型態，接著透由實際深入訪談「臺大醫院病患照顧服務員」的工作與排班情況，並且得出以下結論：
    一、照顧服務員在不同行業別工作，在法制上勞動權益有所不同，如受雇於家庭，則屬「家事服務業」行業，不適用勞動基準法。
    二、在醫院工作的照顧服務員，因受雇勞動型態不同，其勞動權益保障亦有所不同，如由醫院媒合病患或其家屬雇用照顧服務員，歸屬「家事服務業」行業，不適用勞動基準法。
    三、臺大醫院病患照顧服務員之特約廠商，其性質屬仲介或勞動派遣之法律關係，在實務上均未能提供足夠的勞動權益保障。
    四、臺大醫院病患照顧服務員對於本身勞動權益保護認知上沒有勞動基準法的保護，但心理上仍期待特約廠商應給予更多勞動權益保障。
    最後，依據上述結論，提出下列建議提供政府、業者、照顧服務員參考：
    一、對政府的建議
    (一)政府應加強推動家事服務法草案早日立法通過，且針對在醫院協助家屬從事病患照顧服務工作的照顧服務員，就其工作的屬性訂定專章，以保障照顧服務員的勞動權益。
    (二)政府應推動職業證照進階層級或增設照顧服務管理督導，並提高與其薪資待遇間的關聯性，以提升照顧服務員職業地位。
    (三)政府應協助照顧服務員成立職業工會，並加強勞工教育、建立勞動意識、宣導勞動基本權利，以保障勞動權益。
    As Taiwan is an aging society, the demand for care services is rapidly rising and the long-term care services industry has emerged as a result.
    Here's how hospitals can manage their Caregiver.
    I.Hospital self-employed.
    II.Hospital and Care Services Provider Contract.
    III.Hospital and Caregiver Personal Contract.

    For workers engaged in patient care services in hospitals, their work patterns, work hours, and rest periods are different from those of general factory workers, and protection of work time rights can easily be overlooked.
    In addition, nursing workers are employed in different workplaces, such as medical institutions, community services, institutional resident services, or homes, with a variety of different types of labor, not all of which are regulated and protected by the Labor Standards Act.

    In addition, with the development of Taiwan's social economy and changes in industrial structure, the types of industries to which caregivers belong have undergone several adjustments and revisions.

    Therefore, this dissertation explores the relevant literature to outline the industry attributes and labor patterns of caregivers' workplaces, and then explores the work and scheduling of "the caregiver working in NTU Hospital" in depth through actual interviews, and draws the following conclusions.

    I.Caregivers who work in different industries have different labor laws and benefits under the legal system. If they are employed by a family, they are in the "domestic service industry" and are not subject to the Labor Standards Act.

    II.Caregivers working in hospitals are employed by different types of labor, and their labor rights and interests are protected differently. If a hospital refers a qualified caregiver to a patient or his or her family, it is "domestic service industry" industry and the Labor Standards Act does not apply.

    III.The nature of the contracted provider of patient care services at NTU Hospital is an agency or labor dispatch legal relationship that does not provide adequate labor rights protection in practice.

    IV.Caregivers working in NTU Hospital are not protected by the Labor Standard in terms of their own labor rights protection, but psychologically they still expect more labor rights protection from the contracted companies.

    Finally, based on the above findings, the following recommendations are made for Government, Contractor Companies, and Caregivers to consider.

    I.Recommendations to the Government
    (1)The government should increase its efforts to promote the early passage of the draft family service Act and create a special chapter for caregivers engaged in patient care services in the medical field in order to protect the labor rights of caregivers.
    (2)The government should promote the upgrading of occupational licenses or the creation of a supervisor for the management of care services, and improve the correlation between their salaries and wages in order to enhance the occupational status of care workers.
    (3)The government should assist caregivers to establish professional unions and strengthen labor education, build labor awareness, and promote basic labor rights in order to protect labor rights.

    II.Recommendations to Contractor Companies
    (1)It is recommended that operators should consider caregivers as assets and assist or subsidize caregivers to participate in professional training in order to enhance their professional skills.
    (2)It is recommended that contract manufacturers should implement a shift agency system, gradually reduce the number of long working hours of caregivers, and improve labor conditions in order to enhance the stability of staff.

    III.Recommendations for Caregivers
    (1)Proactively and actively participate in labor education, recognize basic labor rights, establish labor awareness and values, understand labor standard laws and specific measures for labor rights defense, and defend their rights and interests.
    (2)Actively participate in professional training to improve professional skills and knowledge in order to obtain better compensation or management positions.
    顯示於類別:[勞動暨人力資源學系碩士班] 博碩士論文

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