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    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/139541


    Title: 調職之類型及其審查──以實務之判斷標準為觀察中心
    Types and Review of Job Transfer: An Observation Centered on Legal Practices
    Authors: 吳姿慧
    Wu, Tzu-Hui
    Contributors: 勞工所
    Keywords: 調職五原則;權利濫用禁止原則;企業經營所需;不當勞動行為之調職;差別待遇
    Five Principles for Job Transfer;Principle of Prohibition of Abuse of Rights;Business Management Requirements;Unfair Job Transfer;Discrimination
    Date: 2015-10
    Issue Date: 2022-03-29 11:22:16 (UTC+8)
    Abstract: 調職是企業經營管理上常見之手段，司法判決亦肯認雇主之調職權限，然調職權限之行使仍應受權利濫用禁止原則之限制，此為判斷調職適法性之最高準則。依此，企業基於經營所需之調動，除以調職五原則為據更審其必要性及合理性；對於違紀者之懲戒調動除前揭原則外，尚應符合懲戒正當性原則之評價；因勞工懷孕、高齡等與工作內容及能力無關之因素而予調動，申訴人就懷孕或年齡之歧視須先指出一項可供參考比較之事實指標，不過僅以釋明程度即可；至於不當勞動行為之調職判斷，除了同樣依前揭基本原則審查外，更在於檢視調職之動機有無針對性，並從勞資關係之脈絡綜合觀察。
    Job transfer is a common method used in business management. Legal practices also recognize such right of employers. However, it is still subject to the Principle of Prohibition of Abuse of Rights, which is the ultimate doctrine for judgment of job transfers legitimacy. Therefore, as for job transfers, we should apply the Five Principles for Job Transfer to examine whether it is necessary and reasonable. Besides, the justifiability of punishment must be considered for disciplinary job transfers. If a job transfer is caused by pregnancy, age or other reasons unrelated to job content or ability, appellants should provide a comparable fact indicator to the extent of preliminary showing. Regarding the unfair job transfer, we should also examine the motivations and incorporate labor relations into consideration.
    Relation: 月旦法學雜誌, No.245, pp.38-51
    Data Type: article
    DOI 連結: https://doi.org/10.3966/102559312015100245003
    DOI: 10.3966/102559312015100245003
    Appears in Collections:[勞工研究所] 期刊論文

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