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    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/61121


    Title: 我國勞動派遣法制定之研究
    Other Titles: The Legalization about Dispatched Employment in R.O.C
    Authors: 張昌吉;黃偉誠
    Chang,Chun-Chig;Chu,Gwo-Hwa
    Contributors: 政大勞工所
    Keywords: 派遣;勞動派遣;派遣勞動;派遣勞工;勞工
    dispatch;dispatched employment;dispatched work;dispatched workers;labor
    Date: 2009-09
    Issue Date: 2013-09-30 17:34:33 (UTC+8)
    Abstract: 「勞動派遣」在國外早已訂定相關之立法規範，日本於一九八五年制定勞動派遣法，德國、美國對勞動派遣亦制定特別的法律與相關規範，在丹麥所有關勞動派遣的禁止規定也於一九九○年廢止，由這些先進國家的例子，可知制定勞動派遣法為世界立法潮流所趨。勞動派遣與傳統僱用之契約關係，最大不同之處在於勞動派遣關係下之派遣勞工，受僱於派遣機構，雙方成立勞動契約 （employment contract）關係，但派遣勞工卻在該勞動契約當事人以外之第三人要派機構處提供勞務，接受該第三人之指揮監督與管理，形成「僱用」與「使用」分離之現象。由於勞動派遣型態為勞動市場既存狀態，雖在現行法制上有一定規範，惟此種三角關係的勞動型態，涉及「要派機構」、「派遣機構」及「派遣勞工」三方當事人的互動，在現行勞動法規皆以傳統勞動關係為主要規範標的下，無法完整規範勞動派遣所衍生的問題，而造成許多勞資之間的糾紛。我國經濟部商業司於一九九九年十月通過核准企業可以登記其營業內容為「人力派遣業」，但是，國內目前卻仍未對勞動派遣制定相關法令。相較於國際勞工組織已針對勞動派遣制定相關公約及建議書，德國、日本等國家以制定專法之方式來規範「勞動派遣」，我國目前卻對此問題尚無任何明確的法律規範，為保障派遣勞工之就業權益，給予勞資雙方明確之依循方向，落實就業安全之理念與作法，建立符合我國國情需要之勞動派遣法制，為刻不容緩之目標。因此本研究藉由參考比較美國、德國、日本等國之勞動派遣相關規範及法制，以了解各國實施勞動派遣之狀況，並分析各國勞動派遣法制之優缺點，及可能產生之問題進行分析，藉此提供我國未來於思考勞動派遣法制時之參考方向。最後，針對我國目前勞動派遣草案進行分析，並提出相關建議，以期建構符合我國國情之勞動派遣法制，創造勞資雙贏之局面。
    The standards about legalization of dispatched employment had been enacted in the foreign countries. Legislation of dispatched employment had been enacted in Japan in 1985; besides Germany and America also made special laws and regulations about dispatched employment. All about the forbidden regulations also had been abolished in Denmark. From those examples of developed countries above, we can understand that the legalization about dispatched employment is forced by the world trend. The difference between dispatched employment and typical employment is that the dispatched employees are employed by the dispatched work agency but they provide service to the user enterprise. Because the triangular arrangement of dispatched employment concerns the interaction among user enterprise, dispatched work agency and dispatched workers, so there are many disputations between employees and employers.Although the Department of Commerce of MOEA in Taiwan permitted the enterprise to register their operations as "Employee dispatching industry" in October 1999, there were still no relevant laws about dispatched employment. The International Labor Organization had made the conventions and recommendations about dispatched employment; moreover Germany and Japan also made the relevant laws. In order to protect the rights of dispatched labors, the law-making which correspond with our national conditions is of great urgency. By comparing of the legalization about dispatched employment of America, Germany and Japan, we want to know the practical conditions and analyze the advantages and disadvantages of those countries above. By doing so, we can provide our country with the referential aspects in making the law about the dispatched employment in the future. Finally, in order to establish the legalization about dispatched employment corresponded with our society and to create a win-win situation of employee and employer, we analyze the existent Dispatched Employment Bill in Taiwan and bring forward certain relative lawmaking proposals.
    Relation: 嶺東財經法學, 2, 15-84
    Data Type: article
    Appears in Collections:[勞工研究所] 期刊論文

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