隨著醫療技術、品質的提升，民眾在享有完善醫療照護時，護理人員之勞動環境卻未臻改善。在健保實施總額預算後，醫院必須控制預算節省人事成本，因此在人力緊縮的情況下，護理人員所面對乃是超標護病比、花花班等超時工作問題。
由於醫療業向來常採待命與值班等方式來延長護理人員之工作時間；且因其職業之特性，尚須配合急救延長工時，但是對於工資、工時等最基本的勞動條件，卻沒有予以明確規範。我國現有勞動法令，對於「待命時間」並未明文規定，僅係透過行政函釋補充說明處理，相關學說以及理論亦多以此為基礎，認定是否為工作時間及應如何區分；法院實務上對於待命時間之見解，也未見一致的判決。故「待命時間」應如何確認其範圍，又依據護理人員之職業特性應如何適用，係頗值得加以研究。
本研究以血液透析中心之護理人員為例，歸納待命時間之類型以及與薪資給付之關聯性，進而探討合理之待命時間與薪資給付之架構，希冀透過本研究提供未來勞動法學發展與護理實務界應用之參考方向。
As medical technology, quality improved, national people in full aspect medical care. At the same time did not improve the working environment of Nursing staff. After the global budget system, hospitals necessary to reduce cost and save staff cost. Therefore, in the case of manpower crunch, Nursing staff Problems wish face is the nurse–patient ratios load exceeded, Rotating-Shift Work, overtime work.
Not only the Medical professionals have always taken standby duty and Standby time to lengthen working hours, but providing first aid and emergency care is Professionalism in Nursing Staff. However the Labor conditions include wages, working time, in the absence of any express stipulation on the matter. In accordance with the provisions of the current Labor Standards Act for the ”Standby time“ not the written in law. Therefore, the definition of ”Standby time” has resulted in various judicial opinions, the doctrine also quite a lot of the discourse. The lack of a concrete definition has also led to debates ”Standby time“ shall be regarded as working time in practice, how to apply to Nursing staff were worth further studying.
This study was designed the relationship between standby time of nursing staff and wage payment in Hemodialysis Center, and then established fair and reasonable pay structure to improve work condition, support in the academic field in the practice and development as well as feasible direction.
