| 摘要: | 於現今社會，企業為達紀律管理之理念，發展出一套企業內之懲戒制度，利用賞罰分明之概念，藉由晉升職位、獎金等方式激發員工之士氣，以提高員工之工作績效；另一方面，以記過、減薪、停職，甚至解僱等方式對違規之員工施以懲處，以達嚇阻之效，於公司治理層面上，懲戒制度之存在仍有其必要性，而其中又以懲戒勞工為目的之解雇為懲戒處分中最重者。
惟穩固之工作乃勞工賴以維生之工具，勞工相對於資方而言處於較弱勢之一方，解僱勢必對於勞工之家庭經濟來源造成莫大之衝擊。依勞動基準法第70條規定，雇主應於工作規則中訂明「應遵守之紀律」，換言之，懲戒處分之規定來自於雇主所制定之工作規則，最常見者乃雇主於工作規則中訂有「記滿三大過即予解僱」之規定做為解僱手段，並主張以勞動基準法第12條第1項第4款之「情節重大」解僱勞工，解釋上即可由雇主片面解僱勞工，對於勞工之保障明顯不足。因此本文擬自懲戒權與解僱權之探討為出發點，並整理學說與實務迄今針對「情節重大」所累積之判準，後輔自實務判決中篩選出數則關於三大過解僱實際案例加以評釋，針對我國實務上仍有之缺失提供微薄之淺見，希冀對於「懲戒解僱」能給予法學界些許助益。
Corporations used to manage their employees with strict rules. Nowadays, they try to administer their companies not only by the rules, but also discipline. So, they have developed a “stick and carrot” manage system, depending on what the employees act in working hours, they’ll get reward or punishment. The way to punish employees, including to give them demerit, to wage decreases, suspension or even to dismiss. Although the “Dismissal” is the hardest punishment, for the long term managing, it’s still necessary to the employers.
Having a job is the only way for people to live, this makes the employees into a disadvantage status. Laying off an employee, would make a huge damage to his family and their future. But, if we take an eye on the Labor Law in Taiwan, employers usually claim that employees violate the Article 12.1.(4) of the Labor Standards Act which is about the indefinite concept of “serious of the cases” to expel the employees. The way they prove “serious of the cases” is, if a labor had given demerit for three times or not. This article will point out that if corporations can expel their workers by the work rules they made, it’s really unfair to the employees. Also, this article tries to summarize the explanation of verdict about the “serious of the cases”, then provide the opinion on my own. Wish this article could offer some help to our Labor Standards Act. |
