台灣勞動派遣法制化之前沿研究

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Title:	台灣勞動派遣法制化之前沿研究 A Cutting Edge Study of Dispatched Employment in Taiwan
Authors:	王婕伃 (WANG,CHIEH-YU)
Contributors:	法律學系
Keywords:	勞動派遣派遣勞工非典型工作型態勞動派遣爭議 dispatched employment atypical emploment dispatched labors dispute of dispatched employment
Date:	2018
Issue Date:	2019-05-29 12:24:08 (UTC+8)
Abstract:	傳統勞雇關係中，勞工係直接受雇主之指揮監督，為其提供勞務，雇主則給付工資作為報酬。但隨著經濟發展與全球化，產生彈運用勞動力之需求，因此「非典型勞動」之工作型態趁勢崛起。勞動派遣係屬非典型之工作型態之一，企業為了減少人事成本與靈活的調節勞動力運用，因此勞動派遣此種工作型態蔚為世界各國風潮。勞動派遣係一派遣事業單位與派遣勞工間簽定勞動契約，並得勞工之同意，在維持勞動契約關係之前提下，使派遣勞工於要派事業單位之指揮監督下向其給付勞務，該派遣勞工與要派事業單位間並無勞動契約關係之存在。但也因為勞動派遣其特徵即為「使用」與「僱用」分離，因此衍生出不少爭議問題，惟鑒於我國至今尚未制定勞動派遣相關法規範，倘若我國政府持續對於勞動派遣採取放任態度的話，將無法完善地保障派遣勞工之勞動條件與環境。本文藉由我國目前勞動派遣的現況與評析「派遣勞工保護法」草案，試著將不足之處列出並給適當建議，也希望能參酌其他國家之立法經驗，提供我國日後對於勞動派遣相關法規範制定時的方向與建議。 In the traditional labor relationship which the labor is directly supervised by the employer. Between the employer and labors one will paid services and the other one will paid compensation.With the economic development and globalization. A lot of enterprises in order to response economy changes. Therefore the flexibility to use labors were appearing in the past years. Atypical employment take this opportunity growing rapidly. For example, dispatched employment. Dispatched employment is a kind of atypical work.Enterprises in order to reduce personnel expenditure and flexible to use labors.Therefore dispatched employment which this kind of atypical employment become a mania in the world. Dispatched employment is a relationship between dispatched labors and dispatched department. Dispatched department will have a contract with dispatched labors and dispatched department have to get permission from dispatched labors first.In this relationship which dispatched labors have to paid their services for other enterprises and follow enterprises instructions in stead of dispatched department.But between enterprises and dispatched labors that they didn’t have any contractual relationship.Because its characteristic is employment and use were separated. Dispatched employment make a lot of dispute because its characteristic is employment and use were separated. At present , in our country we didn’t legislate the law of dispatched employment. If our country persistently turned a blind eye to the dispatched employment. It will not be able to protect perfectly about diapatched labors’s job security and work environment. By analyze development of Dispatched employment in Taiwan and the draft of Dispatched employment.Try to find some weaknesses and give some appropriate advice. We also hope that we will be able to take the legislative experience of other countries and provide the direction and suggestion for our Dispatched employment Act in the future.
Appears in Collections:	[Department of Law & Graduate Institute of Law ] thesis

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