| 摘要: | 職場身心不法侵害除對於受僱者之工作安全及身心健康影響甚鉅外，亦對雇主及事業單位直接或間接的造成不同程度的負面影響。尤其職場性騷擾案件在保障勞工權益及重視女權之雙重影響下，已是不可輕視之議題，我國受理之案件數量亦逐年增長。發生此類事件時，雇主即為最重要、直接之處理單位，惟依現行法令，雇主於實務上尚無可自行檢視事業單位內部針對職場性騷擾案件所做之處理是否已符合法令，是否足夠立即、有效的明確標準。故本研究期望透過分析、整理與探討主管機關所評議之實務案例，提出可供事業單位、雇主或勞工針對職場性騷擾事件預防措施及事件處理方式之建議與參考。
本研究整理實務案件之事實發生背景、經過、爭議事項及後續處理方式，分析案件可能之成因包含：權力及影響力不對等、業務接觸頻繁、預防措施不夠確實等。經檢視案例，發現造成主管機關審認結果差異之原因，可分為處理措施是否立即、有效以及處理態度是否積極、友善。而對此，本研究分別針對事前預防措施及事後案件處理兩部分提出改善分析及建議，希冀提供雇主執行參考，以降低職場性騷擾事件發生之風險。
職場身心不法侵害所涉及之層面並不因行業類別或規模人數而有所影響，實為各行各業都可能面臨之問題，雇主為提供安全的工作環境，同時避免職場身心不法侵害造成的各種負面影響，實應對於事前預防措施做好準備、事後處理程序妥善辦理。縱使可能有窒礙難行之處，惟仍應持續加強、改善內部機制，才能達到降低職場身心不法侵害發生風險之目的。
The wrongful physical or mental harm at workplace not only has a impact on employees' safety and health, but also directly or indirectly has a negative impact on employers and institutions. In particular, workplace sexual harassment cases have become a problem that cannot be underestimated under the dual influence of labor rights and women's rights, and the cases occured in Taiwan has also increased year by year. When such an incident occurs, the employer is the most important and direct handling person. However, according to the current laws and regulations, the employer has no clear standard to check whether the handling of workplace sexual harassment cases has complied with the laws and regulations, or met the immediate and efficient measures. Therefore, this research aims to put forward suggestions and reference for business entities, employers or workers to prevent sexual harassment incidents in the workplace and to deal with incidents by analyzing, sorting out, and discussing the practical cases reviewed by the competent authorities.
After sorting out and analyzing the background, process, disputed matters and follow-up handling of the practical cases, the possible causes of the cases include unequal power, frequent business contact, and insufficient preventive measures. The reasons for the differences in the competent authorities' review results can be divided into whether the treatment measures were immediate and effective, and whether the treatment attitudes were positive and friendly. In this regard, this study proposes improvements and suggestions for the pre-prevention measures and post-case handling. They will provide employers with a reference for implementation to reduce the workplace sexual harassment incidents.
The wrongful physical or mental harm at workplace is a problem that may be faced by all industries, it is not affected by the business characteristics, scale, or the number of employees. In order to provide a safe workplace and avoid the various negative impacts of wrongful physical or mental harm, precautionary measures should be prepared in advance and post-processing procedures should be properly handled. Even though there may be obstacles and difficulties, employers should continue to strengthen and improve the internal mechanism in order to achieve the purpose of minimizing the risk of wrongful physical or mental harm at workplace. |
