- 期刊
- OpenAccess
身心障礙者工作的合理調整與職務再設計
Reasonable adjustment and job redesign for people with disabilities
摘要
鑑於公部門有越來越多的身心障礙就業者，本文研究聯合國《保障身心障礙 者權利及尊嚴國際公約》（International Convention on the Protection and Promotion of the Rights and Dignity of Persons with Disabilities，簡稱CRPD）的「合理調整」與我國《身心障礙者職務再設計實施方式及補助準則》的「職務再設計」。研究結論為：1.CPRD的合理調整並非特權，而是保障工作權與社會安全具體之承諾；2.合理調整在雇主能夠合理負擔下進行，此係提供機會平等而非保障工作績效考評；3.身心障礙者的職務再設計與CRPD的合理調整有別，而後者又欠缺法律指引。建議為：1.政府應加強教育雇主與身心障礙者，如何提供及使用無障礙設施，以及設計合理調整；2.公部門應以同理心肩負「合理調整」的義務並建立SOP以並作為私部門之表率。3.依據障礙類別，提供不同之合理調整方案。
並列摘要
In view of the increasing number of people with disabilities employed in the public sector, this article intends to study the "reasonable adjustments" of the United Nations' International Convention on the Protection of the Rights and Dignity of Persons with Disabilities and Republic of China's "Implementation Methods and Subsidy Guidelines for Job Redesign for Persons with Disabilities" "Job Redesign". The research has three conclusions: 1. CPRD's reasonable adjustments are not a privilege, but a concrete commitment to protect the right to work and social security; 2. Reasonable adjustments are made at the employer's reasonable expense, which provides equality of opportunity rather than guaranteeing work performance evaluation; 3. Physical and mental Job redesign for people with disabilities is different from CRPD's reasonable adjustments, and the latter lacks legal guidance. There are two suggestions: 1. The government should strengthen education on employers and people with disabilities on how to provide barrier-free facilities and make reasonable adjustments; 2. The public sector should shoulder the obligation of "reasonable adjustments" with empathy and establish SOPs to serve as a model for the private sector.3. Provide different reasonable adjustment plans based on the type of obstacle.