技術生法律地位及其權益保障之研究

A Study on the Legal Status of Apprentice and his Works Conditions

楊通軒(Tong-Shuan Yang)

《東吳法律學報》 22卷4期 (2011/04) Pp. 65-97

https://doi.org/10.6416/SLR.201104.0065

摘要

技術生訓練市場的成效，關係到整體勞動市場的榮枯。技術生訓練期間的工作條件如何，則牽涉到青少年受訓的意願及人力資源的升級。台灣有關技術生之規定，分別見之於職業訓練法及勞動基準法，雖有其互補的立法用意，但也增加人民理解及法律運用上的困難。整體而言，我國技術生可能到職業學校中進行學科教育，所以也有德國雙軌制訓練的色彩。但技術生訓練市場則稍嫌保守。在技術生法律問題上，本文認為技術生契約並非勞動契約，而是一具有教養義務的雙務契約；技術生契約當事人擁有相當大的契約自由，約定其權利義務；勞基法有關童工之規定，原則上亦可適用於15~16歲的技術生身上；生活津貼的法律性質並非工資；技術生不得參加爭議行為；事業單位不得與技術生約定返還費用條款及受訓後禁止競爭業務條款；事業單位對於技術生，有一定期限的留用權限，技術生並無自動留用之權，但也無永久留用義務；最後，基於技術生的身份，技術生可以加入社會保險。

關鍵字

技術生 ； 職業訓練法 ； 勞動基準法 ； 雙軌制 ； 競業禁止條款 ； 留用條款

並列摘要

The effectiveness of apprentice training market has intimate connection to the boom or droop of the labor market. The willingness of young people to attend training program and the upgrade of human resources depend on working conditions during training period. In Taiwan, the statutes on apprentice are separated regulated in the Vocational Training Act and the Labor Standards Law, although the two laws complement each other, but they also increasingly bother people to understand and to apply both laws. As a whole, because apprentice may be subject to a vocational school education, there is also colored by German Dual System training. But the apprentice training market is somewhat conservative in Taiwan. In this article, the author discusses several legal issues and come to conclusion as followed: the apprentice training contract cannot defined as a labor contract, it should be a educational contract with bilateral contractual obligations; the parties of apprentice training contract have considerable freedom of contract to regulate their own rights and obligations; the young people statutes in Labor Standards Act can also in principle apply to the apprentice who are between 15 and 16 years old; the living allowance (remuneration) cannot deemed as wage; apprentice are not allowed to participate in labor disputes; establishments may not negotiate and make agreements with apprentice over repayment of the training costs or articles for restraint on competitive practice after training; establishments have a certain competence to ask apprentice to stay (clause of stay) after training, apprentice has not a automatically right of stay in establishment, she/he but not an obligation to stay in establishment permanently; At last, apprentice can join the social insurance purely based on his/her apprentice status.

並列關鍵字

apprentice ； Vocational Training Law ； Labor Standards Act ； dual system ； articles for restraint on competitive practice ； clause of stay

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