美國最高法院對工作場所性騷擾爭議之最新判決：Crawford v. Nashville一案之評析

The Newest Case Regarding Sexual Harassment in the Workplace as Decided by the U.S. Supreme Court-A Review of Crawford v. Nashville

焦興鎧(Cing-Kae Chiao)

《歐美研究》 43卷2期 (2013/06) Pp. 255-304

https://doi.org/10.7015/JEAS.201306_43(2).0001

摘要

本文之目的，是希望由對美國最高法院在Crawford v. Nashville一案之判決，對1964年民權法第七章之禁止報復條款作一整體之說明，並根據學術及實務界對該院此一判決結果所做之評析，來探討此一判決之優劣得失及所未能解決之爭議。此外，由於我國目前根據性別工作平等法所建構之防治工作場所性騷擾法制，大體上是師法美國之做法，加重雇主在這方面預防及處理上法律責任，且亦設有免遭報復之條款，因此，對美國經驗所能提供之啟示，亦將一併加以討論，俾便讓雇主在處理此類勞資爭議時，亦得以有所遵循。

關鍵字

1964年民權法第七章 ； 工作場所性騷擾 ； 雇主法律責任 ； 禁止報復條款 ； 內部申訴機制

並列摘要

The purpose of this paper is to give a comprehensive overview of an important decision rendered by the U.S. Supreme Court in 2009, which concerns employer liability in combating sexual harassment in the workplace. In Crawford v. Nashville, the Court attempts to clarify several controversies arising from the implementation of the anti-retaliation provision contained in Title VII of the Civil Rights Act of 1964. This paper also analyzes the merits and shortcomings of the decision, in addition to several unresolved issues in its aftermath. Furthermore, since Taiwan's Gender Equality in Employment Act of 2002 follows the U.S. model of setting up an anti-retaliation regime in that Act to impose a similar obligation on employers when handling this type of dispute in their work places, this paper also discusses whether the American experience can provide any guidance for Taiwan to deter its local employers from adopting any retaliatory measures when they are processing these disputes.

並列關鍵字

Title VII of the Civil Rights Act of 1964 ； sexual harassment in the workplace ； employer liability ； anti-retaliation provision ； internal complaint system

參考文獻

侯岳宏()。

焦興鎧(1997)。美國雇主對工作場所性騷擾事件之法律責任及預防之道。歐美研究。27(4)，85-197。

焦興鎧()。

焦興鎧(2001)。勞工法論叢（二）。臺北=Taipei:元照=Angle。

焦興鎧(2003)。工作場所規範之最新發展趨勢─美國之經驗（上）。萬國法律。129，83-94。