論勞動派遣之意義、功能與類似契約類型之區分

A Discussion over the Meaning, Function of Dispatched Work and Its Difference with Other Similar Contract Types

楊通軒(Tong-Shuan Yang)

《東海大學法學研究》 32期 (2010/06) Pp. 119-157

https://doi.org/10.29722/TULR.201006.0003

摘要

勞動派遣係非典型工作型態之一，係勞動力彈性運用的極致表現。派遣勞動在世界各國的實務運用中，正逐漸地轉變為要派機構長期人事規劃的工具。面對派遣勞動所引發的各種法律問題，吾人首先應檢討其是否符合現行勞工法令的規定，其次再從政策面及立法面規範其不足之處。兩者必須有所區分，以確定何者為現時的法律狀況所許、而何者係勞工派遣法所應規範者。本文認為要派機構之轉派行為應該立法禁止之，以免派遣勞工遭到層層轉派及層層剝削。至於雇主選定派遣勞工後掛名到派遣機構的轉派行為，其性質上應該屬於民法第576條之行紀契約（間接代理）。同樣地，關係企業設立自有的派遣機構或者使用單位與原來勞工合法終止勞動契約後，再由另一家派遣機構僱用以派遣勞工身分重回使用單位之法律關係，均應以行紀行為視之，而非通謀虛偽意思表示。另外，勞動派遣的運用，應將之限於短期的工作，並且明定最長的派遣期限，以避免取代要派機構正職勞工的工作。有關勞工派遣法中勞動關係的擬制設計，必須審慎為之，否則即會過度侵犯當事人的締約自由。

關鍵字

勞動派遣 ； 非典型工作 ； 要派機構 ； 轉派 ； 間接代理

並列摘要

The dispatched work is one of the atypical employment, it is the most elastic utilization of labor force. When we take a look at the manpower practice around the world, then we realize that the dispatched work gradually accepted by enterprise as a long-term human resources tool. When we attempt to resolve problems which result from dispatched work, we should first try to examine whether the current labor laws already stipulate the same kind problems. Secondary, we should consider it from the viewpoint of legal policy and legislative practice. Both are different. The author insists that the re-dispatch must be forbidden, so that the dispatched workers will not several times exploited. And, when a employer hire a laborer and ask him to make a contract with a dispatched hirer, after that, the laborer go back to work for original employer, then we must deem it as middleman contract in Taiwan Civil Law 576th Stipulation (indirect proxy). Similarly, among the conglomerate, when the conglomerate builds a dispatched firm (hirer) to hire all of the employees and then send all dispatched workers to every enterprise, or a enterprise terminates labor contract with laborer and ask him to make a contract with a dispatched firm (hirer), after that the dispatched worker go back to his original employer and work for him. Both cases can be deemed as middleman contract (indirect proxy). The author do not support that it is a mutual false meaning expression. In addition, the dispatched worker can only called for work in a borrower firm which has short-term work. The legislators should specify the longest dispatched deadline, so that the regular laborers in borrower firm will not replaced by dispatched workers. Finally, we should very carefully about the mechanism design that the dispatched workers automatically regarded as the regular laborer of borrower firm, so that the freedom of contract principle will not be violated.

並列關鍵字

dispatched work ； atypical employment ； borrower ； re-dispatch ； indirect deputy (proxy)

參考文獻

王全興(2007)。勞動派遣的發展與法律規制。

王澤鑑(1983)。民法總則。王澤鑑=Tse-Chien Wang。

邱駿彥(2006)。勞動派遣法律關係若干疑義之考察。台北大學法學論叢。60，47-74。

林更盛(2002)。承攬關係中職災補償責任─最高法院90年度台上字第948號判決評釋。台灣本土法學雜誌。34，64-74。

陳彥良(2008)。論職業災害補償制度(碩士論文)。國立東華大學財經法律研究所。