歐洲聯盟最低工資法制之研究：兼論德國之法制

A Study on the Legal System of Minimum Wage in the European Union-With a Discussion of the German System

楊通軒(Tong-Shuan Yang)

《政大勞動學報》 22期 (2007/07) Pp. 35-65

https://doi.org/10.30388/BLR.200707_(22).0002

摘要

就歐美先進國家而言，大抵上均有法定的最低工資規定。以英國爲例，雖然曾塞於產業自治原則，由勞資雙方自行以團體協約規定其最低工資，惟並未發生作用。一九九八年的「國家最低工資法」遂放棄與團體協約的連結，單純以國家法律創設一最低的標凖。該法融合了經濟效益與社會正義，企業落實工作的尊嚴(dignity of work)、拉近男女勞工間的薪資差距。值得注意的是，「國家最低工資法」人的適用範圍非常廣泛，包括臨時工及派遣勞工、家內勞動者均在其適用之列。而且該法係一般地適用於英國境內所有行業別、職業、勞工，屬於「單一最低工資制度」。
再就德國而言，由於傳統上採取團體協約自治及國家中立原則，因此至今大體上仍奉行由工會與雇主協商工資及其他勞動條件之政策。一九五二年的最低勞動條件法在實務上並無任何重要性，而其他的法律，如家內勞動法、職業訓練法、團體協約法上之團體協約一般性拘束力宣告，甚至一九九六年之越境勞工派赴條例，其適用對象均相當有限，與英國「國家最低工資法」可適用於所有行業、勞工並無法比擬。換言之，對於最低工資之確定，團體協約具有優先性，而最低工資法令（尤其是越境勞工派赴條例）只具有補充性。即如團體協約（在一些行業）所約定之工資過低，甚至已無法達到確保勞工生存所必要之額度時，即應以加以救濟，而以最低工資加以救濟，即屬於其方式之一。

關鍵字

最低工資 ； 國家最低工資法 ； 團體協約自治 ； 國家中立原則 ； 最低勞動條件法

並列摘要

Generally speaking, minimum wage is largely decretory in the advanced Western countries. For example, in the United Kingdom, on the basis of industrial autonomy, labor and capital parties once agreed voluntarily to stipulate a minimum wage in the collective agreement; however, it was ineffective. In 1998, the National Minimum Wage Act simply instituted a minimum wage by the national law, abandoning its connection with collective agreement. The Act integrated economic benefit and social justice, enabling enterprises to fulfilling the dignity of work and narrowing wage differences between male and female workers. It was particularly noteworthy that the National Minimum Wage Act was applicable to a wide range of workers, including part-time, short term, dispatched and household workers. Moreover, the Act constituted a unitary minimum wage system generally applicable to all industries, occupations, workers in the United Kingdom.
Furthermore, as far as Germany is concerned, on account of the tradition of collective agreement autonomy and the state neutrality principle, the policy of allowing labor unions and employers to negotiate wages and other laboring conditions is at present still observed substantially. In practice, the Minimum Working Conditions Law in 1952 is of no importance. And, other laws such as Household Working Law, Occupational Training Law, and Collective Agreement Law are all very restricted. Even the Cross-border Labor Dispatch Law in 1996 was only targeted to limited subjects. There is no comparison between these German laws and the National Minimum Wage Act generally applicable to all industries, occupations, workers in the United Kingdom. In other words, collective agreements are given precedence over the Minimum Working Conditions Law (especially Cross-border Labor Dispatch Law), which are only complimentary. That is to say, when contracted wages under collective agreements in some industries are insufficient to provide for workers’ basic survival, the state should give relief to those workers according to the Minimum Wage. Accordingly, this is just an example of how these laws work.

並列關鍵字

Minimum wage ； National Minimum Wage Act ； collective agreement autonomy ； the state neutrality principle ； Minimum Working Conditions Law

參考文獻

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