論多數僱用人之侵權責任—以僱用關係的認定為核心—

傳統的僱用關係向來係以單一僱用人使用單一受僱人或多數受僱人為主，惟近年來勞務使用型態漸趨多元、複雜，彈性使用勞務亦成為一種趨勢，而出現了多數僱用人使用一受僱人的現象。當多數人使用一受僱人，受僱人執行職務因過失不法侵害他人時，該多數人是否均應負民法第188條的僱用人責任？此一問題首要便涉及了民法第188條「僱用人」的解釋以及僱用關係的內涵。民法第188條並未明文排除僱用人為多數人的情況。從僱用人責任的理論基礎觀察，不論係英美法系或歐陸法系學說所提出的理論，基本上均容任僱用人為多數人的情況，我國實務及學說就僱用人責任的理論基礎，主要係採「危險理論」、「報償理論」、「深口袋理論」等，當僱用人為多數人時，亦無違前揭理論，是以，民法第188條的僱用人解釋上應包含「多數僱用人」的情況。僱用關係的認定，通說及實務上向來係以「事實上僱用關係」為判斷，事實上僱用關係的內涵係「一方客觀上為他方服勞務而受其指揮監督」。本文進一步探討其意涵，所謂的「客觀」指的是客觀存在的事實，而非純粹以外觀的表現判斷，「服勞務」則是以勞務行為成果的歸屬為判斷，亦即一方得自他方的勞務行為間接或直接獲得利益，「指揮監督」扮演著僱用關係的重要角色，在與其他勞務關係比較下，可知指揮監督乃一浮動於勞務關係「從屬性」及「獨立性」中間的概念，而須以其他事實輔助判斷。在確立僱用關係的範圍後，觀察相關案例，本文大致將多數僱用人分為「間接僱用關係」及「直接僱用關係」。間接僱用關係的多數僱用人，判斷僱用關係的重點在於間接僱用人與受僱人指揮監督的建立，即間接僱用人得藉由其對直接僱用人的指示，影響直接僱用人對受僱人的指揮監督。直接僱用關係的多數僱用人，在認定上較為單純，即分別判斷受僱人與多數人之間是否存在服勞務、指揮監督的事實即可。

關鍵字

僱用人責任；多數僱用人；僱用關係；勞務關係；指揮監督；從屬性

並列摘要

Employer-employee relationship usually exists between an employer and an employee or an employer and several employees. However, the use of labor service has been varied and complicated recently. Flexible use of labor now is a trend. The phenomenon of multiple employers using an employee appears. When the person used by several people holds tort liability in the course of the employment, shall the people hold liability for him or her? It refers to the explanation of “employer” in the article 188 of Civil Code and the interpretation of “employer-employee relationship”. In grammatical interpretation, the article 188 of Civil Code does not rule out the possibility of multiple employers. From the view of the theoretical basis of employer’s liability, multiple employers may hold liability in the same place whichever theory is adopted. In Taiwan, “Danger”, “Profit” and “Deep pockets” are the main theories that adopted by the scholars and the courts. Multiple employers’ liability is not against the theories above. Therefore, multiple employers may hold liability simultaneously according to article 188 of Civil Code. The “employer-employee relationship” takes factual employment as the criterion. Factual employment means objectively one party renders services to another and is supervised by him or her. The thesis explores the meaning further. “Objectively” means the existence of the objective fact. Employers can gain the profit from the services directly or indirectly. Supervision is the core of the employment. It is a concept floating between “independency” and “dependency” which needs to be decided by other factors. After determining the range of the employer-employee relationship, the thesis observes several cases and classifies multiple employers into indirect employment and direct employment. In indirect employment, the indirect employer supervises the employee by giving indication to the direct employer. As to direct employment, the relationships exist separately between every employer and the employee.