雇主性騷擾防治義務之探討－以受僱者於非雇主所能支配管理之工作場所遭受性騷擾為中心

自性別工作平等法施行以來，截至民國104年至109年上半年的勞動部性別統計指標最新統計數據資料，仍可見我國的受僱者在執行職務發生性騷擾之情形仍是一個嚴重的問題。關於雇主性騷擾防治義務乃由於受僱者執行職務時發生性騷擾，雇主為此所需負擔之防治義務，而受僱者於一般通常的工作時間或工作場所遭受性騷擾，例如受僱者在依照勞動契約所訂定之工作時間內遭受性騷擾或受僱者係在通常所在之辦公室遭遇性騷擾，均係相較容易判斷受僱者是否正處於雇主所提供的場所執行職務中，進而得以認定屬於受僱者於執行職務時遭受性騷擾之事件，然受僱者在出差期間遭同行之同事性騷擾，此事件發生之期間難謂與執行職務全然無關，又受僱者脫離雇主無法支配管理之場所以外，仍然在執行職務而受到性騷擾，譬如外出執行職務之外勤工作人員，平時可能僅有部分或短暫時間待在雇主支配管理之場所，多數時間則在外執行職務，且執行職務的過程通常又具隱密或非公開性，例如保險員至保戶所在之處解說保單理財規劃、或房屋仲介員帶看買家介紹屋況，或至賣家住處洽談房屋出售等，此類外勤工作人員的單獨行動曝露在可能遭受攻擊的風險將較為提高，雇主的性騷擾防治義務應如何認定？本論文就法院判決以及文獻資料，整理關於性別工作平等法上雇主性騷擾防治義務中各該構成要件之見解，例如：1、雇主於受僱者三十人以上之工作場所公開揭示性騷擾防治措施、申訴及懲戒辦法訂定辦法之公開揭示方法為何？2、雇主知悉發生性騷擾情形之時點認定為何？3、雇主於知悉性騷擾之情形時，應採取立即有效之糾正及補救措施為何？4、法院判決對於企業內部性騷擾申訴調查委員會的看法為何？等等，藉以提供事業單位於受僱者執行職務時發生性騷擾之因應措施。

關鍵字

工作場所性騷擾；性別工作平等法；雇主責任；外勤工作；出差期間；人力派遣；立即有效之糾正及補救措施

並列摘要

Since implementation of the Act of Gender Equality in Employment, the latest statistics on gender statistics of the Ministry of Labor from 2015 to the first half of 2020 show that the situation of sexual harassment of employees in our country is still a serious problem. Regarding the employer’s obligation to prevent sexual harassment, it is due to Being sexually harassed in the course of an employee executing his or her duties. The employee suffers from sexual harassment during normal working hours or workplaces. For example, the employee suffered sexual harassment during the working hours stipulated in the labor contract or the employee encountered sexual harassment in his usual office. It is easier to judge whether the employee is performing his or her duties in the place provided by the employer. The employee was sexually harassed by a colleague during his business trip. It is hard to say that the incident has nothing to do with the performance of his duties. Employees working at workplaces could not be directed and managed by the employers that are still being sexually harassed while performing their duties. For example, Field workers may only spend part or a short time in a place controlled and managed by the employer, and most of the time they perform their duties outside. And the process of performing duties is usually confidential or non-public. For example, the insurer will explain the financial planning of the policy in the policyholder’ residence, or the real estate agent shows the buyer to introduce the housing situation, or the real estate agent goes to the seller’s residence to negotiate the sale of the house. The individual action of field staff will be exposed to a higher risk of possible attacks. How to determine the employer’s obligation to prevent sexual harassment？ This thesis uses court judgments and literature to sort out the opinions of the elements of the employer’s obligation to prevent sexual harassment in Act of Gender Equality in Employment. For example,1、For employers hiring over thirty employees, measures for preventing, correcting sexual harassment, related complaint procedures and disciplinary measures shall be established. All these measures mentioned above shall be openly displayed in the workplace. But how to display these measures？2、How to determine when the employer was aware of the sexual harassment situation？3、When employers know of the occurrence of sexual harassment , what the immediate and effective correctional and remedial measures shall be implemented？4、What is the opinion of the court decision on the investigation committee of internal sexual harassment complaints？etc. Provide employers with measures to respond to sexual harassment when an employee is performing his or her duties.

並列關鍵字

Sexual Harassment in the Workplace ； Act of Gender Equality in Employment ； Employer's Liability ； Field Work ； Business Trip ； Manpower Dispatch ； Immediate and Effective Correctional and Remedial Measures