- 學位論文
勞雇契約中試用期制度研究-以大量解僱勞工保護法為中心
Research on the Probation Period System in the Employment Contract - Centered on the Act for Worker Protection of Mass Redundancy
摘要
我國雇主在選任或招聘員工階段，對於新入職的員工大多數皆有口頭約定或書面契約來規範一定的時間來做為試用期的觀察。並以試用期的約定來觀察受雇員工是否符合公司的要求做為試用期過後，是否可轉認為正式員工。些許雇主在人力招聘網站上以高於社會上職務常態的薪資水準來大量吸引求職人士，並以試用時間是否符合公司要求且經考試合格後轉任正式員工。因我國針對勞工試用期並無明確規範，但根據我國勞委會（86）台勞資二字第 035588 號第三條說明中「勞資雙方依工作特性，在不違背契約誠信原則下，自由約定合理之試用期，尚非法所不容，惟於該試用期內或屆期時，雇主欲終止勞動契約」，但仍應依勞動基準法第十一、十二、十六及十七條等相關規定辦理。另一個角度來探討勞動部認為勞資雙方可自行認定試用期契約。 在此，許多雇主藉以高於常態的正式員工薪資，大量招募員工並以試用期觀察為由，用以我國最低薪資作為試用期間的薪資。在試用期結束前向員工提出不適任作為理由大量解雇、或以須延長試用期繼續以試用期最低薪資任用藉此壓榨勞工後讓勞工自動離職。且以契約為由並未依勞基法第十一預告程序給予解雇，與未給付資遣費。 雇主任意在試用期中以不適任的方式大量解僱勞工，再以相同的模式大量招募新勞工接替原工作。此行為終會引發勞資雙方的爭議。我國大量解僱勞工保護法及勞動基準法中皆有相關規定的保護勞工做法。 本論文首先以試用期間契約制度做法理的探討，並以大量解僱勞工保護法為中心做為整體架構；而有關試用期間勞資雙方所產生的爭議作為論述，勞工在任聘、解僱、職業傷害等，資方未遵守勞基法以至於所提供的勞動權益受損下，勞工必須爭取的權益之規範著手。最後於建議與結論中提出我國在將來對於試用期間遭大量解雇時相關立法之建議，以促進我國勞工就業時保護機制之法制。
並列摘要
In the stage of selecting or hiring employees, most employers in my country have verbal or written contracts to regulate a certain period of time for the newly hired employees as observations during the probation period. And use the probation period agreement to observe whether the employee meets the company's requirements as the probation period, whether it can be transferred to a full-time employee. Some employers attract job-seekers in large numbers on the human recruitment website with higher salary levels than normal jobs in the society, and transfer to full-time employees after the probation time meets the company's requirements and passes the exam. Because my country has no clear regulations on the labor probation period, according to Article 3 of the National Labor Committee (86) Taiwan Labor and Capital Two Zi No. 035588, "The labor and the management are based on the characteristics of the work and do not violate the principle of good faith in the contract. Free agreement is reasonable. The probation period is illegal. However， the employer wants to terminate the labor contract during the probation period or expiration date." However,the relevant provisions of Articles 11, 12, 16 and 17 of the Labor Standards Law should still be followed. Go through. From another perspective, the Ministry of Labor believes that both parties can determine the probationary contract. Here,many employers have recruited a large number of employees with higher than normal salaries for regular employees and used the minimum salary in our country as the salary during the probation period based on the observation of the probation period. Before the end of the probation period,the employees are presented with unfitness as a reason for mass dismissal,or the probationary period must be extended to continue to use the minimum wage appointment during the probation period to squeeze the workers and then let the workers voluntarily leave. Moreover,on the grounds of contract,the dismissal and the unpaid severance payment were not given in accordance with the Eleventh Advance Notice Procedure of the Labor Standards Law. Employers arbitrarily fire a large number of workers in an inappropriate manner during the probation period,and then recruit a large number of new workers to take over the original job in the same way. This behavior will eventually lead to disputes between labor and management. A large number of dismissal labor protection laws and labor standards laws in our country all have relevant provisions to protect labor practices. This thesis first discusses the principles of the contract system during the probation period， and focuses on the mass dismissal labor protection law as the overall structure; and discusses the disputes between labor and management during the probation period,such as employment, dismissal,occupational injury,etc. When the employer fails to abide by the Labor Standards Law so that the labor rights provided are damaged, the laborers must start to standardize the rights and interests. Finally, in the recommendations and conclusions,we put forward my country’s future proposals for legislation related to a large number of dismissals during the probation period,so as to promote the legal system of my country’s labor protection mechanism during employment.