我國反就業歧視管制法制檢視：以性別之規範分析

A review on the anti-employment-discrimination regulations in Taiwan: A normative analysis on the gender discrimination in employment measures

謝棋楠(Qi-Nan Xie)

《就業與勞動關係季刊》 2卷3期 (2012/12) Pp. 320-337

https://doi.org/10.6674/TWELRQ.201212_2(3).0002

摘要

對自由權之限制，需審視限制該一自由權之手段的侵害強度與手段之實效性及必要性。反歧視之工作平等制度，卻往往是基於保護弱勢者或少數者，而國家以強行立法方式介入管制當事人之間的自治行。因而，其制度屬於國家立法對當事人執行職業與選擇職業之契約自由之介入管制。不只在制定法層面，我國性別評等議題涉及基本權層次之憲法規範是直接明文對平等權予以規範。而性平法之管制措施中，性騷擾侵害是侵權行為之侵害還是債務不履行之損害不明、性平法第三十一條之舉證責任轉換措施欠缺配套，性平法第二十三條界定雇主應設托兒設施措施之性質屬勞動條件或社會福利不明，仍是我國有關性別之平等權法規範亟需調整之問題。

關鍵字

自由權 ； 托兒設施 ； 性騷擾 ； 債務不履行 ； 侵權行為

並列摘要

A statutory measure for restraining individual's liberty carefully should seriousness of its invasion on the liberty as well as the validity and necessity of the means to enforce the measure because mandatorily established statutory anti-discrimination measures may intervene into the employer-employee's contractual relationship. Individual's right to freely enter into an agreement for occupational choice may be restricted. Not limited to the statutory limitations, our gender equality measures have their explicit constitutional stands. On the statutory stands. the gender equality in employment act provides measures for the regulation of the gender discrimination in employment. However, among the measures, there are not yet resolved issues. Is the employer's liability from sexual-harassment a liability out of a tort or a breach of contract? Serious loopholes can be found in the switch of burden of proof regulation under the article 31 of the Act. It creates confusion whether employer's statutory liability to provided child-care facility to child-bearing employees under the article 23 of the act is a social welfare scheme or a working condition requirement?

並列關鍵字

Liberty ； child care facility ； sexual harassment ； breach of contract