由於我國近年面臨少子化問題,不少公立或私立學校均必須面臨招生及減班的壓力,進而有些學校對於教師變更或消滅聘約關係(即停聘、解聘或不續聘)。其不僅涉及教師在憲法上工作權之保障,亦涉及其權利之救濟。但目前法制如教師法、相關司法實務及學者見解,對於公立或私立學校教師與學校聘約關係之法律性質為何?對於教師之變更或消滅聘約關係之性質是否為行政處分,係公法上意思表示,抑或私法上意思表示?又教師究應如何提起救濟?提起行政爭訟或民事訴訟,其程序為何?目前學者及司法實務見解可以說是相當的混亂。本文在於就上述的爭議,嘗試釐清公私立學校教師與學校之聘約關係,對教師之變更或消滅法律關係之法律定性,以及教師之救濟程序,並提出修法上的建議,以因應少子化所產生教師救濟的爭議。
In recent years, low birth rate has resulted in recruiting difficulties for both private and public schools, which are thus being forced to cut down the number of classes. As a result, schools are forced to change or terminate contracts with teachers (i.e. end the contract, lay off the faculty, or stop to extend contracts). Termination of contracts is an issue involving teachers' right-to-work recognized by the Constitutional Law as well as teachers' rights of legal remedies. However, the existing Teacher's Act remains debatable for scholars and law practitioners concerning relevant issues. What is the legal nature of school teachers' contractual relationship with schools? Is changing or termination of teachers' contracts a type of administrative sanction? Should it be administrative sanction, does it belong to public law or private law? What measure can teachers take for legal remedies? Should legal remedies be necessary, what is the procedure of administrative litigation or civil action? Opinions from scholars and legal practitioner are very confusing on these controversial issues. Therefore this paper attempts to clarify the contractual relationship between school teachers and schools, legal position of changing or terminating teachers' legal contracts, and procedures of legal remedies for teachers. After clarifying these debates, this paper proposes suggestions on amending the existing law as a response to the debate of teachers' legal remedies in an era with low fertility.