本研究意旨在台灣尚無相關法令可以規範勞動派遣業務的現實限制下,探討派遣勞工的權益保障,內容包含薪資、福利、教育訓練、職業災害、安全衛生以及派遣勞動所產生的諸多問題-包括僱用不安定、雇主責任不明確、不當剝削、差別待遇、團結權、勞工懲戒權的歸屬等,在我國尚未制定相關派遣法規之現實情況下,參酌國外先進國家行之多年的派遣法令,以供我國日後制定派遣法規之參考,本研究選定日本、美國與德國三個先進國家作為比較參考對象。 本研究採取訪談法方式,以台中市派遣公司、要派公司、派遣勞工為研究對象,研究發現有四:一、有些福利派遣公司並沒有提供,如…,教育訓練大部分都是由要派公司舉辦;二、職業災害大都是派遣公司承擔、安全衛生保障是由派遣公司和要派公司一起負擔;三、派遣勞工存在僱用不安定,派遣勞工也會被剝削,在差別待遇上會比正職員工差;四、在團結權方面派遣勞工都沒加入,在勞工懲戒權方面勞工則未實際碰到此情況。
The thesis statement of this research lies in discussing how to safeguard dispatched Worker’s Rights in this situation there is no laws relative to regulating the dispatched Worker’s Rights, including the salary , the welfare, the education training, the occupation suffering, the safety and health safeguard and the issues that the Leased Employees brought forth contain the question of the employment unstable question, of the employee’s ambiguous responsibilities , of the exploitations of the employers, of unfair treatment, of union’s power, of labor’s disciplinary responsibilities possessing.Before our country formulates the dispatch regulations, we need to refer to the other country’s dispatch law. So I take the comparison with the regulation of the advanced countries such as Japanese, America, German. This research was engaged by interview between the dispatching company, dispatched company, and the dispatched workers were taken as the objects of this research. According to the interview, it shows that some of welfare are not provided by dispatching company; employment education training is provided by dispatched company; but the safety and health safeguard is borne by dispatching company and dispatched company. In the salary more lower than the regular duty staff. Unstable hired contained, dispatched workers being exploited, and doesn’t join the union etc.