查詢結果分析
相關文獻
- 日本修正部分工時勞動法之研究--兼論我國實務之爭議問題
- 日本部分工時勞工均等待遇原則之發展
- 瑞士部分工時勞動契約法制及其對我國的啟示
- 部分工時勞工保護立法芻議
- 日本におけるパートタイム労働及びホワイトカラーの労働時間規制の現状と課題
- Laws Governing Part-time Workers, Managerial and Supervisory Workers KOREA REPORT
- 論大學生兼任校內助理工作之「勞工」身分爭議與相關社會保障權利:以日本大學生兼任助理之教育勞動政策及其轉換為中心
- 日本部分工時勞動法之探討
- 部分工時勞工之勞動條件--以法院相關判決為中心
- 勞動市場彈性化與部分工時均等待遇原則
頁籤選單縮合
題名 | 日本修正部分工時勞動法之研究--兼論我國實務之爭議問題=The Research of Revised Part-time Labor Law in Japan--Also a Study of Taiwan's Practical Problem |
---|---|
作者 | 周兆昱; Tseng, Sheng-chen; |
期刊 | 東海大學法學研究 |
出版日期 | 20091200 |
卷期 | 31 2009.12[民98.12] |
頁次 | 頁151-187 |
分類號 | 556.84 |
語文 | chi |
關鍵詞 | 部分工時; 日本部分工時勞動法; 同工同酬; 均等待遇原則; 部分工時勞工; 部份工時勞動; Part-time labor; Japan part-time labor law; Equal-labor-equal-pay principle; Equal treatment principle; Part-time; Part-time worker; |
中文摘要 | 因部分工時勞動所衍生之法律問題雖然為數不少,但我國現行勞動法制卻少有規範。相對地,日本之部分工時勞動較我國為普遍,法令、學說研究及實務處理經驗均已相對成熟,應可供吾人作為參考。有關部分工時與正職勞工間之差別待遇問題,學者通說認為此乃該國產業社會特性所致,故「同工同酬」原則尚難直接適用於日本之勞資關係中。日本部分工時勞動法於2007年修正時有限度地導入均等待遇原則,使合於該法要件之部分工時勞工,於工資之決定、教育訓練之實施、福利厚生設施之利用及其他待遇不因部分工時勞工之身分而受到差別待遇。然該法對得適用此均等待遇原則之條件設定極為嚴格,實際上得享有保障者恐不過全體部分工時勞工中之一小部分耳。我國則因不存在如同日本之產業社會特性,故而於制定相關均等待遇原則之法律時應可適用於絕大多數之部分工時勞工,使其得免除受到差別待遇,同工不同酬。至於工時甚短之部分工時勞工,本文則提出可僅參加職業災害保險之大膽建議,以確保其可於不幸發生職災時得到最低限度之保障。 |
英文摘要 | Although a number of legal issues concerning part-time labor has occurred in Taiwan, they are not well-regulated in current labor law. On the contrary, part-time labor is much common in Japan. Their regulation, legal discussion, and practical experience are relatively mature so that we can draw lesson from. Concerning the different treatment between official labor and part-time labor, most scholars believe that equal-labor-equal-pay principle cannot be directly applied to Japanese labor-management relationship due to the particular character of Japanese industrial society. The newly-revised Part-time Labor Law of 2007 has partly introduced equal treatment principle, treating legally qualified part-time labors not differently from official labors regarding to their salary, education and training, as well as welfare benefits. However, the strict conditions for applying this equal treatment principle benefit only a very small part of whole part-time labors. Since we do not share the industrial character in Japanese society, the equal treatment principle should be applied to most part-time labors, making them immune from unfair treatment--same-labor-different-pay. As for those part-time labors who work for only very limited time, this article boldly suggests that they can only enjoy occupational accident of labor insurance, which offers them the minimum protection in case of occupational accident. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。