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來源資料
頁籤選單縮合
題名 | 關於英國以工會活動等為由的不公正解僱之救濟制度之研究=A Study of the British Remedy System Concerning Unfair Dismissal for Joining Labor Unions or Attending Related Activities |
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作者姓名(中文) | 林泰安; | 書刊名 | 高雄工商專校學報 |
卷期 | 26 1996.12[民85.12] |
頁次 | 頁387-400 |
分類號 | 556.18 |
關鍵詞 | 不公正解僱; 假救濟; 特別裁定; 勞資法院; 復職; 再僱用; Unfair dismissal; Interim relief; Special award; Industrial tribunal; Restoration; Re-hire; |
語文 | 中文(Chinese) |
中文摘要 | 英國勞動法律雖然與美國、日本不同,不存在單一、明確的不當勞動行為制度, 但卻具有獨特的四種個別保護勞動團結權或結社自由之制度。本文即以其中之一類型「以加 入工會或工會活動為理由解僱勞工之救濟制度」為研究對象。 英國的不公正解僱制度中,對受僱人因加入工會或參與工會活動等為理由致被解僱的救濟, 較一般不公正解僱之救濟,給予更優厚之保護。 當勞工被解僱時(指一般不公正解僱),依勞工的聲請勞資法院得命令雇主恢復勞工原職或 再予以僱用,或命令其支付補償金。若雇主以勞工為工會會員或參與工會活動為解僱理由, 則該項解僱當然構成不公正解僱。此時其救濟方法除上述之一般不公正解僱救濟方法外,另 適用「假救濟」制度。所謂假救濟制度係指以工會活動等為由的不公正解僱申訴案件未獲解 決之前,資方應先予以復職或再僱用。如不能予以復職或再僱用時,法院得發佈賦與僱用契 約關係未終止效果的「僱用契約延續」之命令。此外補償金之計算,另有以特別裁定對受僱 人予以有利之補償。 |
英文摘要 | Although British Labor Law is different from those in America and Japan, by not including a clear, distinguished unfair labor practice system, it has four unique individual systems to protect employee's freedom and the right to organize labor or to form unions. The author is going to take one of the four, namely "the remedy system concerning unfair dismissal for joining labor unions or attending related activities", as the subject of this study. Among British unfair dismissal systems, the remedy system concerning unfair dismissal for joining labor unions or attending related activities provides more favorable protection than the remedy to ordinary dismissal due to other reasons. When a laborer is under an ordinary unfair dismissal circumstance, the person could file a complaint with the Industrial Tribunal Court. The court is capable of ordering the laborer's employer to restore or re-hire the person, or even indemnify the employee. If the dismissal was due to the employee joining labor unions or attending related activities, it is obviously an unfair dismissal. Except for the aforementioned remedy method, there exists an "interim relief" system in Britain. With the interim relief, the laborer could obtain a restoration or re-hire from the employer before the complaint case was concluded. However, if it is not applicable, the court could issue a "remedial order to continue the contract of employment" that has the legal effect maintaining their employee/employer relations. In addition to that, there is another special award to indemnify the employee in his/her favor. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。