我國勞動基準法第12條第1項第2款之研究——以法院判決為分析對象

Abstract

勞動基準法第12條第1項第2款規定之「暴行」及「重大侮辱」，係我國法定解僱事由之一。惟此二不確定法律概念如何解釋、適用，於實務上迭有爭議。現行研究亦無對本款事由就法院如何適用有深入之考究。故本文就本款事由為研究對象，先透過科際整合之法學研究及歷史解釋探尋立法目的，並以學說解釋輔助本款之認定。再就實務如何認定「暴行」、「重大侮辱」為整理，並類型化法院判決，爬梳實務看重之判斷要素，以提升法院判決之可預測性，協助擬定勞資爭議時之訴訟策略。

“Violent acts” or “serious insult” of Article 12, Paragraph 1, Subparagraph 2 of the Labor Standards Act is one of the legal listed causes for the termination of labor contract. However, it’s controversial to construct and applicate these two ambiguous concepts in law practice. And current research lacks analysis of court cases of Article 12, Paragraph 1, Subparagraph 2 of the Labor Standards Act. Therefore, this thesis focused on the subparagraph 2, firstly exploring the legislative purpose through Interdisciplinary Legal Studies and historical interpretation, then supplementing definition of this cause with doctrines of law. And this paper organized how the court recognized “Violent acts” and “serious insult” and categorized judgments in practice. Also, this study analyzed factors considered by the court in determining the seriousness of violation in classified judgments. In doing so, this study might enhance the predictability of judgments by court and assist in the formulation of litigation strategies in labor disputes.