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標題: | 最低服務年限之法理發展與司法管制 Theoretical Development and Judicial Regulations of the Minimum Service Period Agreements |
作者: | Shang-En Lyu 呂尚恩 |
指導教授: | 王能君 |
關鍵字: | 勞動基準法,最低服務年限,有效性,合理性,勞動契約,違約金,訓練費用, Labor Standard Act,minimum service period agreement,enforceability,fairness,employment contract,liquidated damages,training cost, |
出版年 : | 2018 |
學位: | 碩士 |
摘要: | 本文以判決研究之方式,分析最低服務年限約款之性質、內容與效果。本文指出:此種約款屬於獨立性違約金,並以保障雇主因培訓勞工所生之預期利益,為其主要機能。勞基法第15條之1與過往實務見解並無明顯差異,但其限縮專業培訓之認定,以及要求雇主證明系爭約款之有效性,為其主要影響。本文主張應將勞基法第15條之1第1項區分為「培訓型」與「補償型」。關於「培訓型」之有效性審查,取決於(1)雇主提供訓練費用、(2)勞工接受訓練,且(3)訓練使勞工得以勝任專業工作等三點;其合理性審查之核心,則在一部減縮最低服務年限長短之操作,客觀同業標準之建立係可能努力之方向。相較之下,「補償型」並無受司法管制之必要。而在違約效果之議題上,勞工若違反最低服務年限約款,雇主所支出之訓練費用並非損害,不得直接請求賠償。現行法並未禁止於勞動契約中約定違約金,但因約定違約金所生的舉證責任負擔,以及單方不受控制之懲罰權,均欠缺正當性基礎。儘管在程序與實體法上,均有介入控制之可能,但以兼顧雇主求償之可能為配套,本文主張禁止約定違約金係最為經濟之選項。而就違約金條款之酌減而言,法院著重雇主所受損害、勞工所獲利益、勞工違約情況,以及勞工之資力等四點要素。最後,本文主張在現行法下,認為訓練費用償還條款性質上屬於違約金最為合理,其他定性若非在理論上不可採,針對雇主所得請求之損害,分別亦有隨勞工履行債務而遞減之機制,不致於發生雇主無條件全額受償之情況。針對上述問題,本文分別自立法論與解釋論,提出改善建議。 This thesis analyzed the characters, content and effects of the minimum service period agreements by looking into court decisions. This thesis defined such agreements as independent liquidated damages clauses with ensuring the expected interests of the employers who trained their employees as its main purpose. Though Article 15-1 of the Labor Standard Acts made few differences from previous court decisions, the main contribution of this legislation was that it narrowed down the scope of training and urged the plaintiff to prove both the “enforceability” and “fairness” of such agreements. This thesis claimed that such agreements must be distinguished into two categories of “Training” and “Compensation”. The enforceability of “Training category” depended on (1) the employer paid for the training, (2) the employee engaged in the training, and (3) the training made the employee competent to a professional job; The core of its fairness depended on how to partly shorten the length of period of the agreements, and the key factor was the establishment of objective industry standards. By contrast, judicial regulations of “Compensation category” were unnecessary. As for the issues regarding breach of contract, the train costs, paid by the employee, weren’t damages and couldn’t be recovered. Liquidated damages of employment contract weren’t prohibited by current law, but the legitimacy of such contract was questionable. Although there were both procedural and substantial approaches to check the liquidated damages, this thesis suggested prohibiting the liquidated damages with allowing the employers to recover from training costs to be the most efficient option. Courts emphasized several factors including the damages of the employer, the benefits gained by the employee, the reasons for breach, and the affordability of the employee to be the main factors concerned in reducing liquidated damages. Eventually, this thesis asserted that the agreements of reimbursing training costs also fell into the definition of liquidated damages, while other kinds of theory may be theoretically flawed. Damages the employer can sue for must prorate for the proportion that the employee had performed in the minimum service period aggrements, so the employer must not be entitled to recover fully in any given moment. Accordingly, this thesis proposed several suggestions by both legislation and interpretation to resolve these arguments. |
URI: | http://tdr.lib.ntu.edu.tw/handle/123456789/1140 |
DOI: | 10.6342/NTU201802447 |
全文授權: | 同意授權(全球公開) |
顯示於系所單位: | 法律學系 |
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ntu-107-1.pdf | 13.62 MB | Adobe PDF | 檢視/開啟 |
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