泰國勞動法上違反工作規則情節重大之解僱研究

Abstract

解僱為雇主終止勞動契約最嚴厲之手段。這不但使勞工喪失基礎之經濟所得來源，亦將導致失業的狀況，對勞工權益之影響不可謂不大。尤其若被解僱之事由，係違反工作規則，情節重大之情形，此對勞工將來之就業機會將有可能造成影響，使勞工之就業保障 (Job Security) 亦隨之下降。 本論文首先將就泰國解僱法制之規定及相關問題作探討，主要在深入介紹泰國法上解僱之定義、解僱事由之相關規定、解僱保護之重要規定，以及解僱限制之相關規範等內容。 其次，進一步探討本論文研究之核心，將泰國學說與最高法院對於違反工作規則，情節重大之判斷方式及相關見解作全面之詳細研究。並且嘗試將實務案件類型化，區分出不同之案件類型，並進一步分析泰國最高法院對各類型所採用是否達情節重大之判斷要素。 最後，針對泰國與台灣解僱法制進行比較，分別將解僱法制與違反工作規則情節重大之相關判斷見解作為比較之對象。期待對於泰國學界及實務就有關情節重大之判斷，在未來的思考上有所啟發。

Dismissal is the most severe form of employer’s actions to terminate a labour contract. It terminates an employee’s source of labour-based income and also results in unemployment. Hence, dismissal has considerable impacts on labour rights. If the reason for dismissal is serious violation of work rules, the dismissal may affect the future job opportunities for the dismissed labourer and reduce the labourer’s job security. This study first investigated the regulations governing dismissal and related problems in Thailand. The focus was placed on the definition of dismissal and regulations governing reasons for dismissal, protection from dismissal, and limitations on dismissal. Further, this study discussed theories about dismissal and how the Supreme Court of Thailand has determined the severity of violation of work rules and interpreted related laws. This study also attempted to categorize practical cases and then analyze factors considered by the Supreme Court in determining the severity of violation in each category of cases. Finally, through a comparison with Taiwan, this study compared laws governing dismissal and determination of serious violation of work rules between the two countries. This study was expected to inspire future discussions on determination of serious violation of work rules in both the academic and practical areas.