全球化下非典型僱用勞工的權益保障：以臺日部分工時與派遣勞工為例

Abstract

臺灣於2014年1月，發布「僱用部分時間工作勞工應行注意事項」、及修訂了「勞動派遣權益指導原則」，而日本於在2015年4月與9月，施行修訂後的「部分工時勞動法」與「派遣者勞動法」，因此，本文重新探討兩國行政規定與法律修訂後的勞動權益保障，故而將論述重點置於臺灣與日本的非典型勞動的增長、兩國的部分工時與派遣勞工的權益保障，以及在勞動法制上、就業形態與僱用趨向上，僱用構思上的差異。 本文在數據上使用兩國官方公布的實況調查報告，在勞動權益保障上使用相關法律與行政規定，結合先行研究的成果，從實際出發，從實況調查報告以及法規上求得結論。尊重兩國的勞動體制與勞動慣例、類型分類，僅尋差異與是否存在，不進行優劣比較，以期達到實證分析的目的。 研究發現，日本僱用體系内分段化，典型就業與非典型就業呈兩極化趨向，「限定正職工」（限定職務､工作地､工時的正職工）」，如「地區正社員」，「ЗсみЬ社員」（Smart employee）在政府倡導下開始在部分企業内制度化。今後政權若持續倡導「限定正職工」，日後將出現「正職工」、「限定正職工」、「非典型勞工」共存的新局面，而臺灣目前尚無僱用體系内分段化，並無兩極化發展趨勢的現象。 其次，日本的部分工時勞工增長速度快過臺灣，不受金融風暴與景氣好壞的影響，是勞動爭議較少且安定優秀的就業型態。日本的派遣勞工法律上限制較嚴，受景氣變動的影響亦與臺灣相似。然而日本的派遣勞工人數的增減易受政府勞動政策的鬆緊以及勞動派遣法的修正的影響，而臺灣則無此現象。 最後，兩國的勞動權益保障在個別項目或程度上略有多寡之別，但在勞動條件，福利與教育訓練整體上不分軒輊，不存在太大的差異。 研究建議，1，增添勞資雙方在招聘時的選擇項目，2，應分割處理非典型勞動基本權益問題，3，加快制定勞動法並修正相關法規，建立勞動法制，4，促進部分工時勞工有序成長。

In January 2014, Taiwan issued the Notice on Employing Partial Hours of Work, and revised the Guiding Principles on Labor Dispatching Rights. In April and September 2015, Japan implemented the revised 'Partial Labor Law' and 'Dispatching Labor Law.' Therefore, this article re-examines the protection of labor rights in the two countries' administrative regulations and laws. We will focus on the growth of atypical labor in Taiwan and Japan, the protection of the partial working hours of the two countries and of the rights and interests of the dispatched workers, and the differences in employment concepts and employment patterns. As for data, this paper will make use of the official publication of the fact-finding report on the protection of labor rights and interests in the use of relevant laws and administrative provisions (unclear). Combining with the results of the previous studies, proceeding from reality, this paper will also obtain conclusions from the fact-finding report and regulations. In order to achieve the purpose of empirical analysis, labor system, labor practices, type of classification will all be respected: the current study sets out only to find differences and thus there will be no value judgement. The current study finds that Japan's employment system is fragmented, with typical employment and atypical employment tending to be polarized and 'limited workers' (restricted employees, work places, working hours) such as 'regional members,' 'members' Smart employee) being institutionalized in some enterprise under the government initiative. In the future, if the Japan government continues to advocate 'limited staff and workers,' co-existence of 'workers,' 'restricted workers' and 'atypical workers' will occur. In contrast, fragmented employment system does not currently exist in Taiwan. There is also no trend of polarization of of the phenomenon. Second, the number of Japan's part-time labor grows faster than that of Taiwan, regardless of the financial turmoil and of the impact of the economy. The employment pattern of Japan is of lesser labor disputes and of greater stability. In Japan, labor laws are legally more restrictive and affected by economy, which is similar to Taiwan. However, the increase or decrease in the number of workers in Japan is likely to be affected by the tightening of government labor policies and the amendment of the Labor Dispatch Law, which is not the case in Taiwan. Finally, there is a slight difference in the protection of labor rights between the two countries in terms of individual projects or degree. However, there is no big difference in terms of labor conditions, welfare and education and training as a whole. This paper will conclude by suggesting: 1. increasing the choice of projects for both employers and employees in the recruitment; 2. basic rights and interests of atypical labor issues should be dealt with separately; 3. accelerating the development of labor law and amend the relevant laws and regulations and establishing labor law; 4. promoting the orderly growth of part-time labor.