我國勞動基準法第十四條第一項第六款之研究－以法院判決之分析為中心

Abstract

勞動基準法第12條與第14條均為民法第489條重大理由不經預告終止契約之具體化規定，學說對前者研究文獻數量龐大且深入，惟後者幾乎未見研究。其中，勞動基準法第14條第1項第6款為勞工不經預告終止勞動契約之概括條款，且占第14條法院判決之6成以上。基此，本文以勞動基準法第14條第1項第6款為研究對象，分析近20年來之法院判決，深入研究第6款之構成要件，同時針對勞工主張第6款之終止事由予以類型化後，再探討各該事由涉及何種勞動契約或勞工法令，且更進一步地分析法院如何認定各該事由是否造成損害勞工權益之虞。本文並且探討法院審查第6款常見爭點，分析第14條於實務運用之問題點與判決趨勢，以作為日後全面研究勞動基準法第14條之基石。

Both Article 12 and Article 14 of the Labor Standards Act are defined as the termination of a contract without giving advance notice to the employer by significant cause under the Article 489 of Civil Code. There is significant research on Article 12 resulting in numerous theories. However, research for Article 14 is hard to find. Among them, Act Article 14, Paragraph 1, Subparagraph 6 of the Labor Standards Act served as general clause of termination of a contract without giving advance notice to the employer by significant cause and this accounts for over 60% of relevant court judgments. Therefore, this thesis focused on Article 14, Paragraph 1, Subparagraph 6. It analyzes the requisite elements of Subparagraph 6 in court judgments over the past few decades. The thesis uses Subparagraph 6 to classify situations where labor declares the reason of termination and further look into labor contracts and regulations and how the court defines when an employer breaches a labor contract or violates any labor statute or administrative regulation in a manner likely to adversely affect the rights and interests of the particular worker. The thesis also analyzes the command disputes in Subparagraph 6, displaying the disputed issue and the trend for future judgements of clause 14, to be the cornerstone of the study of Article 14 of the Labor Standards Act.