Graduate Institute of Labor Research, National Chengchi University

船員勞動契約締結之保護規範與實務爭議：我國與日本現行法制比較分析的視角

English
Title

Protective policies and practical disputes associated with establishing labor contracts for seafarers: Perspectives for analyzing and comparing existing policies between Taiwan and Japan

作者

林良榮

Author

Liang-Jung Lin

政大勞動學報 Bulletin of Labour Research

國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University

1-50

摘要

就我國現行法律之適用上，由於船員法乃勞基法之特別法，就船員勞動關係之最低基準保護上，若非屬於船員法特別排除勞基法 規範之適用者，則當然有回歸勞基法之適用。本論文探討之主題乃在於後者(非漁船)船員之勞動契約締結於制度規範與實務上所生 爭議之探討。然緣於上述海上工作者於法律適用上之複雜性，不僅於內國勞動者保護法律之體系架構下具有多重的法律適用關係，同時亦適用於海上國際勞動保護法之體系，以致近年勞動權利意識逐漸提升的船員與船運公司之間頻生勞資爭議事件，其中特別是包括船員勞動契約締結的型態與法律適用關係。研究目的在於釐清船員勞動契約性質與法律適用所生爭議，於研究架構與脈絡上，首先說明船員勞動基準保護所適用之法規範體系，其次則進一步指出船員締結勞動契約是否為定期或不定期所生爭議於國內相關法律規範之解釋適用，特別是勞基法與船員法之適用與交錯關係，同時，另自比較法之觀點，就我國船員法立法當時作為參照對象之一的日本船員法，說明該國現行相關制度規範與實務之爭議問題，以期作為我國未來政策立法之借鏡。

According to the current legislative policy, Taiwanese maritime workers are classified into two categories, fishing vessel crew members and non-fishing vessel crew members. This helps properly apply the labor protection rights to the members based on the Crew Law. Although seafarers of commercial ships or those who work in ships not engage in fishing are excluded by the Crew Law, they all are protected under the current regulations of the Labor Standards Law. The Seafarer Law is a special law established under the Labor Standards Law, which offers minimum basic protection of seafarers' labor relations. Those who are qualified for the terms of the Labor Standards Law should be included in the application of the Labor Standards Law. "The Crew Law", established in 1999, could be applied to workers who were not engaged in fishing operations. Awareness of the trend and importance of international labor protection standards while involving international affairs, Article 89 under the Crew Law emphasized the applications of the rules, standards, or recommendations established in relevant international conventions or agreements. The purpose of this paper is to discuss the established rules of the labor contracts for the non-fishing vessel crew members as well the disputes arisen from the practice. Due to the complexity of legal applications, there are multiple applicable legal relations existed in the domestic labor protection laws, and several international maritime labor protection laws are also applicable to the workers. Since the awareness of labor rights has increasingly arisen, more labor disputes, formats and legal applications of seafarers’ labor contracts are generated between seafarers and shipping companies. The purpose of this paper is to clarify the nature of seafarers' labor contracts and the disputes arisen from the application of law. First, explaining the legal ruling systems applying to the protections of seafarers' labor standards. Secondly, it is necessary to indicate whether the labor contracts made for seafarers are fixed term or not, especially when disputes arisen over the interpretation and application of relevant domestic legal terms related to the Labor Standards Law and the Crew Law. For the perspective of comparative law, when referring Japanese Crew Law to the legislation of Taiwanese Crew Law, there were some controversial issues existed in Japanese current legal system and practices. The findings can be referenced for future improvements of policy legislation in Taiwan.

船員法、船員定期勞動契約、船員不定期勞動契約、「2006 年海事勞工公約(MLC)」、日本船員法、船員「定期性僱 傭契約」範本
Crew Law, seafarer's fixed term employment contract, seafarer's non-fixed term employment contract, MLC (2006), Japanese Crew Law

船員社會保險保障問題之檢討

English
Title

On the question of seafarer' participation in social insurance

作者

張桐銳

Author

Tung-Jui Chang

Name of 
Journal

政大勞動學報 Bulletin of Labour Research

Volume

Volume 33（2023/12）

Publisher

國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University

Pages

51-78

摘要

船員僱傭契約是否為不定期之勞動契約，乃船員勞動保障之重要課題。由此一問題衍生在船員上岸候船期間，勞保法律關係是否存續之問題。此一問題在實務所採行勞保申報制度底下，更為加劇。

關於船員於上岸候船期間之參加勞工保險，目前係依據勞委會之函釋而自願加保。然而，在岸候船船員自願參加勞保，與勞保條例關於自願加保之規定並不符合，且加保之船員須自負全額保險費，欠繳保險費逾2個月者得申請退保，亦與現行規定全然不符，勞委會相關函釋顯然創造了一個全新之參加保險型態，而有違反法律保留原則之嫌。本文認為，船員上岸候船期間參加勞保之問題，涉及複雜之利益衡量，應由具有直接民主正當性之立法院做周詳考慮，且可以此為全面檢討自願加保制度之契機，於勞保條例中明文規定，且可慎重考慮引進德國自願加保類型以填補上岸候船期間之保障漏洞。

Abstract

Ob es sich bei dem Arbeitsvertrag eines Seemanns um einen unbefristeten Arbeitsvertrag handelt, ist eine wichtige Frage für die Arbeitssicherheit von Seeleuten. Daraus ergibt sich die Frage, ob das Arbeitsversicherungsrechtsverhältnis fortbesteht, während die Besatzung an Land ist und auf das Schiff wartet. Dieses Problem wird durch das in der Arbeitsversicherungspraxis eingeführte System über Meldepflicht des Arbeitsgebers noch verschärft.

Gemäß einem Rundschreiben des Arbeitsausschusses sind die Besatzungsmitglieder, während sie an Land sind und auf das Schiff warten, in der Lage, freiwillig an der Arbeitsversicherung teilzunehmen.

Die freiwillige Teilnahme an der Arbeitsversicherung für Seeleute, die an Land auf Schiffe warten, steht jedoch im Widerspruch zu den Bestimmungen des Arbeitsversicherungsgesetzes zur freiwilligen Versicherung. Darüber hinaus müssen die damit versicherte Seeleute die volle Beiträge tragen. Außerdem diejenigen, die mit der Zahlung der Beiträge für mehr als 2 Monate in Verzug geraten sind, können die Beendidung des Versicherungsrechtsverhältnisses beantragen. Die Alle stehen auch völlig im Widerspruch zu den geltenden Vorschriften. Die entsprechende Auslegung des Arbeitsausschusses schafft eindeutig eine neue Versicherungsart und steht im Verdacht, gegen den Grundsatz des Gesetzesvorbehalts zu verstoßen. In diesem Artikel wird davon ausgegangen, dass die Frage der Beteiligung von Seeleuten an der Arbeitsversicherung, während sie an Land auf ein Schiff warten, eine komplexe Interessenabwägung erfordert und vom Parlament mit direkter demokratischer Legitimation sorgfältig entschieden werden sollte. Dies kann auch eine Gelegenheit sein, das freiwillige Versicherungssystem umfassend zu überprüfen. Und um die Schutzlücken während der Wartezeit an Land zu schließen, kann die Einführung der deutschen freiwilligen Versicherung sorgfältig erwogen werden.

Keywords

船員、勞動契約、勞工保險、勞保申報制度、自願加保

Besatzung, Arbeitsvertrag, Arbeitsversicherung, System über Meldepflicht des Arbeitsgebers in der Arbeitsversicherung, freiwillig versichert

船員の集団的労使関係と法

English
Title

Collective labor relations among seafarers and law

作者

松井有美

Author

Yumi Matsui

Name of 
Journal

政大勞動學報 Bulletin of Labour Research

Volume

Volume 33（2023/12）

Publisher

國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University

Pages

79-112

摘要

日本的集體勞資關係受到工會法和勞動關係調整法的規範，這些都是統稱為集體勞動法，其中以憲法第28條為依據，即使是船員， 也必須遵守這些法律。然而，在集體勞動法的大框架之下，船員必須遵守船員法的規範，從而學說和法院判決也得到了相應的發展。在日本，工會一般是指企業工會，但船員是直接加入於產業工會。關於船員之集體勞動法不當勞動行為案件，法院也會考慮到產業工會的特殊性而做出判決。本文首先介紹日本船員工會的現狀和面臨的問題，其次，概述日本的集體勞動法。再來，作為船員的集體勞動法，本文也會介紹學說、法院判決和探討，關於船員的爭議行為規範、船員於工會法上之勞工該當性、船長於雇主利益代表者該當性、工會法上之雇主該當性、產業工會的特殊性，等等。

Abstract

日本の集団的労使関係は、憲法28条を中心として集団的労使 関係法である労働組合法・労働関係調整法によって規律されており、船員であってもこの規律に服する。もっとも、船員には船員法が適用されることから、船員の集団的労使関係に関する学説・裁判例等がみられる。また、日本では企業別組合が一般的であるが、船員は産業別組合に直接加入するため、この特殊性が結論に影響した判例がある。本稿では、船員労働組合の現状と課題について紹介し、日本の集団的労使関係法を概説する。さらに、船員にかかる争議行為の規制、船員の労働者性、船⻑の使用者の利益代表者該当性、労組法上の使用者性、産業別労働組合の特殊性について述べる。

Keywords

集団的労使関係法、船員法、船員、船⻑、船員労働組合、集體勞動法、船員法、船員、船長、船員工會

德國1992年工時條例禁止女工夜間工作規定違憲判決之介紹：兼與我國釋字第807號解釋之比較

English
Title

Introduction to the lifting of the unconstitutional ban on night work for women in Germany in 1992: A comparison with Interpretation No. 807 issued by the Constitutional Court of Taiwan

作者

吳姿慧

Author

Tzu-Hui Wu

Name of
Journal

政大勞動學報 Bulletin of Labour Research

Volume

Volume 33（2023/12）

Publisher

國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University

Pages

113-170

摘要

我國勞基法第49條第1項禁止女工夜間工作之規定經大法官釋字第807號宣告違憲，並自解釋公布之日起失其效力，與德國過去工時條例有關禁止女工夜間工作之規定於1992年遭違憲宣告之歷程相似， 兩國聲請釋憲之背景、主張理由與解釋，特別是對性別平等之論述內容相仿，故本文對德國1992年工時條例違憲一案之相關法理，以及判決理由中對立法者未來制定新規範之提醒與諭知，詳加介紹；並以德國為參，對於我國釋字第807號之解釋提出省思，認為勞動部雖於違憲宣告後即迅速做出解釋，然對於夜間工作之定位、夜間工作者之保護，無論是以特別法或於勞基法增定條文或其他方式，為立法者之形成空間，立法者應儘速對夜間工作提出一體性之保護規範；另，由於夜間工作與工時長短或配置有關，修法之際，如尚有需得勞工同意之處，考量一般之勞動契約締約當事人欠缺相近的對等實力，仍應有以集體形成之必要，大法官於釋字第807號之解釋，對於得否以工會或勞資會議取代個別女性勞工之意願而為同意或不同意之正當性所生之疑慮，毋寧應以對於工會參與之層級、類型或對於勞資會議之結構應予檢視之角度，予以解讀，並非因而對於集體機制參與企業內部運作之必要性產生質疑或予以否認。

Abstract

Paragraph 1, Article 49 of the Labor Standards Act, which prohibits women from working at night, was declared unconstitutional in Judicial Interpretation 807, and the regulation became ineffective immediately after the interpretation was published. The process of issuing this interpretation is similar to the lifting of the ban on night work for women in Germany, which was deemed unconstitutional in 1992. Specifically, Taiwan and Germany shared similarity in the background, reasoning, and explanation of the constitutional review petitions, particularly in the discourse of gender equality. Therefore, this study explored the regulations related to the lifting of the German ban in 1992 and clarified the judges’ statements and reminders for future legislators. Referencing the case in Germany, this study also reflected on the reasoning of Interpretation No. 807. We noticed that the Ministry of Labor immediately provided an explanation following the declaration of the interpretation. However, the implementation of special laws or new regulations in the Labor Standards Act for defining night work and protecting night workers is based on the discretion of legislators, who should formulate relevant regulations as soon as possible to protect the rights of night workers and prevent the abuse of the night work system. Moreover, working hours and scheduling are essential aspects of night work. The amendment of relevant regulations should take into account the provisions of labor contacts that require the approval of workers. Because power inequality usually exists between employees and employers during the signing of employment contracts, the existence of group participation mechanisms, such as worker unions, is necessary. A concern about Interpretation No. 807 is whether union or labor–management meetings can replace negotiations with individual female workers when attempting to obtain their approval. This topic should be interpreted by reviewing the participation status and types of worker unions and the structure of labor–management meetings instead of focusing on the necessity of group participation mechanisms in maintaining company operations.

Keywords

工作時間、夜間工作、性別屬性、性別歧視、平等權
working hours, night work, gender attribute, gender discrimination, equal protection

主管行為與工作績效關係之研究

English
Title

Research on the relationship between supervisor behavior and job performance

作者

李憶萱、顏瑞瑩、葉婉婷

Author

Yi-Hsuan Lee, Jui-Ying Yen & Wan-Ting Yeh

政大勞動學報 Bulletin of Labour Research

Volume

Volume 33（2023/12）

Publisher

國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University

Pages

171-232

摘要

本研究對象為2020年4月底前之在職員工，有效問卷為373份，旨在探討主管偏愛和不友善行為如何影響員工行為。研究結果顯示，「主管偏愛」和「主管不友善」對於員工產生「表面從眾」有正向顯著影響；「表面從眾」對「工作退縮」和「工作投入」亦有正向顯著影響；「心理契約違反」對於「主管偏愛」與「表面從眾」具調節效果；「心理契約違反」對於「主管不友善」與「表面從眾」無影響；「心理契約違反」對於「表面從眾」與「工作退縮」具調節效果；「心理契約違反」對於「表面從眾」與「工作投入」亦有調節效果。

本研究貢獻為，第一，將主管行為分成正負向採以社會交換、社會認同、社會分類及領導者成員交換理論探究，且整合並擴展了傳 統領導理論，為領導者與不真誠行為提供驗證。第二，根據社會影響與資源保存理論，探討主管行為是否會讓員工產生表面從眾，從而對員工工作態度與行為造成影響，以拓展研究領導者影響員工行為之新觀點。第三，以心理契約違反是透過組織制度層面去探討，有別於過往研究從片面角度去探討表面從眾之調節變數，亦填補了影響員工表面從眾行為之研究缺口。最後，提出如何強化主管與員工之間的關係及重視心理契約的履行之實務管理建議，以促進提升組織運作。

Abstract

This study recruited 373 frontline employees via convenience sampling. The results of path analysis showed that “favoritism”, “supervisor incivility” and “work withdrawal” are positively related to “facade of conformity”. “Work engagement” was negatively related to “facade of conformity”. In addition, “psychological contract breach” moderated the relationship between “favoritism” and “facade of conformity”, “facade of conformity” and “work withdrawal”, and “facade of conformity” and “work engagement”.

The contribution of this research can be divided into three aspects. First, this study applied social exchange theory, social identity theory, social categorization theory, and leader-member exchange theory to categorize supervisory behaviors into positive and negative dimensions, integrating and expanding previous research on traditional leadership theory to provide verification for leaders and inauthenticity behaviors. Second, according to the social influence theory and resource conservation theory, discussing whether the supervisor's behavior would cause employees creating facade of conformity, which could affect their work attitude and behavior and developed new directions of the influences of leaders' behavior toward employees’ behavior. Last, this study considered that the previous researches about moderating variables of facade of conformity were studied from a one-sided perspective, while psychological contract breach was studied through the organizational level, filling the gap that could affect employees’ facade of conformity behavior. In conclusion, practical management recommendations are provided to strengthen supervisor-employee relationships and prioritize the fulfillment of psychological contracts, fostering organizational performance.

Keywords

表面從眾、主管偏愛、主管不友善、工作退縮、工作投入
Facades of Conformity, Favoritism, Supervisor Incivility, Work Withdrawal, Work Engagement