A Study of Atypical Employment in Taiwan ─ Insights from the Experiences of Germany and Japan

1990年以來的經濟全球化不僅扭轉企業在人力資本之運用，各國政府趨向採取解除管制與彈性勞動市場政策。在國際經濟發展和產業快速變遷下，彈性企業與「勞動市場彈性化」成為企業管理之發展策略，而使勞動市場在勞資關係和勞動條件產生多樣化與區隔化，進而成就非典型勞動之興起。對此，本文之研究範圍乃聚焦在部分工時工作與勞動派遣兩個主要的非典型勞動類型，透過分析德國、日本非典勞動政策與法制，來探究我國政府對於非典型勞動政策之決策與法制研擬狀況。在德國方面，主要以2010議程、勞動市場現代勞務法案作為研究素材；在日本方面，關注均等待遇原則作為非典型勞動政策之核心；在台灣方面，乃比較分析現行勞動基準法關於勞動派遣之草案版本，以及德日兩國之借鏡。最後，本文在社會政策上以彈性安全角度觀之，認為不應擴大彈性而應回歸重視安全，並建議輔以生命歷程之轉銜勞動市場政策為之；而在法制研擬建議認為非典型勞動法制制定應採高度規範方式，且須與勞工之社會安全制度相互連結。Since the 1980s the economic globalization has changed the human resource management and the labor market regulation of the government. With the rapidly changing of international economic development and product market, labor market flexibility and flexible firm as the development strategy of the enterprise management become inevitable, which makes not only the labor relations and working conditions more diverse but also a beginning of atypical employment. This article explores the part-time work and dispatched work in the age of globalization. It provides an analysis of the law and policy of the part-time work and dispatched work in Germany, Japan and Taiwan, researching the decision making process of atypical employment. It first explains the Agenda 2010 and the Hartz laws in Germany. Secondly, it analyzes the principle of the equal treatment in Japan. Thirdly, it intends to give a systematic account of atypical employment from the viewpoint of the comparative draft. Finally, in social policy from “Flexicurity” point of view, the labor market policy should not be expanded, instead of return to the emphasis on safety, and combine with the “Transitional Labor Market Theory” of life course. Recommendations for atypical labor legislation should adopt a highly regulated way, and be interconnected with the labor of the social security system