A Comparative Study on the Legal Theories of Dismissal between Taiwan and Japan：The Question to The Doctrine of Ultima-Ratio Appling in Labour Standard Law §12 I

摘要 「解僱最後手段性原則」在我國判決實務運用上行之有年。然而，我國的解僱法制是因為如何之缺陷，而必須要援引最後手段性原則當作法理以補充適用。再者，解僱最後手段性原則在我國判決實務上之操作，是否已經有統一且穩定之見解，對此本文欲透過蒐集法院對於我國勞基法第12條第1項之解僱事件中，法院是如何操作解僱最後手段性原則，進行歸納分析。 而在日本，除了自身所發展之「解僱權濫用法理」，到最後將此法理給明文化，這過程之發展與爭議，值得我國借鏡之外，現在日本學者多主張將德國的「最後手段性原則」與「預測可能性原則」援引至日本的解僱法制中適用。這樣德國解僱法理之繼受情形與我國相似，故相關文獻應值得分析探討。 最後，我國解僱法制是否應將「解僱最後手段性」原則給明文化，針對此問題，本文在探討我國之文獻分析、判決分析與日本法比較之後，提出未來我國解僱法制可能之面貌。Abstract The doctrine of “ultima-ratio” is used to being applied in our court for the case of dismissal; Nevertheless, why is this rules happened and how should we apply this rules in the case of dismissal, it seems not to be clarified yet. I attempt to collect and analysis the court’s judgments for looking for the application of “ultima-ratio” applying in Labour Standard Law §12 I. Besides, I will also analysis the essay which the scholar has analyzed to the statute of dismissal for looking for that detect, and that imperfection maybe is a keyword for using “ultima-ratio” to supply our detected statute. On the other hand, Japanese scholars also attempt to lead the principle of “ultima-ratio”and“Prognoseprinzip” in their statute of dismissal. This development is similar to our state. So how do Japanese scholars discuss this German rules, and how they try to use this rules for Japanese statute of dismissal, which is a topic of discussion in my essay. Finally, I will conclude my analysis, trying to propose the amendment for statute of dismissal in my state