法學期刊
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論著名稱: 我國育嬰留職停薪制度申請要件及程序之檢討-兼論育嬰之本質及責任(Examining the Application Requirements and Procedures of Taiwan's Unpaid Parental Leave System from the Perspective of Parental Nature and Responsibilities)
編著譯者: 吳姿慧
出版日期: 2016.06
刊登出處: 台灣/臺北大學法學論叢第 98 期 /85-135 頁
頁  數: 51 點閱次數: 2192
下載點數: 204 點 銷售明細: 權利金查詢 變更售價
授 權 者: 國立臺北大學法律學院 授權者指定不分配權利金給作者)
關 鍵 詞: 育嬰留職停薪育嬰津貼性別平等社會預護社會促進父母親職時間
中文摘要: 我國於 90 年訂定性別工作平等法並建立育嬰留職停薪制度,使受僱者享有親自育兒之機會並確保其工作權益,現行法雖於近年修正頻繁,仍存若干缺失。就育嬰之本質而言,已非傳統視為個別家庭養兒育女之私事,而是孕育社會世代契約下之勞動人口,屬於國家之集體財,養育下一代乃社會全體應共同承擔之責任。育嬰留停制度應提供父母兼顧就業與家庭之選擇機會,現行法受僱滿 6 個月之申請門檻,應予檢討。另,育兒津貼係對父母撫育子女支出之補貼,現行法僅參加就業保險法之受僱者獲有育嬰津貼,如視育兒為社會全體應共同承擔之責任,此項制度有重新規劃之必要;此外,申請育嬰留停時,現行實施辦法之「事先」及「書面」均未臻明確,造成法院判決有不同之見解,均是未來修法應一併考慮之事項。
英文關鍵詞: Unpaid Parental LeaveParental Leave AllowanceGender EqualitySocial Preventive CareSocial FacilitationParental Time
英文摘要: In 2001, the Taiwanese government promulgated the Act of Gender Equality in Employment and established an unpaid parental leave system, allowing employees to raise their children without losing employment rights. Although the act has been amended frequently in recent years, it has several flaws that require correction. The nature of child raising is no longer a private family affair, but has become a common responsibility for all citizens: future generations are considered as national collective goods and the primary source of labor under the concept of generational contract. A well-rounded unpaid parental leave system must provide parents with an opportunity to maintain work and family commitments. However, the Act’s stipulation that employees can apply for unpaid parental leave only after 6 months of service should be revised. In addition, the Act specifies that only employees who have participated in the national employment insurance program can receive parental leave allowances, which are benefits provided to cover child-raising expenditures. Therefore, as child raising has become a common social responsibility, this regulation must be adjusted. Moreover, the Regulations for Implementing Unpaid Parental Leave for Raising Children stipulate that unpaid parental leave applicants must file an application “in writing in advance” to their employers. Unfortunately, the regulations do not clearly define this stipulation; this has led to various court judgments in related legal cases, evidencing the need for clarification in further amendments.
目  次: 壹、前言
貳、現行法之規定
一、育嬰之本質與定位
二、我國育嬰留停制度建立之背景及相關規定
三、申請要件
(一)申請人之資格
(二)申請程序
四、法律效果
(一)私法效果
(二)公法效果
五、育嬰留停之法律性質
參、德國育嬰留職停薪與津貼發放之相關規定
一、聯邦父母津貼與父母親職時間法
二、親職時間之規定對留停者有解僱保護之功能,父母津貼則含有社會促進之給付性質
肆、檢討與建議
一、檢討
(一)對申請要件之檢討
(二)對申請程序之檢討
(三)對法律性質之檢討
二、建議
(一)兩人同時申請育嬰留停之可能
(二)兩年育嬰留停期間之一部分遞延提出
伍、結論
相關法條:
相關判解:
相關函釋:
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