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論著名稱: 職場性騷擾之損害賠償責任:臺日比較法研究(The Liabilities of Harassers and Employers for Sexual Harassments in the Workplace in Japan and Taiwan)
編著譯者: 徐婉寧
出版日期: 2019.06
刊登出處: 台灣/國立臺灣大學法學論叢第 48 卷 第 2 期 /439-489 頁
頁  數: 51 點閱次數: 1022
下載點數: 204 點 銷售明細: 權利金查詢 變更售價
授 權 者: 國立臺灣大學法律學院
關 鍵 詞: 職場性騷擾性別工作平等法雇主責任立即有效之糾正及補救措施男女僱用機會均等法
中文摘要: 本文以日本法上職場性騷擾之損害賠償責任為中心,來探討職場性騷擾之雇主與行為人責任,並兼論我國民法與性別工作平等法之相關規定。
日本均等法課以雇主防治性騷擾之義務,然其並未課以雇主向受害人損害賠償之義務,因此受害人須依民法之規定求償。此時,行為人成立侵權行為之損害賠償責任;而雇主責任,則有可能係僱用人責任或雇主本身之侵權契約責任,亦可能成立債務不履行責任。
我國性別工作平等法課以雇主事前的性騷擾防治義務,與事後立即有效補救義務,如有違反,並應負損害賠償責任;而何謂「立即有效」,向來素有爭議,且由於其不分企業規模一律適用,也引發不切實際之議。
本文以日本法為素材,探究職場性騷擾行為人及雇主責任,並分析臺日法制相關的問題點。
英文關鍵詞: sexual harassment in the workplaceAct of Gender Equality in Employmentemployer liabilityimmediate and effective correctional and remedial measuresAct on SecuringEtc. of Equal Opportunity and Treatment between Men and Women in Employment
英文摘要: This paper focuses on the liabilities of harassers and employers for sexual harassments in the workplace under the regulations of the Civil Code and the Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment in Japan and also discusses the liabilities under the regulations of the Civil Code and the Act of Gender Equality in Employment in Taiwan.
The Act on Securing, Etc. of Equal Opportunity and Treatment between Men and Women in Employment in Japan establishes that employers shall prevent and correct sexual harassments from occurring, but it does not hold the employers liable if they fail to comply. Therefore, the victims could only seek compensation under the Civil Code. Hence, the harassers are liable under tort law, and the employers are jointly liable for the torts of its employees’ or for its own activity. Besides, the employers might also be liable for non-performance of obligation under contract law.
On the other hand, the Act of Gender Equality in Employment in Taiwan which also establishes that the employers shall prevent and correct sexual harassments from occurring and implement immediate and effective correctional and remedial measures, and that the employers would be held liable if failed to comply. However, whether a measure could qualify as “immediate and effective” has always been controversial. Besides, since the regulations apply to all employers regardless of the size of their business, it has also been criticized for being unrealistic.
This paper is a comparative research on Japan, and delves into the liabilities of harassers and employers for sexual harassments in the workplace and its relating issues in both Taiwan and Japan.
目  次: 壹、前言
貳、日本法上職場性騷擾之定義與類型
一、性騷擾之定義
二、性騷擾之類型
參、日本法上職場性騷擾之雇主與行為人責任
一、雇主責任
二、行為人責任
三、小結
肆、我國職場性騷擾之行為人與雇主責任之探討
一、雇主責任
二、行為人責任
三、小結
伍、結語
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