| 關 鍵 詞： |
支援；選任；監督；客觀標準；多數僱用人 |
| 中文摘要： |
機器人外科手術輔助系統已吸引國內外諸多醫療機構採用，不過當前僅少數國家准許以其進行遠端手術。當手術醫療機構邀請他醫療機構派員現場或遠端支援手術，該應援醫事人員是否與該受援醫療機構或應援醫療機構成立僱用關係皆引發爭議。本文彙整判定僱用關係的當前各種標準，刪除其中諸如套套邏輯表述等問題。本文發現援引醫療法令作為實質客觀證據，更容易判定僱用關係，且判定結果與通說實質客觀標準相同。雖然傳統上認為使用表見客觀標準判定僱用關係有利於原告舉證，本文發現該標準判定醫療僱用關係結果反而更不利於受害原告，尤其涉及遠端提供服務者。既然遠端提供服務之方式可預期隨科技發展更興盛，本文發現有必要為遠端勞務受害原告研究證明僱用關係之更有效舉證方法。
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| 英文關鍵詞： |
Support；Selection and Designation；Supervision；Objective Standard；Multi-Employer |
| 英文摘要： |
The robotic-assisted surgical system has attracted adaptation by many medical institutions worldwide; however, currently, only a few countries have authorized its use for remote surgery. Whether the medical practitioners called for help having an employment relationship with the medical institution calling for help and with the one offering the help raises disputes when a medical institution invites the medical practitioners of another medical institution to help in situ or remotely the robotic surgery. This article collected and re-organized the current theories of the standard used for determining the employment relationship and removed some problems of them, such as the use of the tautological expression. This article also analyzed and discussed the feasibility of introducing the relevant rules of the laws and regulations in medicine to the standard for determining the employment relationship, and then compared the results of using this new standard and those using the traditional ones. This article found that using the relevant rules of the laws and regulations in medicine as substantial objective evidence could determine the employment relationship more easily and the results determined were the same as those using the traditional dominant standard, the substantial objective standard. Though traditional belief thought that using the superficial objective standard would be more beneficial to the claimant for proving the employment relationship, this article found otherwise, the results using this standard to determine the employment relations of the aforementioned new situations all disfavor the claimant, especially those situations involving providing services remotely. Since it is expected that providing service remotely would become more and more popular with the improvements in technologies, this finding suggests that the claimants of this type of litigation would need to develop more effective strategies for proving the employment relationship.
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| 目 次： |
壹、探討之背景
貳、簡介機器人輔助外科手術
一、技術特徵
二、現場手術之運營模式
（一）單醫療機構
（二）多醫療機構
三、遠端手術與遠端溝通之運營模式
四、我國健康保險對機器人手術之補助
參、僱用人責任
一、基本概念
二、正當性理論
（一）深口袋理論
（二）報償理論
（三）危險／風險理論
（四）威攝／嚇阻／預防理論
（五）控制理論
（六）損失／風險分攤理論
（七）複合理論
（八）本文評論
肆、僱用關係－一般理論
一、統整僱用關係之判斷標準
（一）實質客觀標準
（二）表見客觀標準
（三）本文評論
二、由具體內涵要素之釋義解析僱用關係
（一）要素內涵
（二）本文評論
伍、醫療法令對判斷醫療僱用關係之影響
一、醫事人員管理規定
（一）對所用醫事人員之選任
（二）對所屬醫事人員之督導
二、論析引用醫療法令判定僱用關係之妥適性
（一）理論分析
（二）相關判決要旨
三、醫療機構督導所屬醫事人員之爭議
（一）醫療機構乃委任醫事人員執業而無督導義務之抗辯
（二）醫療機構督導醫事人員執業乃不當介入之抗辯
四、相關理論於醫療僱用關係之判定
（一）專任與約用醫事人員
（二）特約／兼任醫事人員
（三）小結
陸、僱用關係—多數僱用人形式
一、實質指揮監督且受有利益說
二、實質指揮監督說
三、準承攬人說
四、本文評論
柒、醫療機構間醫事人員調用之規範與僱用關係
一、醫事人員調用與費用申請規定
二、現場調用的僱用關係判斷
（一）受援醫療機構
（二）應援醫療機構
（三）小結
三、遠端調用的僱用關係判斷
（一）受援醫療機構
（二）應援醫療機構
（三）小結
捌、結論
一、僱用關係客觀標準之重述
二、引用醫療法令協助判斷醫事僱用關係
三、論析多僱用人理論中借用的僕從理論之特點
四、醫療機構間醫事人員調用下之醫事僱用關係
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