論資訊化時代中的勞工行蹤監視——雇主之勞務指揮權、設施管理權確保VS. 勞工隱私權

A Study on Surveillance of Labor in the Information Age: The Rights of an Employer to Command Labor and on Assured Supervision of the Facility VS. Labor Privacy

在勞動關係之中，雇主基於其勞務指揮權或設施管理權而有監視勞工執行業務狀態之必要，特別是隨著資訊化的發展，雇主監視勞工的方法也越來越多樣化。不過，勞工作為自然人，其隱私權當亦受到保障。是以，對於兩者間之平衡當屬現今勞動法的重要課題之一。因此，本文乃參酌日本法，並以雇主對於勞工行蹤之監視為中心，於說明了勞工專心執行職務義務之意義後，再分析雇主的行蹤監視行為對於勞工權利之侵害態樣。再者，也檢視了相關的法規範與其適用情形、救濟途徑。此外，對於作為解除規制要件之「勞工同意」提出具體的判斷方式，並建議應明確規定雇主保護勞工個人資訊之義務，以及放寬團體協約法第六條第三項第三款的協商資格限制，以使因第四次產業革命而日益增多的自營工作者與平台業者間得就包括行蹤監視在內之勞動條件有進行團體協商的可能性。

In the labor relations, employers usually have to supervise the working situation of employees with various methods based on the rights to command and supervise the facility. However, as a natural person, a laborer’s right to privacy needs to be protected. Thus, the balance between the former and the latter becomes the important issue nowadays. This paper refers to the Japanese law with a focus on the surveillance of labor by discussing the meaning of concentrating on performing duties and analyzing the types of torture causing by the surveillance of labor. Moreover, this article examines the relevant laws, the applications and the remedies, and further suggests a concrete standard for gathering the consent of labor as a resolute condition by legalizing the supplementary obligation of employers to protect personal information of labor. Additionally, the article argues that the negotiation qualification stated in the Article 6.3.(3) of the Collective Negotiation Act should be extended in order to achieve the possibility of a collective negotiation between self-employed workers and platform-operators on working conditions including surveillance of labor due to the fourth industrial revolution.