調職糾紛爭議之研究

A Study on Disputes over Job Transfer in an Organization

調職係指雇主變更員工之配置，通常是針對工作場所或職務內容之轉換，且須為一定相當期間之持續性變更，非短暫性或臨時性之變更。蓋因調職所生之糾紛爭議問題於生活上及法律上不容小覷，本文主要以四個面向作為研究範圍，一為探討概括合意說、勞動契約說、特約說與調職命令否認說等學說及實務對調職權源法律性質之分歧見解；二為調職上應遵守之原則，探討2015年12月16日增訂之勞動基準法第10條之1調動原則之適用；三為調職紛爭之類型化，探討相關主題之司法判決，如以調職命令之必要性或合理性－最高法院105年度台上字第2212號民事判決、雇主調職權限之控制－最高法院98年度台上字第600號民事判決、調動員工之法律審查基準──臺灣高等法院96年度勞上字第16號民事判決為例進行評析；四為以比較法之觀點，就大陸地區之調職爭議進行分析。本文認為我國勞動法制上調動原則之適用及其界限，仍有待未來法律之完善。本文認為雇主所為之調職，不僅應取得個別勞工明示之同意，且須遵守民法上之帝王條款──誠信原則，以保護經濟上弱勢一方之勞工權益，避免產生調職糾紛。

Job transfer refers to the change of employee's arrangement by employer, which usually aims at relocation of workplace or alteration of duty. The transfer shall be a lasting and continuous change, rather than transitory or temporary change. Given that the controversies arising from job transfer are significant both in life and in law, this article mainly focuses on four factors as follows. The first is the divergent opinions in theory, including summary consent theory, labor-contract theory, sui generis agreement theory, and the negative theory of transfer order, and in practice on the power of job transfer and its legal nature. The second is the principles of job transfer set forth in the Article 10-bis of Taiwan Labor Standards Act amended on December 16, 2015. The third is the categorization for the disputes of job transfer and investigation of the related judicial opinions on each issue, such as the necessity or rationality of the transfer order in the Supreme Court Civil Judgment (2016) Tai Shang No.2212, control of employer transfer authority in the Supreme Court Civil Judgement (2009) Tai Shang No.600, and the legal benchmark to review the transfer of employee in the Taiwan High Court Civil Judgment (2007) Lao Shang No.16. The fourth is the comparative analysis on the controversial issues of job transfer in Mainland China.In this article, we can find that the application and limitation of job transfer in Taiwan labor law system still need to be improved in the future. This article proposes that the job transfer by employer shall be consented by employee and shall observed the principle of good faith, the emperor’s clause in the civil code, to protect the interest of employee and prevent the dispute of job transfer.