用人單位勞動規章制度形成理性及法制重構

The Formation Rationality and Legal Restructure of Employers' Labor Bylaw

勞動規章制度對於勞動關係的繼續性與合作性屬性有特殊的調整作用，其補充勞動合同並促進其效率，同時亦有集體法上的意義，對勞動規章制度的規制應考慮到這些因素。觀察台灣學界與工作規則相關的理論與實踐，可發現工作規則規制的重心正由“意思”轉向“內容”，這也愈發接近德國的模式。以國外法例為對照可以窺見我國法制下調整勞動規章制度的癥結，在於過於強調對“意思”，尤其是“集體意思”的控制，而忽視對內容合理性的控制。勞動規章制度的規制應由形式正義特向實質正義，著重控制其內容合理性，而非當事人意思。而為了不過分依賴法官隨機判斷“合理性”，導致法秩序的混亂，建議引入交易習慣與行規作為標準。Labor bylaw has adjusting function for the continuity and cooperating nature of labor relation, which amends the employment contract and promotes efficiency with its nature of collectively-made law. The regulation of labor bylaw shall take the above factors into consideration. The theory and practice about working protocol in Taiwan show that the focus of regulation is shifting from intention to content, which greatly resembles German mode. Comparing with foreign experience, China's regulation of labor bylaw overemphasizes the control of intention, especially collective intention, rather than the control of content. The regulation of labor bylaw shall shift from formalistic legitimacy to substantive legitimacy, emphasizing the rationality of content, rather than employees' intention. Transaction custom and guild rule shall be introduced as criteria in order not to rely too much upon the “rationality” of judicial arbitrariness, which may lead to legal disorder.