勞基法第12條雇主契約終止權除斥期間之起算與展延──評最高法院99年度台上字第2054號判決

The Commencement and Extension of the Exclusion Period of the Employer’s Right to Terminate a Contract According to Article 12 of Labor Standards Act:Comment on Supreme Court Civil Judgment 99 Tai-Shang-Tzu 2054

本文以最高法院99年度台上字第2054號判決的案例事實為出發點，針對勞基法第12條第1項雇主不經預告契約終止權的除斥期間相關爭議進行討論。雖然勞基法第12條第2項已明文規範第1項終止權除斥期間自「知悉其情形」起算，然而實務對於起算點之認定，仍是莫衷一是。本文基於對除斥期間制度目的之理解，並輔以期間起算制度規範模式的發展趨勢為觀察點，認為在雇主知悉勞工有客觀違犯事實時，即應起算除斥期間。本文另外處理了本條終止權除斥期間與勞資爭議處理法第8條禁止解僱期間的關係。本文結論上贊同本案最高法院提出的合併計算說，理由構成上認為合併計算說之法理依據應援引時效障礙事由中的時效停止事由。

Based on the case facts of Supreme Court Civil Judgment 99 Tai-Shang-Tzu 2054, this article discusses about the disputes related to the period of exclusion of the employer’s right to terminate the contract without advance notice in Article 12 of Labor Standards Act. Although the article has clearly regulated that the period should begin from the date the employer becomes aware of the particular situation, there is still inconsistent about the determination of the date in individual cases. Based on the understanding of the purpose of the exclusion period, and supplemented by the development trend of the approach of period commencement system, this article believes when the employer is aware of the fact that the worker has committed an objective violation, the exclusion period should commence immediately. As for the relationship between the exclusion period and Article 8 of Act for Settlement of Labor-Management Disputes, this article agrees with the conclusion of Supreme Court in this case, and this article also points out the legal basis should invoke to the suspension of prescription.