疫情期間不可出國？：論勞工工作外行為義務之根據與限制

Is It Prohibited to Go Abroad During The Pandemic?: The Basis and Limitation of Labor's Obligations of Off-the-job Conduct

雖然勞工在勞動契約中的主給付義務為勞務提供義務，不過一般認為除此之外，也負有其他附隨義務以促進契約目的之達成。然而，在疫情期間，雇主為避免勞工遭受感染以致影響其企業之經營而採取了諸如要求勞工不可出國等防疫措施，但這些措施同時也增加勞工工作外行為義務而屬勞動條件之不利益變更。
然而，雇主之所以可採取這些措施的根據為何？又應受到如何之限制？對此雖有深入研究之必要性及迫切性，但我國目前具全面性而完整地先行研究並不多見。是以，本文擬先檢視我國目前對於賦予勞工工作外行為義務之各途徑，包括了以訂定或修正工作規則、於勞動契約中約定或增補、行使指揮命令權及透過作為附隨義務之內容而約定或導出之根據以及相關的限制，分析我國對於作為勞動契約基礎理論之勞工義務內容、對於雇主權限的限制以及勞動條件之變更問題等相關的法制作為本研究之基礎。其次，由於我國之勞動法制與日本具有高度類似性，故本文欲以日本法對於上述途徑及其限制所累積的學說及實務發展作為比較之對象，加以分析及檢討以作為我國法的借鏡。最後，再進一步分析在我國法中採取相關措施時所應注意之處並提出相關之建議，期盼能在疫情肆虐的當下尋求平衡勞資雙方利益之處理方式。

Although the main obligation of labor is to provide labor service, they still have other subsidiary obligations to achieve the purpose of the contract in general. However, during the pandemic, employers take precautionary measures such as requiring employees not to go abroad to avoid infections that could affect the operation of their business. But, these measures also increase Obligation of Off-the-job Conduct, and that are disadvantageous changes in working conditions.
However, what is the basis on which employers can take these measures? And what restriction should be placed on these measures? There is the necessity and urgency to look into these problems, but there is not much comprehensive and complete previous study in Taiwan. Therefore, this article plans to check every way of having labor obligations for off-the-job conduct in current Taiwan at first. They include the formulation and amendment of working rules, the agreement and addition of employment contracts, the right of command and order, and the basis and limitation that promise or steer through the content of collateral obligation. This article will analyze the content of labor obligations as a basic theory of labor contracts in Taiwan. The article will also focus on the legal basis of the study on the limitation of the employer's authority and the change of labor conditions. Secondly, since our labor law system is highly similar to the labor law system in Japan, this article also wants to analyze and review Japanese theories and practices about the ways and limitations that are mentioned above as a comparison to take as reference for the law of Taiwan. At last, this article tries to analyze the places where we should pay attention to when taking relevant measures and gives some suggestions. Hope that we can find the solutions to balance employers and employees in an outbreak of a pandemic.