論加班申請制之加班費認定爭議

Overtime Pay and Overtime Application System

在採取加班申請制的事業單位，於勞工未提出加班申請時，其是否可以請求加班費，於實務上饒生爭議。此議題雖然外觀看起來是加班費請求之工資爭議；然而，欲令雇主依勞基法第24條給付加班費之前提，從勞基法施行細則第20條之1可知，必須是勞工工作時數超過法定工時或於休息日出勤，方可享有加班費請求權；因此加班申請制之爭議，本質上仍是勞工未申請加班時，其提供勞務的時間可否列入工時計算之工時認定問題。從最高法院近年來關於請求加班費之事件中，要求加班費必須與工時具有必要關連與連動關係之趨勢觀之，可知工作時間之認定與加班費請求間的關係密不可分。本文欲藉由分析數則最高法院判決，釐清加班申請制對加班費請求爭議所帶來的影響。

In a company that adopts an overtime application system, whether employees can request overtime pay when they have not submitted an application for overtime work is controversial in practice. In accordance with Article 24 of the Labor Standards Act, it can be seen from the provisions of Article 20-1 of the Enforcement Rules of the Labor Standards Act that the employee must work more than the legal working hours or attend work on a rest day before he can enjoy right to claim overtime pay. Therefore, although this issue appears to be a wage dispute over overtime pay claims, its essence is that when workers do not apply for overtime, the time they provide services can be included in the calculation of working hours. In a word, it is essentially a matter of working hours determination. From the Supreme Court’s recent decisions concerning requests for overtime pay, the trend of requiring that overtime pay must have a necessary relationship and linkage with working hours, we can see that the determination of working hours is inseparable from the request for overtime pay. This article intends to clarify the impact of the overtime application system on disputes over work shift wages by analyzing several Supreme Court decisions.