勞動基準法第32條之「事變或突發事件」──以罷工為中心

勞動基準法中關於延長工作時間之規定，設有要件限制，其中第32條第4項以「天災、事變或突發事件」作為客觀要件，且因該條屬於特殊情形的延長工時規定，因此並未設有加班時數之上限，使雇主在因應緊急狀況時得以具有人力運用上的彈性。然而，在臺北高等行政法院109年度簡上字第164號判決之航空業罷工案例中，因部分勞工拒絕提供勞務，未參加罷工的勞工需加班以消化業務量情形，是否該當本條項之要件？進一步考察後可見，對於「事變或突發事件」的解釋，過往的主管機關函釋見解似乎未見一致的判準，法院判決也常在部分案例出現歧異見解，惟其中皆曾隱含以「預先準備之可能性」作為判斷基準的用語，本文認為此即可作為勞動基準法第32條第4項中「事變或突發事件」的第一步判斷依據，且在日本與德國的勞動法制上，可以排除工時規制之緊急情況也都存在類似用語。其次，應再以同條項所稱之「雇主有使勞工在正常工作時間以外工作之必要」進行第二步利益衡量，以決定可否適用該項。且本案於利益衡量時，尤應注意勞工之健康權益，以及「罷工」作為爭議行為必然帶給雇主經濟上損害之特質。

The provisions regarding extended working hours in the Labor Standards Act include certain conditions and limitations. Among them, Article 32, Paragraph 4 takes“the occurrence of an act of God, an accident, or an unexpected event”as objective criteria. Since this article is about special circumstances for extended working hours, it does not prescribe an upper limit on overtime hours. This allows employers flexibility in workforce management during emergency. However, in Taipei High Administrative Court Judgement No.164 in 2020, a case related to a labor strike in the aviation industry, since some striking workers refused to provide their services, a few of non-striking workers had to work overtime to maintain the business. The question is whether such a situation can qualify as a requirement under Article 32, Paragraph 4.
Upon further research, it becomes apparent that the explanation of“an accident, or an unexpected event”lacks consistent consensus in past administrative interpretations from the government. Court judgements have also shown differing viewpoints in various cases. However, the common thread seems to imply the use of the phrase“possibility of advance preparation”as a criterion. In this regard, this can be considered the initial basis for assessing“an accident, or an unexpected event”under Article 32, Paragraph 4 of the Labor Standards Act. Additionally, within the labor law of Japan and Germany, similar terminology is used to exempt emergency situations from working time regulations.
Subsequently, the second step involves weighing the benefits based on the provision's condition“the necessity for workers to work outside normal working hours”. This step determines whether the provision can be applied. In conducting this benefits assessment, it is crucial to pay special attention to the health and wellbeing of the workers, as well as the inherent economic damages caused to employers by strikes.