加班申請制與勞動事件法第38條之交錯：從兩則最高法院判決談起

The Intersection of the Overtime Application System and Article 38 of the Labor Incident Act: An Analysis Based on Two Supreme Court Civil Judgments

加班申請制係我國企業之工作規則常見之規範，雇主透過該制度得掌握勞工延長工作之時間，有效管理人事成本。然雇主亦可能濫用此一制度，使勞工難以獲得應得之給付。在勞動事件法施行後，法院對於加班申請制能否推翻勞動事件法第38條推定，見解仍有歧異。
本文所選擇之兩則最高法院判決，即針對相同之工作規則規範，分別維持原審做成之相反認定。肯定得推翻者從勞工知悉加班規範之角度出發，認為其明確之規範得推翻工時之推定。否定者則認為雇主對工作場所或勞工出勤時間負有監督管理之責，對於勞工未依規定程序申請並經核准之加班，應立即制止，否則即不得以此推翻工時之推定。
本文透過勞動事件法施行後之判決歸納認為，加班申請制之「完善性」應是得否舉證成功之關鍵，雇主應確認勞工知悉申請制度存在、考量不同工作型態給予不同申請方式，並維持申請制度運作完整，避免利用組織文化等潛規則阻撓勞工提出申請，以兼顧加班申請制之設立目的以及勞動事件法保障勞資雙方權益、促進勞資關係和諧之立法意旨。

The overtime application system is a common regulation in the work rules of enterprises in Taiwan, allowing employers to monitor employees’extended work hours and manage personnel costs effectively. However, there is a risk of misuse by employers, which may prevent employees from receiving their due compensation. Since the enactment of the Labor Incident Act, courts hold different opinion on whether the overtime application system can override the presumption in Article 38 of the Act. The two Supreme Court cases discussed in this article provide opposing interpretations of the same regulation in work rules. The judgment affirming the override focuses on the employee's awareness, holding that a clear regulation can override the presumption of work hours. Conversely, the judgment denying this view argues that the application system lacks real implementation in workplace. Based on an analysis of Labor Incident Act rulings, this article argues that the ''completeness'' of the overtime application system is the key factor. Employers should ensure that employees are fully aware of the application system's existence, offer application methods suitable for various job types, and maintain a functioning application process. They should also avoid the unspoken rule of workplace to hinder employees from applying, thus balancing the purpose of establishing the overtime application system with the Act's legislative intent to safeguard both parties' rights and promote harmonious labor relations.