負時數賠錢 - 法律
By Rebecca
at 2020-05-11T07:22
at 2020-05-11T07:22
Table of Contents
請教律師大大們 欲跟公司抗辯負時數賠錢違法,目前找到以下這篇
另想請教如果公司方堅持扣我薪水賠錢是到勞工局申訴嗎?
【勞動視野協會之諮詢法律意見如下】
一、在工資給付是勞動契約之主給付義務,雇主不得片面以減少工時為由變相減少工資給付
一)
勞動契約法律性質上為僱傭契約,遇有爭議時,如勞工相關特別法規均未規定,就回到民法僱傭章節之規定適用法律。民法第482條規定:「稱僱傭者,謂當事人約定,一方於一定或不定之期限內為他方服勞務,他方給付報酬之契約。」也就是說,僱傭契約的重點在於勞工為雇主提供勞務,雇主給付工資,工資給付既然是契約的必要之點,雇主自然不能不經過勞工的同意單方面減少給付之數額。從您的問題中判斷,護理師和醫院已經有約定特定的上班時間,而醫院須給付工資給護理師,但醫院會因為病患人數多寡或其他情形,臨時請護理師不要到醫院提供勞務,此情況是雇ꔊD因為自己經濟上人力需求之考量而在未經護理師同意下,片面通知特定時段不必來上班,就等同於預示不受領護理師給付勞務,既然雇主(醫院)也就是受領勞務給付的債權人已經明確表示不必給付債務,勞工(護理師)自然沒有義務再就已經免除之部分補服勞務。但誠如前述,工資給付是勞動契約的必要之點,醫院不能片面減少,即便某些時段病患較少、人力需求較低而使雇主在經濟上所獲利益較低,亦不得將此經濟上不利益轉嫁於勞工,而以計算負時數之方式減少工資之給付。
(二) 在此情況下,您所任職的醫院要求護理師要記負時數,離職時要求護理師繳足負時數計算之薪水,和民法第487條的規定不符,您可以拒絕給付以負時數計算的薪水給醫院。
(三)
上述之狀況,類似於臺灣高等法院臺中分院102年度勞上字第23號判決之案例,該案中雇主片面調降生產日數,法院認為屬於「預示拒絕受領」勞工給付勞務,基於工資是勞資雙方於締約時合意約定,雇主不能片面減少之理由,雇主不能以縮減工時之方式按比例減少工資給付,如有短付情形,勞工得依約請求雇主給付短付之工資。(臺灣高等法院臺中分院102年度勞上字第23號判決意旨:「工資屬勞動契約之要素,亦為雇主關於勞動契約之主要給付義務,是工資於契約締結時經由勞雇雙方議定後,於契約履行之階段,雇主不得未經勞工同意即單方減少工資之給付或以縮短工時ꐊ坐閬﹛A變相減少工資之給付。又勞資關係中,勞工乃處於經濟上弱勢之一方,為保障勞工權益,自難以勞工受領雇主短付薪資後單純保持沉默,繼續工作,即推認勞工已默示同意雇主短付薪資。被上訴人主張依團體協約第37條第4項第2款之規定扣減上訴人之勞務報酬,依團體協約第3條之規定,應屬違反法律強制規定或禁止規定而無效。本件被上訴人自己調整生產日數,係已預示拒絕受領上訴人於被上訴人片面減少生產日服勞務,揆諸民法第482條、第487與團體協約第43條規定,上開減產核屬可歸責公司事由,致從業人員免除勞務之提供或其提供為不可能者,或為不完全提
供勞務者,不得不經勞工同意即片面縮減工時,並按比例減少工資;是上訴人自得請求被上訴人給付100年11、12月、101年1、2月不當扣款計3,703元。」)
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