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誠如馬克思(Karl Marx) 所言，人力磨坊造就了封建地主社會，蒸汽工廠造就了工業資本家的社會 。在歷史的演變中，我們可以很清楚發現，當經濟產生本質上之改變時，每每造成社會結構劇烈地改變。從資本主義經濟之發展觀察，特別是從由原始資本累積至自由競爭階段，再由自由競爭進入壟斷階段，企業併購始終伴隨著資本主義經濟發展，也深深影響著社會結構之變動。觀諸企業併購原屬市場經濟成熟，及資本市場發達國家或地區之產物，以社會主義公有制為其政經本質之中國，應與市場經濟之屬性杆格不入；但在西元二００一年以後，全球併購市場發生板塊遷移之重大變化，傳統上居於併購重鎮之美國及歐洲均呈現大幅萎縮現象，而日本除外的亞洲則成為新興的市場，其中以號稱「世界工廠」亦儼然成為「世界市場」之中國大陸，以後來居上之勢，持續受到矚目。 企業併購一個顯為法律上饒富興味之課題，這不只是因為併購具有多種的形態，更因為併購涉及企業間複雜之權利義務關係，使得多種面向法律領域都與之產生牽連。其中「企業併購勞動保護議題」，更為思考勞動法如何面對全球化問題之觀察窗口。過去那些把世界從政治上分為一塊一塊、從法律上分為一國一國邊界之主權劃分方式，正被日益興起之全球化力量所穿透，進而使得經營組織、法人格等人為的資源配置限制範疇，由封閉走向開放，帶來勞動關係的變動。從各國法制比較分析可知，關於企業併購對勞動契約產生之影響，實牽涉一國經濟發展政策與勞工權益衡平之考量，該等考量之結果則體現在該國之勞動法制上；因此，不同國家之勞動法制在企業併購時，對勞動契約產生之影響，也有不同之樣貌。前述議題之於中國，在其特殊的政經體制發展下，更值得研究。 本文研究發現，中國大陸企業併購對勞動契約產生之影響，在二００八年一月一日《勞動合同法》實施前後，展現不同樣貌。在該法實施前，企業併購過程中勞動關係之處置，從理論到實踐、從政策依據到操作方法，存在著許多亟待解決之問題。該等問題在《勞動合同法》公佈施行後，是否戛然而止；除有待觀察外，透過本論文之探討，或可預見端倪。 / History clearly tells us that a change in the nature of an economy always brings significant changes to the social structure. When we study the development of capitalism, especially from the stages of ancient accumulation of capital, to free competition and monopoly, corporate mergers have always gone hand in hand with the development of capitalism, and have always contributed a material effect on the change of social structure. Corporate mergers are the products of a mature market economy and developed capitalist countries or regions. With a socialist common ownership economic and political base, China should not have anything with the characteristics of a market economy. However, the global merger market developed a huge change in the landscape after 2001, when we started to see a large decrease in the original major merger regions, US and Europe. Asia, except Japan, has become the newly emerged market. The “world's factory", China, has turned into the “world’s market” and fast advanced to lead the crowd, capturing the focus of attention since then. Corporate mergers are a very interesting legal topic because of their multiple forms and multiple links to different legal aspects as mergers are related to the complicated rights and obligations among corporations. One of the aspects, “Labour Protection in Corporate Merger”, is the observation window for the Labour Law in globalization. In the past, the world was divided by means of politics and jurisdiction, with clear boarders and independent countries. These are now increasingly penetrated by the force of globalization. The once closed resources allocation scopes of operating organizations and legal entities have started to open up, which leads to the change of labour relationships. It can be seen from comparing and analyzing the laws of different countries that the effect of corporate mergers on labour contracts is related to the balanced consideration of the economic development policy and labour rights. This balance consideration results in the labour law of the individual country. Different labour regulations of different countries have different effects on labour contracts in corporate mergers. As mentioned above, China is especially worth studying because of its special economic and political systems. This study found that there were different effects on labour contracts from corporate mergers in Mainland China before and after the implementation of "Labour Contract Law" on 1st January, 2008. Before the Law was implemented, there were a lot of unsolved issues on labour relationships in a corporate merger, from theoretical to practical levels and from the policy basis to actual operation. It is true that we have yet to wait and see whether the launching and implementation of the “Labour Contract Law” will be able to solve the problems, but we might still be able to get some clues through the discussion of this study.

所謂電傳勞動(telework)，是指勞動者位在自身勞務成果受領人只要營業場所之工作站，藉電腦資訊技術及電子通訊設備為勞務給付活動之特殊勞動型態。其構想與實踐發端於1970年代，也引起不同學科領域研究者及實務界的重視與討論。曾有相當多樂觀的論者認為，電傳勞動可提供工業革命以降人員、物資集中化所導致眾多社會問題之解決契機，並預言在二十世紀結束之前，隨資訊科技日新月異、環保意識抬頭及勞動人口工作觀念變遷，電傳勞動必將成為工業先進國家居民主流的工作方式。儘管歷經三十餘年的發展、演進，電傳勞動雖未如早先預期般迅速擴張，但從其溫和、緩慢成長之趨勢看來，電傳勞動在未來仍有不可忽視的發展潛力。 自勞動關係(employment relations)的角度出發，由於電傳勞動在技術使用、職場空間與組織關係的特殊性格，讓傳統針對工廠及辦公室作業體制之社會規範系統遭遇全面性的挑戰。隨著有償性工作透過電腦網路向家庭、社區，乃至於任何可架設資訊設備之地點分散，包含勞動條件基準、勞工安全衛生等以事業單位為規範對象之法令即難以藉由行政檢查落實；新型態的作業流程與組織模式也限制了勞動者面對面接觸的機會，削弱工會與集體協商系統及其他廠場勞資共同決定制度運作之基礎。 此外，在雇主引入各式電傳工作設計以樽節經營成本、刺激生產效率、員工創意與組織靈活性之同時，與勞務彈性化密切相關的剝削，輻射能所促發的職業疾病，傳統職場人際關係解構所導致的工作不適應症、社會孤立感受，以及勞動者團結、交涉權力定位困難等問題，亦紛紛披戴著資訊社會副產品的外衣，悄悄登場於今日的工業社區舞台。如何對現象做不同層次的分析，掌握問題之本質，進而就所獲知識對新工業生活規則輸出方向及方式提出實質建議，使勞動者權益不致因技術條件變動而遭受損害，則是急待研究者關切之議題。 本研究採用Strauss and Corbins(1990)所建議之文獻分析技術，嘗試於整理1976至2000年間，包括：勞資關係、勞動法學、資訊管理、人力資源管理、交通運輸學、未來學、女性研究等學門針對電傳勞動關係研究所累積專論之過程中找尋問題範疇，再以個別、集體勞動關係作為論述主軸加以發展、呈現。全文計分六章一十四節，於第一章中詳述研究動機、方法及章節架構；研究主題之定義及概念則在第二章加以掌握，之後合併地三章對電傳勞動之技術基礎與社會意涵之討論提供為文繼續深入探討之一班性脈絡。第四、五章屬本研究之重心，分析電傳勞動對既有工業社區規範造成之衝擊與當事人回應對策；第六章歸納前術章節所有範疇形成結論，並對政府、雇主及工會組織提出具體之建議。

產業結構轉變，使得勞動保護法原所預想的勞工圖像造成變化， 及該保護設計漸不相吻合。知識經濟對於產業勞動關係之影響，產 生如行、職業分類標準，勞動基準法一體適用性，勞動關係從屬性 等衝擊；工作時間彈性化，工作壓力與工作滿足，工會發展之衝擊， 移動自由引起之問題等議題。今日，於知識工作者之定義仍眾說分 歧下，筆者從現行職場已出現非典型之勞動者這一塊，探究該知識工作者其勞動法制面如何因應，然為使焦點集中，故以個別勞動關係、集體個別勞動關係、工作環境權等勞動法制為核心進行探討。 就知識經濟下及多元社會發展下，立法者未來對於該勞動法制 之釐訂，或更須多加審視立法對象之個別情形。知識經濟下，非典 型勞動者中，知識工作者之工作型態已不同以往，由於其工作投入 源自於智力，完成工作之時間，已非傳統之計算方式可加以適用。 因此，管理者對於該知識工作者，已有對其工作時間採彈性規定， 對其工作成果採責任制導向等。故於時間規範，宜由勞資雙方自行協商。於勞工職業安全方面，知識工作者可能因工作產生精神壓力並造成心理方面之疾病，對此，國際組織及我國主管機關未來對於此種新興疾病，除瞭解其形成原因外，更須加以有效防範與採取解決之道，以謀勞動者之心理健康。 關於知識工作者其團體勞動意識之凝聚力如何加強的問題，或 應先探究勞動者成立工會之主要本質，即其須有明確之團體利益導向。因此，該組織之各知識工作者，因某事件而形成明確團體利益之意識下，則工會組織才會對其發揮作用，接續談及的團體協商、 爭議權之行使才有意義。而對於無工會之企業，應強調該企業健全 人力資源發展之重要，因為在人力資源發展良好的企業裡，其相對 會為員工設立健全內部申訴管道，如此或應可相當地解決員工之困 擾，消弭問題之滋衍。對於知識工作者因移動自由，不管是人權、團體勞動權利，皆有可類推適用之保障規範，然當該知識工作者因涉及涉外要素之民事事件時，則產生國際裁判管轄權之問題。而按法律行為發生涉外關係時，有關當事人自主原則，此時應判定其為「國際私法之當事人意思自主原則」，抑或「實體法上之當事人意思自主原則」，因為適時區別對該知識工作者權益會有所助益。 關鍵字：知識經濟、勞動關係、知識工作者、非典型勞動者 / Abstract Because of industrial structure transformation, it causes to change that the laborer image which the labour protection law originally expected to, and then the protection design gradually does not tally. Knowledge economy has its influence regarding industrial labour relations on the impacts of the occupation classification standard, labour standards law applying to all, the subservience of labour relations, and so on; the issues of the working time flexibly, working pressure and work satisfies, the impact of the trade union development, the causing problems of moving freely, etc. Nowadays, there are still different definitions to the knowledge workers, the author inquires into the labour laws how to built in about the knowledge workers that belong to the non－typical labours from the present duty field, however, for the point to be centralized, I focus on the individual labor relations, collective individual labor relations, and working environment rights, etc. Under the knowledge economy and a great diversity of social development, the legislators designing the labour laws in the future have to carefully examine the legislation object about the individual situation. On the knowledge economy，for the knowledge workers of non- typical workers, their working patterns have been differently than ever, as a result of their work investment source from to intelligence, the time about completing the work, it is not suitable for computing by traditional mode. Regarding this kind of knowledge workers, superintendents take flexible working time, pick the responsibility system guidance to their work achievement, etc. So to the code of conduct about time standard, it suitably voluntarily consults by labor both sides. To labour professional safety aspect, the knowledge workers possibly have the spiritual pressure and creating the psychological disease, the International organization and the government in Taiwan for this kind of emerging disease in the future, should understand its the reason of forming, also have to perform effectively and adopt ways of the solution, and seek for psychologically healthy of the workers. The question about the cohesive force of association consciousness for the knowledge workers how to strengthen , perhaps we should first inquire into the main essence about the labours why they set up the trade union, namely they must have the association benefit guidance. Therefore, the organization of various knowledge workers forms the association benefit consciousness under some event, then the labor union can display its function, continues the association which refers to consult, the dispute power enable significance. But regarding the enterprise that has no trade union founded, it should emphasize the sound human resources development, because of doing so, it relatively can set up the perfect internal appeal pipeline for the staff, and perhaps be possible to solve staff puzzle , extinguishes the question to incite spreads out. Regarding the moving freedom of knowledge workers, no matter what the human rights, the association right to labour, All the knowledge workers could be suitable the safeguard standards, however, when they involve in the foreign affairs about the essential factor of the civil event, thus causing the question of the international umpire jurisdiction. But according to the legal act which touches on foreign affairs, concerned independent principle of litigant, this should determine it is “The meaning independent principle of Litigant at the international private law”, or “In substantive law, the meaning independent principle of litigant”, for it is helpful to distinguish them at the right moment for these knowledge workers’rights. Keywords：Knowledge economy, Labour Relations, Knowledge worker, Non- typical worker

勞動派遣是一種彈性化的企業人力運用模式，其最大特徵是「僱用」與「使用」分離，勞工由人力派遣公司（派遣事業單位）僱用後派給企業（要派單位）使用，法律上的雇主是派遣事業單位，質上的雇主是要派單位。派遣事業單位、要派單位及派遣勞工為三方關係。勞動派遣對企業有強大的經濟上誘因，除了得以規避一部分的雇主責任，還間接造成低薪化，以及許多其他的問題，也因此近年增長快速，人數已近60萬人。有些應該是直接、長期僱用的職缺，卻採用派遣包裝，派遣事業單位只做薪資代轉，這就是偽裝派遣。 本文第二章對派遣力定義、特徵、發生的背景原因、現況等，作一基礎研究，第三章探討勞動派遣衍生之爭議，由於我國目前對於派遣勞動關係立法嚴重落後，本文先尋求其上位法律概念，即國際勞工組織之國際勞動公約，再檢討我國勞動派遣之立法過程，以及目前僅有的2014年派遣勞工保護法草案。本文以國內某非營利組織為例做訪談調查，了解實務上的派遣勞工現況，對於訪談所得之發現，再經由近十年司法實務見解之統整，作一對照。訪談發現偽裝派遣及勞健保代扣錯誤等不合理情事，近十年司法判決中，亦發現類似的問題，歸納整理成三類：偽裝派遣之破解、勞動報酬、職災補償，並分析各案件之判決見解之重點及異同。結論為：三方關係複雜使勞工無形中權益受損、危險場域中的派遣勞工不受重視、司法判決大部分值得肯定，以及同工不同酬造成低薪化。