網路是現代人「與外界接觸」不可或缺的重要工具，但在這個明眼人居多且多數人皆透過視覺學習與理解事物的世界，許多網站或系統之設計完全未考慮視障者能否使用，當網路對人們的重要性高到不可忽視的地步，甚至網路近用開始牽涉基本權行使和生存資源與機會的分配時，若明眼人皆得以合法近用網路，則基於平等與禁止歧視原則，視障者理應得到相同對待，網站或系統經營者應使其設計滿足「網路無障礙」之要求。而滿足「網路無障礙」之要求需要成本，僅係「鼓勵」難使所有公司、業者皆將「身障數位權利」放在心上並身體力行「網路無障礙」，因此，合理而適當之法律強制規定乃為必需。然而，我國目前雖設有無障礙網站之認證制度，相關法制規範卻未完善，進而導致認證制度之推廣狀況不佳。 目前國內外有關「網路無障礙」之法制相關研究並不多，且也少有回應現代網路實際發展狀況，或從視障者需求出發而為討論，因此本研究希望透過「視障者接觸外界之行為分析」與「網路發展歷程」，構築一個完整的「網路無障礙法制」之討論框架，本研究將視障者網路近用不能之權益侵害歸納為「侵害視障者平等接觸資訊之權利」、「侵害視障者平等接觸著作之權利」與「侵害視障者平等進出或使用（虛擬）空間與設施之權利」。第三章討論視障者「接觸資訊」之權利，雖然現今網路的功能五花八門，但「接觸資訊」仍為其中重要之一環，且許多網路無障礙相關的重要法規皆係以保障「接觸資訊」之權利為基礎，例如：美國二十一世紀通訊與視訊接取無障礙法，此外，著作也是資訊的一種，不同的是著作受到著作權法保護，因此本章也介紹國內外保障視障者接觸著作（尤其數位著作）之法理與法規；第四章則討論視障者「使用網路空間與設施」之權利，這樣的切入點和前兩者不同處在於，其並非以「功能性」之方式針對特定項目而為保障，而是以更加宏觀的角度看待網路，將網路視為能自由進出的「空間」或能使人們達成特定目的的「設施」，目前以這樣觀點而為網路無障礙保障之法規，僅美國身心障礙人士法。 本研究認為，任由視障者因其障礙而成為網路科技發展下的邊緣人，違背近代以「社會模式的障礙」而非「身體能力主義」看待身障者之原則，為促進弱勢族群―特別是視障者近用網路之權益，必須開始重視「網路無障礙」之議題，因此方提出「視障者網路無障礙法制之研究」，也期待本論文之研究，能為此一議題帶來不同思考角度。 / The Internet is an indispensable tool to engage with the outside world. However, there are many websites or systems inaccessible to the visually impaired people due to the design negligence. It may because many engineers only consider the convenience of normal people when designing websites or systems. But when the importance of the Internet is getting higher, even associating with the basic human rights and resource allocation, the Internet users with visual impairments should be treated like the normal people due to the principle of equality and prohibition of discrimination. It means that the websites or systems operators should meet the “Web Accessibility” requirements. Of course, the cost is required, and it can be expected that only “encouragement” is not enough to let people always put “Digital Disability Rights” in mind. Therefore, an appropriate legal mandatory is necessary. In our country, there is a Web Accessibility certification standard while lacking of legal coercion and which leads to poor promotion of the certification standard. There are only a few research focusing on the legal regime of Web Accessibility while usually did not respond to the actual development of modern Internet technology. So we want to build a complete discussion framework for legal regime of Web Accessibility via the analysis of the behaviors of the visually impaired people and the development of the Internet. We classify the right infringements of the web inaccessible to the visually impaired people into the infringements of the rights to equal access to information, copyright works, and cyberspaces/facilities on the Internet. In the chapter 3, we discuss the visually impaired people’ right to access the information. Although the use of Internet is very wide, access the information still play an important role when we talk about Internet nowadays. And we also introduce some laws that protect the right of visually impaired people access the copyright works. In the chapter 4, we discuss the visually impaired people’ right to get into the cyberspaces and to use the facilities on the web. In this chapter, we take a more macro view of the Internet rather than focusing on one or two often used functions. Now the points of Ablebodyism are replaced by the principle of Social Model of Disability and we should not let the visually impaired people become outcast of the technology world. So we propose this research. And hope this research will contribute to enhancing the rights of visually impaired people.

在我國抑或是世界其他的國家，肥胖的問題日趨嚴重，根據世界衛生組織（World Health Organization， WHO）的研究，2008年全球約有15億以上的超重成年人，其中有2億的男性和將近3億的女性體重已經達到所謂的「肥胖」，另外2010年全世界約有4300萬5歲以下的兒童超重 。綜上所述，肥胖的問題正影響著每一個社會。 肥胖者在日常生活中的食衣住行可能會受到一定的歧視與不便，由於可以討論的範圍過廣，本文僅聚焦在「就業上的肥胖歧視」。為了探討此問題，本文第二章說明何謂就業歧視，闡述肥胖者在就業上可能會面臨的歧視有哪些、主流群體對於肥胖的態度與刻板印象，最後論證國家就業上肥胖歧視的正當性與必要性。 第三章介紹美國法就業上肥胖歧視之解決途徑。在美國關於肥胖者於就業上受到的歧視，可能有三種法律救濟途徑。第一、可以尋找聯邦或是州法律有沒有在保護基於「身心障礙」之就業歧視；第二、他可以思考目前所面臨的「肥胖歧視」，得否繫於其他法律保護的歧視類型，例如：種族或是性別；第三、他可以尋找他所居住的州或是城市是否有針對肥胖歧視的直接立法？本文就美國聯邦與各州禁止身心障礙歧視的相關立法做初步的分析，並且帶出相關之判決；另本文亦分析某些州或城市直接禁止「肥胖歧視」之反歧視法與相關案例分析。 第四章則回到我國，分析我國目前法制關於就業上肥胖歧視之議題該如何處理，主要區分私人企業與國家兩種途徑，私人企業上，我們將著重在《就業服務法》第5條之規範，提出本文對於此條文用以解決肥胖歧視之利與弊；國家方面則從我國公務人員考試涉及BMI值判斷的合憲性。 最後第五章結論的部分，綜合分析美國法制與我國法制之間的異與同，最後提出個人對於此議題之建議，以期達到消弭就業上肥胖歧視之長遠目標。 / Obesity discrimination is a serious problem affecting millions of workers. Fat people, and fat women in particular, experience job-related discrimination in hiring, wages, and the terms and conditions of their employment. Hence, this research focus on the problem of obesity discrimination in employment. Part II defines "what is obesity?",and describes mainstream attitudes towards fatness, considers the empirical and anecdotal evidence demonstrating that fat people experience employment discrimination because of their obesity. Then discusses medical information about weight and health as well as weight loss in order to debunk the myth that being fat is always unhealthy and that weight loss is a viable or desirable outcome, this part concludes that being fat is immutable and deserve legal protection. Part III introduces American legal remedies. In America have three legal avenues to explore. First, someone could pursue an action under federal and state laws that protect people from employment discrimination based on disability or perceived disability. Second, someone could consider whether the weight discrimination he (or she) experienced was tied to him(or her) sex, race, or some other protected class. Finally, someone could determine whether any state or local law where he (or she) lived specifically prohibited weight discrimination in employment , since a few jurisdictions have included weight as protected category in their antidiscrimination laws. This part will discuss federal and state disability antidiscrimination laws and cases, and reviews antidiscrimination law passed by three earlier jurisdictions that specifically include weight as a protected category. Part IV discusses how to solve obesity discrimination in employment? This part separate privately owned businesses and national measure. In privately owned businesses, this part will focus on Employment Service Act Article 5 and analyze how to use Employment Service Act solve obesity discrimination in employment. On the side, this part will discuss on some national examinations have qualification restricted are constitutionally.