2008-01-24 15:02:10小S

超級比一比_工作時間與休假 Working Time


資料來源:經濟部投資業務處、勞動基準法

台灣有8個國定假日,每週工作5天,平均每年約有10到12天的休假,部份新進員工在其第一年工作時休假天數可能較少或沒有。公司會依照產業與企業的標準慣例給予員工休假。若準備離職,低階員工應於2到4週前通知僱主,管理職員工則應於4到8週前通知。

第五節 工作時間、休息、休假
一、正常工作時間
我國對於工時總數之限制為每日正常工作時間不得超過八小時,每二
週工作總時數不得超過八十四小時(勞動基準法第三十條第一項)。同法
三十一條則規定,在坑道或隧道內工作之勞工,以入坑口時起至出坑口時
止為工作時間。勞工因出差或其他原因於事業場所外從事工作致不易計算
工作時間者,以平日之工作時間為其工作時間,但其實際工作時間經證明
者,不在此限(勞動基準法施行細則第十八條)。又同一事業單位有數個
工作場所時,則勞工於各該場所之工作時間自應合併計算,且應加計往來
於各場所之教通時間(同施行細則第十九條)。
就上述有關工時總數之相關規定可知,我國對於工作時數之規範是採
雙層之限制,即每日最長為八小時每二週最長為八十四小時。對於工作時
間之起迄計算上,除坑道或隧道工作之勞動者以入坑口時起至出坑口時為
工作時間外,應由勞資雙方自行約定,一般而言,此一八小時之範圍包含
待命時間、應雇主要求出席會議或訓練之時間,但不包括休息時間(依勞
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工安全衛生法第九條所訂有關高溫度、異常氣壓作業、高架作業、精密作
業、重體力勞動或其他對於勞工具有特殊危害作業標準中所規定之休息時
間,則例外地計入工作時間內)。
為因應勞動基準法第三條規定之不同性質之事業單位,勞動基準法第
三十三條則謂,除製造業及礦業外,因公眾生活便利或其他特殊原因有調
整正常工作時間之必要者,得由當地主管機關會商目的事業主管機關及工
會,就必要之限度內以命令調整之。
二、正常工時外工作時間之保護

(二) 休假
1.例假日
勞工每七日中應有一日之休息作為例假(勞動基準法第三十六條),
即前後兩個例假日應間隔六日,且此之一日係指連續二十四小時,此之星
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期例假並不限於星期日,如依事業之性質對於從事不能間歇工作部門之勞
工,則可以輪流休假之方法為之。
2.勞動節日、紀念日或指定放假日
紀念日、勞動節日及其他經中央主管機關規定應放假之日,均應給假
休息(勞動基準法第三十七條),勞動基準法施行細則第二十三條就此並
有詳細之規定。紀念日、勞動節日或指定放假日如適逢例假,則於翌日補
假一日。紀念日休假雇主不得逕行與其他工作日對調,惟於取得雙方之協
議,紀念日休假與工作日對調並無不可。
3.特別休假
勞工在同一雇主或事業單位繼續工作滿一年以上三年未滿者給予特別
休假七日,三年以上五年未滿者十日,五年以上十年未滿者十四日,十年
以上者,每一年加給一日,加至三十日為止(勞動基準法第三十八條)。
勞工於同一雇主或事業單位工作滿一定期間者,為特別休假取得之要件,
且不論其為全時工作或部分時間工作。勞動者於年度中終止勞動契約時,
其享有一定日數之特別休假亦不受影響。
五、請假
勞動基準法第四十三條則規定勞工因婚、喪、疾病或其他事由得請
假;請假應給之假期由中央主管機關定之。依此勞動基準法之附屬法規中
而有勞工請假規則。整體而言就勞動基準法所形成之勞工保護中勞工可請
之假別為:
(一) 公假
勞工應依法令規定為之者,給予公假。公假之日數視實際需要定之
(勞工請假規則第八條)。舉凡勞工擔任工會理事而處理工會會務、勞工參
加與其職務有關之職類技能檢定、勞工參加義務警察點閱召集或服務、勞
工參加後備軍人輔導中心舉辦之各項活動、勞動者參加役男體檢、或勞工
因事業單位違反勞工法令經司法機關傳喚出庭作證,或勞工參加民防團隊
訓練或服務等,均應分別依法或依實際需要給予公假,而公假之中尚且包
括路程時間。
(二) 婚假
勞工結婚者給與婚假八日(勞工請假規則第二條之規定),此之婚假
依內政部所為「請假期間遇法定放假日不計入請假期內」之函釋,是指八
個工作日。至於婚假之八日則以一次給足為原則。
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(三) 喪假
勞工之親屬如有死亡之情況時,勞工則可請喪假(勞工請假規則第三
條之規定),喪假之日數按其親殊遠近而有不同,且依實際喪亡人數給
假:
1. 勞工之父母、養父母、繼父母、配偶死喪亡時,喪假八日。
2. 勞工之祖父母、外祖父母、子女、配偶之父母、配偶之養父母或繼
父母喪亡時,喪假六日。
3. 勞工之兄弟姊妹或配偶之祖父母喪亡時,喪假三日。
喪假與婚假之請假方式略有不同,喪假可因習俗之故分次給假。又喪假之
給予除為處理親屬喪葬事宜之外,尚有平復心中哀慟之目的。
(四) 病假
1.普通病假
勞工因普通傷害、疾病或生理原因必須治療或休養者得請普通傷病
假。其日數依勞動者住院與否而有不同,未住院時全年合計不得超過三十
日,住院時二年合計不得超過一年,未住院傷病假與住院傷病假二年合計
不得超過一年(勞工請假規則第四條)。
2.公傷病假
勞工因職業災害而致殘廢、傷害或疾病者,其治療、休養期間,給予
公傷病假(勞工請假規則第六條)。至於請假之日數則未有規定,以勞動
者治療或休養所需為其限度。
(五) 事假
勞工因有事故必須親自處理者,得請事假,全年合計不得超過十四日
(勞工請假規則第七條)。
(六) 產假
女性勞工於分娩前後應停止工作給予產假八星期,如懷孕三個月以
上流產者,停止工作給予產假四星期(勞動基準法第五十條第一項),此
一產假且不得任意拋棄。產假之給予是以事實認定為準,不論已婚或未
婚;如為妊娠六個月以上分娩時,無論死產或活產,即給產假。

__________分隔線________

資料來源:WorkChoices

2. Annual leave.
The new Fair Pay and Conditions Standard for annual leave will be four weeks of paid annual leave per year, with an additional week of paid leave for certain types of shift workers.
The new Fair Pay and Conditions Standard will include key provisions for pro-rata arrangements to cover part-time employees and those who have not yet worked for 12 months.
Currently it is possible for employees under an agreement to cash out all of their annual leave. Under WorkChoices, employees may request to cash out up to two weeks of their annual leave entitlement
every twelve months. This can only occur in a situation where it is explicitly provided for in an
agreement that covers the employee; and where the employee requests the cashing out in writing.
It will be illegal for employees to pressure or force employees to cash out their annual leave, and it will
also be illegal for cashing out of annual leave to be a condition of employment.
Annual leave in awards will be preserved. Where awards currently provide more generous annual leave conditions than the new Fair Pay and Conditions Standard, the more generous conditions
will apply to those still covered by awards (both current and new employees). Preserved award provisions will not form part of the new Fair Pay and Conditions Standard for agreement-making.

3. Personal/carer’s leave.
The new Fair Pay and Conditions Standard for personal/carer’s leave will consist of ten days of paid personal leave per annum after 12 months of service (pro-rated for employees who have not completed
12 months service). This leave is cumulative.
Up to ten days in any given year can be used as carer’s leave. The new Fair Pay and Conditions Standard will also include two days of paid compassionate leave per occasion. Compassionate leave is leave to visit a seriously ill or dying relative as well as to attend a funeral. A further two days of unpaid carer’s leave per occasion will be available in the event of an unexpected emergency for employees who have exhausted their personal leave entitlement or are casual.
Personal/carer’s leave in awards will be preserved. Where awards currently provide more generous personal/carer’s leave than the new Fair Pay and Conditions Standard, the more generous conditions will apply to those still covered by awards (both current and new employees).
Preserved award provisions will not form part of the new Fair Pay and Conditions Standard for agreement-making.

4. Parental leave.
The new Fair Pay and Conditions Standard will entitle employees to take up to 52 weeks of unpaid parental leave at the time of the birth or adoption of a child.
Both parents cannot be on leave at the same time, other than one week of leave at the time of the birth or three weeks in the case of adoption.
The amount of unpaid parental leave is reduced by any amount of other leave taken (included paid maternity, paternity, personal or annual leave) by either parent.
The new Fair Pay and Conditions Standard will apply to all full-time, part-time and eligible causal employees (with at least 12 months’ continuous services with their current employer). An eligible casual employee is a casual employee employed on a regular and systematic basis for a period of at least 12 months and who has, but for the pregnancy or adoption, a reasonable expectation of ongoing employment.
Employees will also be entitled to unpaid special maternity leave of an amount as directed by a registered medical practitioner if the pregnancy terminates by means other than a live birth within 28
weeks of the expected birth date or in the case of pregnancy-related illness.