| 摘要: | 因應我國人口結構變動，勞動力人口緊縮，就業歧視事件法制化的權益保障，日趨重要。我國《就業服務法》第5條第1項，規範各種就業歧視類型，其中包含容貌歧視、性別歧視、性傾向歧視、懷孕歧視、年齡歧視、身心障礙歧視、與工會會員身分歧視等。就業歧視構成要件為不確定法律概念，本文嘗試從權力分立原則與依法行政原則，探討不確定法律中判斷餘地之界限。立法、行政、司法之間功能不同，各司其職。同時介紹德國法、我國法律中不確定法律概念與判斷餘地，以及美國法律中行政行為之司法審查相關理論與法院實務見解。同時借鏡美國就業歧視相關理論與法院實務判決，分析我國就業歧視相關法制與法院實務判決。最後，提出我國就業歧視法制之研究發現與相關修法之建議。;In Taiwan, due to demographic changes and labor shortage, it is becoming increasingly urgent to legalize the protection of the rights and interests of people who face employment discrimination. In Article 5 Paragraph 1 of the Employment Service Act, various types of employment discrimination are prescribed, including appearance discrimination, gender discrimination, sexual-orientation discrimination, pregnancy discrimination, age discrimination, disability discrimination, union membership discrimination, etc. The constituent elements of employment discrimination are uncertain legal concepts. Departing from the doctrines of separation of powers and law-based administration, this study examines the boundaries of administrative discretion within uncertain laws. Functionwise, the executive, legislative, and judicial sectors differ, each having particular duties to perform. Moreover, this study delves into the uncertain legal concepts and notions of administrative discretion in the laws of Germany and Taiwan. It also introduces relevant theories and interpretations of court practice for judicial review over the administrative behaviors governed by the laws of the United States. Drawing on relevant theories and court judgments regarding employment discrimination in the US, this study critically analyzes the legal system and court judgments involving employment discrimination in Taiwan. Finally, I present my key research findings on the issue of employment discrimination in Taiwan’s legal system. Based on these findings, I offer suggestions for subsequent law amendments. |
