隨著資訊通信科技的日漸普及，勞工彈性地在任一處「遠距」提供勞務的情形逐漸廣泛，此種新興的工作型態使勞工不再受地理與時間的限制，僅須持有相應設備，不論何時何處皆可為雇主效力。但也正因如此，具高度彈性的工作地點及工作時間引發了新的勞動問題，有關勞工隱性加班與休息權受不當侵害的現象，在學界與實務界引發眾多討論。 本文除介紹我國工時制度外，並探討我國工時制度與「離線權」調和之可能性，首先透過國外立法經驗與相關政策討論，針對離線權之內涵、適用範圍及例外情境等規範內涵進行梳理，最後本文將提出適合我國勞動環境之離線權適用方針，透過制度的建立，積極推動組織文化改變，進而自根本上促使勞工工作與生活達成平衡，以期望進一步保障勞工離線權，實現勞動市場永續發展的理想狀態。 ;With the rising prevalence of Information and Communications Technologies, it has become common for workers to provide “remote labor” with flexibility regarding locations. This innovative working model frees workers from the geographical and temporal limitations ; with the appropriate devices or digital tools, the workers can tackle tasks for their employers anytime and anywhere. However, such high flexibility in working locations and working time has already given rise to a new labor issue. The improper infringement of “hidden overtime” and “right to rest” has sparked widespread discussion in both academic and practical fields. This thesis aims to introduce the working hour system in Taiwan and also explore the possibility for harmonizing it with the working hour system and “ Right to Disconnect “. First, through examining the foreign legislative experiences and the related policy, it will clarify the definitions, applicable scope and the duty reconnection of “Right to Disconnect”. Then, this thesis will propose a framework suited to Taiwan’s labor environment. By institution-building and actively promoting changes in organizational culture ,it will fundamentally facilitate a work-life balance for workers. Not only will it further safeguard “Right to Disconnect “ , but it can also contribute to realizing the ideal of a sustainable labor market.
