雇主對身心障礙受僱者合理調整義務之遵循及抗辯【本期企劃】 試閱
The Compliance and Defense of Employer Liability in Reasonable Accommodation Duty for the Disabled Employees
本文對我國最高行政法院在2023年一項涉及就業上身心障礙者就業歧視爭訟判決中，引用聯合國2006年「身心障礙者權利公約」之相關規定，以及身心障礙者權利委員會之一般意見書所揭櫫之法理及精神，來匡正高等行政法院所做之錯誤判決，做一簡要之評析指出它不但能在雇主遵循該公約所明定之合理調整義務，以及所能不當負擔之抗辯間，取得一項平衡，而且也對在目前極受重視之積極行動方案措施有所著墨，堪稱是國內法院引用國際人權法作為判決之範例楷模，但也有可能會對中小或微形企業產生困難，而影響它們僱用此一弱勢群體之成員之意願。
This paper makes an initial review of an important disability discrimination in employment case decided by the Highest Administrative Court in 2022. In that case, the Court correctly utilizes the United Nations Convention on the Rights of Persons with Disabilities, and the General Comment No. 6 issued by the Committee on the Rights of Persons with Disabilities to balance employers’ obligation to provide reasonable accommodation for the disabled employees during employment, and their defense of undue hardship. The Court also clarifies the difference between this obligation and their duty to provide affirmative action programs for those employees. The conclusion of this paper is that although this decision clearly build a solid foundation for Taiwan to provide better protections for its disabled persons in employment, it may also have an adverse impact on small-and-medium sized business entities there.
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