一名海邊的員工被迫跑了整個工業區 - 離職
By Hedy
at 2017-09-23T07:06
at 2017-09-23T07:06
Table of Contents
新北勞工局回覆如下
(當事人自己不爭取,旁人能幫的有限,希望當事人了解一件事,你並不只是為你
自己在爭取權益,也是在導正台灣已經完全扭曲的勞資價值觀,選擇退縮姑息
的結果,是讓未來更多的新人受害。希望勞工朋友們,以後受到霸凌時,不畏
強權直接申訴不要再讓這些職場霸凌的老鳥逍遙法外,讓他們知道這是要負民
事與刑事責任的。敢霸凌,就讓他付出代價。在當學生時心智不成熟,被霸凌
不敢出聲還情有可原。都已經出社會了還如此畏縮,姑息養奸,就不值得同情了)
親愛的市民您好,有關您提供網路貼文陳情「鴻海精密工業股份有限公司」
涉嫌霸凌勞工、刁難勞工請休假、強迫勞工離職及扣留勞工證件追逐勞工一
案,本局處理情形如下:
職場霸凌部分:
依職業安全衛生法第6條第2項規定,事業單位應預防勞工於執行職務時因他
人行為遭受身體或精神不法侵害,建構內部「執行職務遭受不法侵害預防計
畫」及「職場不法侵害通報及處置」之機制。
本局所屬勞動檢查處於接獲您的陳情後,旋即於106年9月15日派員前往鴻海
公司進行檢查,根據鴻海所提供的資料所載,該公司確實訂有相關預防計畫
及機制,惟本案當事人於105年8月1日調回臺灣廠區前,未曾有提出申訴紀錄
,直至106年1月底,始發信至鴻海招募網站,提起派駐大陸廠區遭同事及主
管霸凌的歷程。隨後公司有針對當事人及其申訴對象進行個別訪談,但因未
正式提出申訴,僅做事後關懷輔導。
有關事業單位主管人員於職場透過言語或行動,對勞工身體或精神所為不法
之侵害(即俗稱職場霸凌),受害勞工得向行為人(即主管人員)請求民事損害
賠償,並得提告追究刑事責任。亦得向鴻海請求連帶賠償責任,並可向勞工
局申請勞資爭議調解。
刁難勞工請假部分:因網路貼文無具體詳述請假時間,經本局現場抽調當事
人102年至106年在職期間請假紀錄,發現派駐大陸期間返台次數較少,且有
國定假日與特休未休完情形,但鴻海均有發放未休假折抵工資,難謂有違反
勞基法相關規定。當事人如有疑義,建請提供相關事證,本局將進一步釐清
,若查有違法事實將依規定裁處。
強迫勞工離職部分:針對離職性質究屬自願或強迫,勞資雙方認知差異過大
,無法透過對雇主的勞動檢查手段加以判斷。如當事人對此有爭議,可至新
北勞動雲/勞資調解便利通(https://ilabor.ntpc.gov.tw/cloud/Mediate)
申請勞資爭議調解,本局將儘速召開會議,以維護當事人權益。
由於當事人已向當地警察機關報案,本局將透過跨局處聯繫管道,將此部分
事證轉供警察機關判斷,以便加速釐清是否構成相關刑責。
本局目前勞檢結果,尚缺勞工方面的指證,難免較多呈現鴻海公司說法,請
陳情人協助轉知當事人,儘速協助本局釐清,以保障勞工法益。
以上簡要答復希您滿意,最後祝您健康安好!
承辦機關:新北市政府勞工局
承辦科室:勞動檢查處
承辦人:陳小姐
※ 引述《serenemind (沉)》之銘言:
: 從人資大主管痛哭流涕的反應來看,她其實是在害怕
: 怕事情一旦揭露,不僅有法律責任要負,在公司也可能黑掉。
: 在這種恐懼的情緒之下,虛張聲勢,採取了恐嚇威迫員工的方式,
: 意圖壓下此事。
: 我已經通報新北市勞工局,並提供此板上的詳細訊息,請他們基於保護勞工立場
: 主動調查。接下來就看看我們的勞工局官員會怎麼做了。
--
(當事人自己不爭取,旁人能幫的有限,希望當事人了解一件事,你並不只是為你
自己在爭取權益,也是在導正台灣已經完全扭曲的勞資價值觀,選擇退縮姑息
的結果,是讓未來更多的新人受害。希望勞工朋友們,以後受到霸凌時,不畏
強權直接申訴不要再讓這些職場霸凌的老鳥逍遙法外,讓他們知道這是要負民
事與刑事責任的。敢霸凌,就讓他付出代價。在當學生時心智不成熟,被霸凌
不敢出聲還情有可原。都已經出社會了還如此畏縮,姑息養奸,就不值得同情了)
親愛的市民您好,有關您提供網路貼文陳情「鴻海精密工業股份有限公司」
涉嫌霸凌勞工、刁難勞工請休假、強迫勞工離職及扣留勞工證件追逐勞工一
案,本局處理情形如下:
職場霸凌部分:
依職業安全衛生法第6條第2項規定,事業單位應預防勞工於執行職務時因他
人行為遭受身體或精神不法侵害,建構內部「執行職務遭受不法侵害預防計
畫」及「職場不法侵害通報及處置」之機制。
本局所屬勞動檢查處於接獲您的陳情後,旋即於106年9月15日派員前往鴻海
公司進行檢查,根據鴻海所提供的資料所載,該公司確實訂有相關預防計畫
及機制,惟本案當事人於105年8月1日調回臺灣廠區前,未曾有提出申訴紀錄
,直至106年1月底,始發信至鴻海招募網站,提起派駐大陸廠區遭同事及主
管霸凌的歷程。隨後公司有針對當事人及其申訴對象進行個別訪談,但因未
正式提出申訴,僅做事後關懷輔導。
有關事業單位主管人員於職場透過言語或行動,對勞工身體或精神所為不法
之侵害(即俗稱職場霸凌),受害勞工得向行為人(即主管人員)請求民事損害
賠償,並得提告追究刑事責任。亦得向鴻海請求連帶賠償責任,並可向勞工
局申請勞資爭議調解。
刁難勞工請假部分:因網路貼文無具體詳述請假時間,經本局現場抽調當事
人102年至106年在職期間請假紀錄,發現派駐大陸期間返台次數較少,且有
國定假日與特休未休完情形,但鴻海均有發放未休假折抵工資,難謂有違反
勞基法相關規定。當事人如有疑義,建請提供相關事證,本局將進一步釐清
,若查有違法事實將依規定裁處。
強迫勞工離職部分:針對離職性質究屬自願或強迫,勞資雙方認知差異過大
,無法透過對雇主的勞動檢查手段加以判斷。如當事人對此有爭議,可至新
北勞動雲/勞資調解便利通(https://ilabor.ntpc.gov.tw/cloud/Mediate)
申請勞資爭議調解,本局將儘速召開會議,以維護當事人權益。
由於當事人已向當地警察機關報案,本局將透過跨局處聯繫管道,將此部分
事證轉供警察機關判斷,以便加速釐清是否構成相關刑責。
本局目前勞檢結果,尚缺勞工方面的指證,難免較多呈現鴻海公司說法,請
陳情人協助轉知當事人,儘速協助本局釐清,以保障勞工法益。
以上簡要答復希您滿意,最後祝您健康安好!
承辦機關:新北市政府勞工局
承辦科室:勞動檢查處
承辦人:陳小姐
※ 引述《serenemind (沉)》之銘言:
: 從人資大主管痛哭流涕的反應來看,她其實是在害怕
: 怕事情一旦揭露,不僅有法律責任要負,在公司也可能黑掉。
: 在這種恐懼的情緒之下,虛張聲勢,採取了恐嚇威迫員工的方式,
: 意圖壓下此事。
: 我已經通報新北市勞工局,並提供此板上的詳細訊息,請他們基於保護勞工立場
: 主動調查。接下來就看看我們的勞工局官員會怎麼做了。
--
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