自願加班也不行!公司沒付952元加班費遭 - 加班
By Frederica
at 2020-06-14T22:44
at 2020-06-14T22:44
Table of Contents
https://tw.appledaily.com/local/20200614/SWREAQLIRIEYEHX574OTZWVBJQ/
自願加班也不行!公司沒付952元加班費遭罰5萬 法院:避免慣老闆
上市公司華經資訊(2468)2016年間被台北市勞動局勞檢查出,未給付2名員工共952元的加
班費,被依違反《勞基法》裁罰5萬元,並公告公司及負責人名稱。華經不服,提起行政
訴訟,儘管員工證稱「我們沒有要申請」,但台北高等行政法院更二審仍認定,員工可能
礙於「組織文化、氛圍、潛規則」不敢提出要求,華經未主動查明,反而消極讓員工滯留
加班卻未給付加班費,判決勞動局裁罰有理,還可上訴。
華經資訊專營網路系統整合,包括雲端IT基礎架構建置、網路代管等服務,也承接過許多
政府標案。
北市府勞動局2016年勞檢時,發現華經規定員工工作8小時,晚上6點過後,以半小時為單
位算加班費,當時有2名員工各加班2.5個小時,加班費各為500元、452元,不過公司卻沒
給加班費。
由於華經過去曾有違反《勞基法》的紀錄,北市勞動局認為這是第2次違規,依《勞基法
》開罰5萬元,公布公司及負責人名稱,並於2017年3月16日執行處分。不過,華經不服,
訴願遭駁後,提起行政訴訟抗罰。北高行一審、更一審都判決撤銷勞動局原處分,但最高
行政法院認為違法性調查不完備,二度發回更審。
華經主張,2名員工審酌工作情況才自行延長工時,公司未要求他們加班,2人也未按照公
司的《工作規則》及《加班管理辦法》事前申請加班,事後也沒有補申請, 視同自願拋
棄申請加班的權利 ,且過去員工按照規定申請加班費,公司都沒有拒絕給付的情況,強
調不是公司的不當措施或氛圍導致他們不敢申請。
華經認為,法院過度「憂慮」勞工不敢申請加班費,2名員工出庭時也證稱:「單純想把
事情做完,主管有告訴我們,要留下來工作,可申請加班,但我們沒有要申請。」因此,
本件沒有延長勞工工時而不給付加班費的違法情況。
北市勞動局則指出,2名員工確實有加班,沒給加班費就違法,且 最高行政法院發回更審
提及,勞工常屬弱勢一方,有時因組織文化、氛圍或潛規則,讓他們難立於平等地位與僱
主協商,勞工延長工時,僱主即有依規定給付加班費的義務,與僱主是否採取加班申請制
度無關,也就是說,如果公司不想讓員工加班,可以制止或反對,有加班就應該給錢。
勞動局指出,根據打卡記錄顯示,2員工都有加班2.5小時,公司設有讀卡式出勤系統,只
要有異常,人事主管都會知道。況且員工接到異常通知時,並沒補加班申請的選項,只能
申請免簽到、請假,公司有應注意而未注意的過失,因此要求法院駁回華經要求撤銷處分
的請求。
北高行更二審認為,2員工加班是事實,如果公司不願員工加班,可以採取許多措施避免
員工繼續工作,而不是消極地任由他們滯留,卻拒絕給付加班費,平白受領勞工提供的勞
務。
此外,人事主管指稱,他當時因休假未發現2人加班,直到3個月後遭勞檢發現員工加班,
他才詢問2員為何加班,如果確實在工作可以申請加班費。他指出,過去詢問員工為何加
班時,有些人會說完成工作是本分,有些人是認為自己能力不好,所以如果員工沒有申請
加班,他不會特別留意刷退紀錄。
法院認為,從主管的說法可知,主管沒事前防止加班,也沒有事後補發加班費,公司對加
班的員工沒有積極作為。
更二審指出,華經的《工作規則》及《加班管理辦法》顯示員工加班要「事先」填寫申請
單,送主管核准,才能加班,或經主管臨時指示加班,才能補辦加班申請,事後是否能申
請加班費,沒有明訂。
更二審合議庭更說,營利單位追求利潤、降低成本不應用延長員工工時,拒付加班費的違
法方式,不過,這些情況卻時有所聞,難怪民間會有所謂「慣老闆」的戲謔說法。
至於華經稱員工沒提出補加班申請視同自行放棄權利,公司應免責,合議庭不認同,反而
認為僱主應該主動查明給付,避免員工不敢提出要求。因此,更二審推翻前幾審的認定,
認為本件有加班事實,僱主就應該給予加班費,勞動局的處分並沒有違法。(王怡蓁/台
北報導)
--
自願加班也不行!公司沒付952元加班費遭罰5萬 法院:避免慣老闆
上市公司華經資訊(2468)2016年間被台北市勞動局勞檢查出,未給付2名員工共952元的加
班費,被依違反《勞基法》裁罰5萬元,並公告公司及負責人名稱。華經不服,提起行政
訴訟,儘管員工證稱「我們沒有要申請」,但台北高等行政法院更二審仍認定,員工可能
礙於「組織文化、氛圍、潛規則」不敢提出要求,華經未主動查明,反而消極讓員工滯留
加班卻未給付加班費,判決勞動局裁罰有理,還可上訴。
華經資訊專營網路系統整合,包括雲端IT基礎架構建置、網路代管等服務,也承接過許多
政府標案。
北市府勞動局2016年勞檢時,發現華經規定員工工作8小時,晚上6點過後,以半小時為單
位算加班費,當時有2名員工各加班2.5個小時,加班費各為500元、452元,不過公司卻沒
給加班費。
由於華經過去曾有違反《勞基法》的紀錄,北市勞動局認為這是第2次違規,依《勞基法
》開罰5萬元,公布公司及負責人名稱,並於2017年3月16日執行處分。不過,華經不服,
訴願遭駁後,提起行政訴訟抗罰。北高行一審、更一審都判決撤銷勞動局原處分,但最高
行政法院認為違法性調查不完備,二度發回更審。
華經主張,2名員工審酌工作情況才自行延長工時,公司未要求他們加班,2人也未按照公
司的《工作規則》及《加班管理辦法》事前申請加班,事後也沒有補申請, 視同自願拋
棄申請加班的權利 ,且過去員工按照規定申請加班費,公司都沒有拒絕給付的情況,強
調不是公司的不當措施或氛圍導致他們不敢申請。
華經認為,法院過度「憂慮」勞工不敢申請加班費,2名員工出庭時也證稱:「單純想把
事情做完,主管有告訴我們,要留下來工作,可申請加班,但我們沒有要申請。」因此,
本件沒有延長勞工工時而不給付加班費的違法情況。
北市勞動局則指出,2名員工確實有加班,沒給加班費就違法,且 最高行政法院發回更審
提及,勞工常屬弱勢一方,有時因組織文化、氛圍或潛規則,讓他們難立於平等地位與僱
主協商,勞工延長工時,僱主即有依規定給付加班費的義務,與僱主是否採取加班申請制
度無關,也就是說,如果公司不想讓員工加班,可以制止或反對,有加班就應該給錢。
勞動局指出,根據打卡記錄顯示,2員工都有加班2.5小時,公司設有讀卡式出勤系統,只
要有異常,人事主管都會知道。況且員工接到異常通知時,並沒補加班申請的選項,只能
申請免簽到、請假,公司有應注意而未注意的過失,因此要求法院駁回華經要求撤銷處分
的請求。
北高行更二審認為,2員工加班是事實,如果公司不願員工加班,可以採取許多措施避免
員工繼續工作,而不是消極地任由他們滯留,卻拒絕給付加班費,平白受領勞工提供的勞
務。
此外,人事主管指稱,他當時因休假未發現2人加班,直到3個月後遭勞檢發現員工加班,
他才詢問2員為何加班,如果確實在工作可以申請加班費。他指出,過去詢問員工為何加
班時,有些人會說完成工作是本分,有些人是認為自己能力不好,所以如果員工沒有申請
加班,他不會特別留意刷退紀錄。
法院認為,從主管的說法可知,主管沒事前防止加班,也沒有事後補發加班費,公司對加
班的員工沒有積極作為。
更二審指出,華經的《工作規則》及《加班管理辦法》顯示員工加班要「事先」填寫申請
單,送主管核准,才能加班,或經主管臨時指示加班,才能補辦加班申請,事後是否能申
請加班費,沒有明訂。
更二審合議庭更說,營利單位追求利潤、降低成本不應用延長員工工時,拒付加班費的違
法方式,不過,這些情況卻時有所聞,難怪民間會有所謂「慣老闆」的戲謔說法。
至於華經稱員工沒提出補加班申請視同自行放棄權利,公司應免責,合議庭不認同,反而
認為僱主應該主動查明給付,避免員工不敢提出要求。因此,更二審推翻前幾審的認定,
認為本件有加班事實,僱主就應該給予加班費,勞動局的處分並沒有違法。(王怡蓁/台
北報導)
--
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