法規內容

下載法規原始檔

 

國立成功大學臨時人員工作規則
National Cheng Kung University Work Regulations for Temporary Employees

97年03月26日96學年度第3次校務會議通過
台南市政府97年4月10日南市勞動字第09700336620號函核備
106年1月18日105學年度第1次臨時校務會議修正通過
臺南市政府106年2月7日南市勞條字第10601557312號函核備
108年6月12日107學年度第4次校務會議修正通過
臺南市政府108年7月23日南市勞條字第1080868377號函核備

109年3月11日第201 次行政會議修正通過

臺南市政府109年4月1日南市勞安字第1090408338號函核備

第 一 章  Chapter 1

總則  General principles

第 一 條

國立成功大學(以下簡稱本校)為明確規範本校適用勞動基準法之臨時人員與本校相互間之權利與義務,促使雙方同心協力發展校務,依據勞動基準法暨相關法令訂定國立成功大學臨時人員工作規則(以下簡稱本規則)。

Article 1

To govern the rights and obligations of the National Cheng Kung University (hereinafter “the University”) and its temporary employees who are eligible for the Labor Standards Act, thereby promoting the concerted efforts of both parties in school affairs, the National Cheng Kung University Work Regulations for Temporary Employees (hereinafter “the Regulations”) are enacted in accordance with the Labor Standards Act.

 

 

第 二 條

前條所稱臨時人員(以下簡稱員工)係指本校編制內職員職務出缺時,得控留員額改以契約進用;或在本校年度校務基金自籌經費50﹪範圍內,以本校校務基金管理及監督辦法第三條第二款至第七款收入進用之編制外人員(不包括尚未適用勞動基準法之人員)。

Article 2

The term “temporary employee” (hereinafter “the Employee”) refers to an employee recruited to fill an official vacant position of the University for which the University hires personnel on a contract basis. Alternatively, it may refer to a nonofficial employee of the University (excluding one who is not subject to the Labor Standards Act) but recruited on less than 50% of the self-generated income for the University Endowment Fund in accordance with Subparagraph 2 to 7, Article 3 of the National Cheng Kung University Management and Supervision Regulations for the University Endowment Fund.

 

 

第 二 章  Chapter 2

受僱、停止僱用與解僱  Employment, termination of employment, and dismissal

第 三 條

凡有下列情形之一者,本校一律不予僱用:

一、 曾犯內亂罪、外患罪,經有罪判刑確定或通緝有案尚未結案者。

二、 曾服公務有貪污行為,經有罪判刑確定或通緝有案尚未結案者。

三、 犯前二款以外之罪,判處有期徒刑以上之刑確定,尚未執行或執行未畢者。但受緩刑宣告者,不在此限。

四、 受監護宣告,尚未撤銷,對於所擔任之工作確不能勝任者。

五、 曾有下列情事之一者:

(一)犯性侵害犯罪防治法第二條第一項之性侵害犯罪,經有罪判決確定。

(二)經學校性別平等教育委員會(以下簡稱性平會)或依法組成之相關委員會調查確認有性侵害行為屬實。

(三)經學校性平會或依法組成之相關委員會調查確認有性騷擾或性霸凌行為,有終止契約及終身不得擔任教育從業人員之必要。

(四)經學校性平會或依法組成之相關委員會調查確認有性騷擾或性霸凌行為,有終止契約之必要,且議決一年至四年不得擔任教育從業人員,於該管制期間。

(五)經主管教育行政機關認定符合補習及進修教育法第九條第六項第二款之情事。

(六)經主管教育行政機關認定符合補習及進修教育法第九條第六項第三款之情事,且於該認定一年至四年不得聘用或僱用期間。

員工經本校聘(僱)後,發現其於聘(僱)前已有前項各款情事之一,且隱瞞未告知本校,使本校誤信而有受損害之虞,並符合勞動基準法第十二條規定者,應立即解聘(僱)。

Article 3

An individual shall not be employed by the University if

1.      they have been convicted of or wanted for civil disturbance or treason in an open court case;

2.      they have been convicted of or wanted for corruption in their prior civil service positions in an open course case;

3.      they have been sentenced to a fixed-term imprisonment for a crime not specified in Paragraphs 1 and 2, where the imprisonment period has not been executed or completed, except where probation has been pronounced, or

4.      they are subject to a guardianship order and are unqualified for the position; or

5.      they meet any of the following conditions:

(1)       they have been convicted of sexual assault as per Paragraph 1, Article 2 of the Sexual Assault Crime Prevention Act;

(2)       they have committed sexual assault offences proven to be true through an investigation led by the gender equity education committee of an education institute (hereafter “the Gender Equity Committee”) or related committees convened by law;

(3)       the Gender Equity Committee or related committees convened by law have proven, through an investigation, their sexual harassment or sexual bullying offences to be true and deemed necessary that their employment contract be terminated and that they forfeit their right to ever serve an education position;

(4)       it is within the period (ranging from 1 to 4 years) wherein they are prohibited from serving an education position, as ruled by the Gender Equity Committee or related committees convened by law which have proven, through an investigation, their sexual harassment or sexual bullying offences to be true and deemed the termination of their employment contract necessary;

(5)       they have violated Subparagraph 2, Paragraph 6, Article 9 of the Supplementary Education Act, as proven true by the competent educational authority; or

(6)       they have violated Subparagraph 3, Paragraph 6, Article 9 of the Supplementary Education Act, as proven true by the competent educational authority, and it is within the period (ranging from 1 to 4 years) wherein they must not be employed for an education position.

If an employee’s failure to reveal the fact that he or she has met any of the aforesaid conditions before his or her employment has caused damage to the University and satisfies any of the situations specified in Article 12 of the Labor Standards Act, the employee shall be dismissed immediately.

 

 

第 四 條

新進員工依規定簽訂契約,並按指定日期至本校辦理報到手續,逾期未辦理者,視為自動放棄,報到時應填報各種人事資料並繳驗相關證件。

新進員工得經勞資雙方協商後先予試用三個月,試用期滿表現良好者再予續聘(僱)。

Article 4

The Employee shall sign a labor contract in accordance with the University’s regulations and report for service at an appointed date. Failure to comply shall be considered forfeiting of the position. Reporting for service entails completion of employee information forms and submission of relevant documents for inspection and verification. With the consent of the Employee and the University, the Employee may be put on probation for three months before a labor contract is granted.

 

 

第 五 條

員工有下列情事之一經查證屬實或有具體事實,並符合勞動基準法第十二條規定者,本校得不經預告終止契約,不發給資遺費:

一、於訂立契約時為虛偽意思表示,使本校誤信而有受損害之虞者。

二、對本校同仁及其家屬實施暴行或有重大侮辱之行為者。

三、受有期徒刑以上刑之宣告確定,而未諭知緩刑或未准易科罰金者。

四、故意損耗教學器材、機器、工具、零件或其他本校所有物品,或故意洩漏本校技術上、公務上之秘密或散佈不利不實之謠言,致本校受有損害者。

五、無正當理由連續曠職(工)滿三日,或一個月內曠職(工)達六日者。

六、違反本規則或勞動契約,情節重大者。所謂情節重大係指下列情形之一,且足以影響本校經營秩序者:

    (一)聚眾要挾,嚴重妨害業務或工作之進行,致本校受有損害者。

(二)在工作場所對同仁有性騷擾或性侵害之行為,有具體事證,或有以下情事之一者:

1. 犯性侵害犯罪防治法第二條第一項之性侵害犯罪,經有罪判決確定。

2. 經學校性平會或依法組成之相關委員會調查確認有性侵害行為屬實。

3. 經學校性平會或依法組成之相關委員會調查確認有性騷擾或性霸凌行為,有終止契約及終身不得擔任教育從業人員之必要。

4. 經學校性平會或依法組成之相關委員會調查確認有性騷擾或性霸凌行為,有終止契約及議決一年至四年不得擔任教育從業人員之必要。

    (三)攜帶槍炮、彈藥、刀械等法定違禁物品,進入工作場所,危害本校財產或同仁生命安全、健康者。

    (四)營私舞弊,挪用公款,收受賄賂、佣金,有具體事證者。

    (五)仿傚上級主管人員簽字或盜用印信圖謀不法利益,使本校有受損害之虞者。

    (六)參加經司法機關認定之非法組織,使本校受有損害者。

    (七)造謠滋事、煽動怠工或非法罷工,影響本校業務有具體事證者。

    (八)偷竊同仁或本校財物,有具體事證者。

    (九)無正當理由拒絕本校合法調度指派者。

    (十)未經本校書面同意在校內外兼職或兼課,致影響勞動契約之履行者。

本校依前項第一、二、四、五、六款規定終止契約者,應自知悉其情形之日起,三十日內為之。

Article 5

For employees who have been proven through investigation or by facts to meet any of the following conditions and satisfy any of the situations specified in Article 12 of the Labor Standards Act, the University may terminate the employment contract without providing prior notice or any severance pay.

1.      might mislead the University and thus cause the University to sustain damage therefrom

2.      committing a violent act against or grossly insulting a fellow worker or fellow worker’s family member

3.      receiving a sentence to temporary imprisonment in a final and conclusive judgment and failing to obtain a suspended sentence or permission to commute the sentence to a fine

4.      deliberately damaging or abusing any teaching aid, machinery, tool, equipment, or property owned by the University; deliberately disclosing any confidential technical or operational information pertaining to the University; or deliberately spreading falsehood that subsequently damages the University

5.      being absent from work without good cause for three consecutive days or for a total of six days in any month.

6.      violating the Regulations or terms of the employment contract whereby serious consequences have been caused. Serious consequences refer to any of the following situations that is serious enough to undermine the operations and order of the University.

(1)       participation in an assembly that intends or threatens to severely disrupt the operations of the University, thereby causing damage to the interest of the University

(2)       committing sexual harassment or sexual assault offences to colleagues at work that are proven by facts or satisfy any of the following conditions:

i    the employee being convicted of sexual assault specified in Paragraph 1, Article   2 of the Sexual Assault Crime Prevention Act;

ii the Gender Equity Committee or related committees convened by law having proven, through an investigation, the employee’s sexual assault offences to be true; 

iii   the Gender Equity Committee or related committees convened by law having proven, through an investigation, the employee’s sexual harassment or sexual bullying offences to be true and deemed necessary that his or her employment contract be terminated and that he or she forfeit the right to ever serve an education position; and

iv    the Gender Equity Committee or related committees convened by law having proven, through an investigation, the employee’s sexual harassment or sexual bullying offences to be true and ruled that his or her employment contract be terminated and that he or she must not serve an education position within a specified period from 1 to 4 years.

(3)       carrying contraband prohibited by law, such as guns, ammunition, and knives, to the workplace, thereby threatening the safety of school employees and school property

(4)       jobbery, embezzlement, or acceptance bribery or commission fees, confirmed with concrete evidence

(5)       forging the signature or seal of a supervisor for illicit gains, which threaten to cause damage to the University

(6)       membership of an illegal organization, incriminated by judicial authorities, that damages the interests of the University

(7)       spreading rumors, causing problems, and inciting slowdowns or illegal strikes that hinder the University’s operations.

(8)       theft of property owned by coworkers or by the University itself.

(9)       rejecting, without legitimate reason, the lawful assignment of or changes to tasks required by the University.

(10)   accepting concurrent positions or delivering lectures within or outside of the University without the University’s written approval, thereby hindering the implementation of the labor contract

When the University wishes to terminate its labor contract with the Employee pursuant to Subparagraphs (1), (2), (4), (5), or (6), the termination must be implemented within 30 days of the offense being recognized.

 

 

第五條之一

員工於受僱期間如有涉及性侵害、性騷擾或性霸凌行為之情事,本校得於性平會受理調查之日起一個月內召開會議審議通過後先行停止契約之執行,員工應配合調查並靜候結果。停止契約期間,本校得依規定停止支付全部薪資。

視調查結果認定有無第一項所述情事,後續薪資給付處置程序如下:

一、 經調查屬實並符合前條規定者,本校得立即終止契約,且員工不得要求補發停止契約期間薪資。

二、 經調查無此事實者,本校應於一個月內一次補發停止契約期間之全部薪資。員工已離職者,亦同。

Article 5-1

For an employee against whom a sexual assault, sexual harassment, or sexual bullying complaint has been filed within their time of service, the University shall review the complaint within one month of the date when the complaint is accepted for further investigation. Once the complaint passes the review, the University may suspend the employee’s employment contract until the investigation ends, and he or she shall cooperate with the investigation and await the result. During the time of contract suspension, the University may stop the payment of all remuneration to the employee as per related regulations.

Once the result of the complaint aforementioned in Paragraph 1 is determined, the following procedures shall be followed through for the subsequent payment of remuneration.

1.      If the aforesaid complaint is proven to be true and the employee satisfies the preceding provision, the University may terminate the employment contract immediately, and the employee must not ask to recover the remuneration for the period of contract suspension.

2.      If the aforesaid complaint is proven to be false, the University shall repay the employee the amount of remuneration he or she is entitled to for the period of contract suspension within one month of the end of investigation. The amount of remuneration shall still be repaid to the employee even if he or she has resigned.

 

 

第 六 條

有下列情事之一者,本校得經預告終止契約,並發給資遣費:

一、 業務性質變更或於計畫執行期限內因故計畫終止,有減少員工之必要,又無適當工作可供安置時。

二、 員工對擔任之工作確不能勝任,影響本校業務者。

三、 經醫師證明患有嚴重精神病,已不適合工作者。

四、 患有法定傳染病,經治療未能痊癒,仍有傳染之虞時。

Article 6

The University may terminate the labor contract with the Employee with advance notice and severance pay in the following circumstances:

1.      The function of the position changes or the project associated with the position is suspended or terminated, necessitating a staff reduction, and the University has no available vacancies for the surplus staff.

2.      The Employee is not equipped to undertake the work required of his or her position, thus hindering University operations.

3.      The Employee is unfit for work due to severe mental illness, established by a physician.

4.      The Employee carries an uncured epidemic disease that has the potential to become contagious.

 

 

第 七 條

本校依前條規定終止契約時,其預告期間如下:

一、 繼續工作三個月以上未滿一年者,於十日前預告之。

二、 繼續工作一年以上三年未滿者,於二十日前預告之。

三、 繼續工作三年以上者,於三十日前預告之。

員工於接到前項預告後,為另謀工作得於工作時間請假外出。其請假時數,每星期不得超過二日之工作時間,請假期間之工資照給。

本校未依第一項規定期間預告而終止契約者,應給付預告期間之工資。

Article 7

Where the University terminates a labor contract pursuant to Article 6, the provisions set forth below shall govern the minimum period of advance notice:

1.      Where a worker has worked continuously for more than three months but for less than one year, notice shall be given ten days in advance.

2.      Where a worker has worked continuously for more than one year but less than three years, the notice shall be given twenty days in advance.

3.      Where a worker has worked continuously for more than three years, the notice shall be given thirty days in advance.

After receiving the advance notice described in the preceding paragraph, the Employee may, during working hours, ask for leave of absence for the purpose of finding a new job. Such leave of absence may not exceed two working days per week. Wages shall be paid during such a leave of absence.

Where the University terminates the contract without advance notice within the time limit prescribed in the first paragraph of this article, the University shall pay the Employee wages for the advance notice period.

 

 

第 八 條

本校有下列情形之一者,員工得不經預告終止契約,並由本校發給資遣費:

一、 於訂立勞動契約時為虛偽之意思表示,使員工誤信而有受損害之虞者。

二、 雇主、雇主家屬、雇主代理人對員工,實施暴行或有重大侮辱之行為者。

三、 契約所訂之工作,對於員工健康有危害之虞,經通知本校改善而無效果者。

四、 雇主、雇主代理人或其他員工患有法定傳染病,對共同工作之員工有傳染之虞,且重大危害其健康者。

五、 不依勞動契約給付工作報酬,或對於按件計酬之員工不供給充分之工作者。

六、 違反勞動契約或勞工法令,致有損害員工權益之虞者。

員工依前項第一款、第六款規定終止契約者,應自知悉其情形之日起,三十日內為之。但本校有前項第六款所定情形者,員工得於知悉損害結果之日起,三十日內為之。

有第一項第二款或第四款之情形,本校已將該代理人間之勞動契約終止,或患有法定傳染病者依衛生法規已接受治療時,員工不得終止勞動契約。

Article 8

The Employee may terminate the labor contract without giving the University advance notice in any of the following circumstances, and the University is liable for the severance fee:

1.      Where the University misrepresents any fact at the time of signing a labor contract in a manner that might mislead the Employee and thus cause damage to him/her.

2.      Where the employer, the family member of the employer, or the agent of the employer commits violence or grossly insults the Employee.

3.      Where the work specified in the labor contract is likely to be injurious to the Employee's health and the Employee has already requested that the University adjust working conditions but no action is pursued.

4.      The University, an agent of the University, or a coworker suffers from a documented contagious disease that may infect employees working with the infected person and seriously endanger their health.

5.      Where the University fails to pay for work in accordance with the labor contract stipulations or fails to give sufficient work to the Employee if he or she is paid on a piecework basis.

6.      Where the University breaches the labor contract or violates any labor statute or administrative regulation in a manner likely to adversely affect the rights and interests of the Employee.

If the Employee intends to terminate the contract in accordance with Subparagraph 1 or 6 of the preceding paragraph, he or she shall do so within thirty days of the date the Employee is informed of this. However, the Employee shall do this within thirty days of the date on which he or she becomes informed of the results of damages in the event that any of the circumstances specified in Subparagraph 6 apply.

The Employee shall not terminate the contract under any of the circumstances specified in Subparagraph 2 or 4 of Paragraph 1 if the University has terminated an agency contract or if the party suffering from a noted contagious disease has received treatment in accordance with health regulations.

 

 

第 九 條

員工欲終止契約時,若無不須預告本校之情形,應準用第七條之預告期間提出書面申請,並辦妥離職手續;如未於規定期間提出,致本校受有損害者,本校得依相關法律請求損害賠償。

離職員工得請求發給離職(服務)證明書。

Article 9

If the Employee intends to terminate the labor contract, he or she shall do so in writing, pursuant to the period of advance notice specified in Article 7, and shall duly complete formalities required for resignation unless the termination conditions apply such that advance notice is not required. The University may request compensation from the Employee per relevant laws for any damage incurred by the University as a result of the Employee’s failure to present a written notice within the prescribed period.

The Employee may request an employment separation certificate or proof of service upon resignation.    

 

 

第 十 條

員工有下列情形之一者,得簽請留職停薪,並應辦妥業務移交手續:

一、 普通傷病假逾勞工請假規則期限,經以事假或特別休假抵充後仍未痊癒經本校核准者。

二、 應徵召入伍服役者。

三、 任職滿六個月後,於每一子女滿三歲前,得申請育嬰留職停薪,期間至該子女滿三歲止,但不得逾二年。同時撫育子女二人以上者,其育嬰留職停薪期間應合併計算,最長以最幼子女受撫育二年為限。

四、 其他特殊情形經本校核准者。

留職停薪期間,除應徵召入伍服役、育嬰留職停薪外,以一年為限。

留職停薪期間年資不計,但其他法令另有規定者,從其規定。

Article 10

Employees who satisfy any of the following conditions may apply for unpaid leaves with approval by signature and shall follow through due handover process:

1.      The employee has used up his or her ordinary sick leave allowance specified in the Regulations of Leave-Taking of Workers, personal leave allowance, and annual leave allowance but have not yet recovered; he or she must also receive a permission by the University.

2.      The Employee is called to provide military services.

3.      The Employee is entitled to unpaid parental leave for a child younger than three years old after having been in service for six consecutive months. The period of leave lasts until the child reaches the age of three but cannot exceed two years. When the Employee raises more than two children at the same time, the period of leave shall be computed aggregately, provided that the maximum period shall be limited to two years during which the youngest child has received childcare.

4.      A special case applies, which is approved by the University.

The period of unpaid leave of absence shall be no more than one year in length, with the exceptions of military service and parental leave.

The period of unpaid leave of absence shall not be included in the Employee’s years of service, unless otherwise stipulated in another law or regulation, which shall then prevail.

 

 

第三章  Chapter 3

薪資  Remuneration

第十一條

員工薪資依勞動契約所議定,每月一次發給之。

薪資不得低於當時行政院所核定之基本工資,且均自報到之日起支,離職之日停支;惟工作時間每日少於八小時者,除本規則、勞動契約另有約定或另有法令規定者外,其基本工資得按工作時間比例計算之。

Article 11

The remuneration for the Employee shall be paid in the form of a monthly salary in accordance with the conditions stipulated in the labor contract.

The amount of the salary shall not be lower than the basic wage standard announced by the Executive Yuan in office. The calculation of the Employee’s salary shall start at the date on which the Employee reports for service and end on the date on which the Employee leaves the position. However, if the Employee’s daily working hours are less than eight hours, the Employee’s salary may be calculated according to the proportion of the actual work hours to eight hours, unless otherwise stipulated in the labor contract or by another law or regulation.

 

 

第十二條

前條所稱基本工資係指員工在正常工作時間內所得之報酬,延長工作時間之工資及休假日、星期例假日工作加給之工資均不計入。

Article 12

The salary mentioned in Article 11 refers to the remuneration to which the Employee is entitled for regular work hours. It includes no overtime pay or additional payments for overtime work on rest days or public holidays.

 

 

第十三條

員工薪資之發給,除法令另有規定或與當事人另有約定外,以法定通用貨幣全額直接給付員工。

Article 13

The salary shall be paid in full to the Employee in statutory, circulating currency unless otherwise specified in relevant laws or agreed upon with the Employee.

 

 

第四章  Chapter 4

工作時間、排班、休息、休假、請假  Work hours, shifts, rests, and leaves

第十四條

員工正常工作時間,每日不得超過八小時,每週不得超過四十小時。

前項正常工作時間本校得視業務需要,經勞資雙方協議後採輪班制或調整每日上下班時間。

Article 14

The regular hours of the Employee shall not exceed eight hours a day or forty hours a week. When necessary, shift work or adjustments to the Employee’s regular working hours may be negotiated with the University.

 

 

第十五條

實施輪班單位應本公平原則,按下列注意事項排班:

一、 實施晝夜輪班單位應於七日前排定次月或三日前排定次週輪班表。

二、 輪班表經排定後,未經單位主管同意不得私自換班。

三、 正常班、變更工作時間班人員之例假,除因天災、事變或突發事件外,每週應按規定日期及天數給予休息。

四、 輪班制人員,其工作班次,每週應更換一次,但經員工同意者,不在此限。更換班次時,應給予至少應有連續十一小時之休息時間。

五、 正常工作時間跨越二曆日者,其工作時間應合併計算。

六、 輪班人員交換班次時,應確實遵守交換班時間及必要之交接程序。

Article 15

Departments working in shifts shall arrange the shifts fairly and reasonably according to the following conditions:

1.      The shift plan shall be announced seven days prior to the next month or three days prior to the next week if the shifts are to be day and night shifts.

2.      Employees of the department shall not be allowed to swap shifts without obtaining the consent of the head of department once a shift plan has been announced.

3.      Employees working normal or adjusted work hours shall receive weekly rest days in accordance with relevant regulations, except in the event of natural disasters, emergencies, or other force majeure.

4.      Shift schedule shall be changed once weekly, unless agreed otherwise by the employees. A minimum of 11 consecutive rest hours is mandatory between shifts in the change of shifts.

5.      If the regular work hours of an employee spans two calendar days, the work hours of said employee shall be counted in aggregate.

6.      Employees changing shifts shall observe established shift-changing times and procedures. 

 

 

第十六條

員工應依規定準時上、下班,於辦公時間開始後一分鐘以上到公者為遲到,下班時間前一分鐘以上提早離開者為早退。

未辦妥請假亦擅自不到勤者,以曠職論。曠職累計滿一日者,減發一日薪資。

Article 16

The Employee shall go on and off duty on time. Going on duty one minute later than the office hour shall be deemed lateness; going off duty one minute earlier than the office hour shall be deemed early departure.

An employee going on leave without following through the due leave application procedure will be deemed absent without authorization. If the cumulative amount of unauthorized leave has reached the employee’s daily work hours, the remuneration payment shall be deducted by 1 day’s pay.

 

 

第十七條

本校有使員工在正常工作時間以外工作之必要者,經勞資會議同意後,得將工作時間延長之。各單位因業務需要,須於上班時間以外延長工作時間,單位主管應指派加班人員,並由加班人員事先至網路差假系統填送加班申請單。

前項延長員工之工作時間連同正常工作時間,一日不得超過十二小時。延長之工作時間,一個月不得超過四十六小時。但經勞資會議同意後,延長之工作時間,一個月不得超過五十四小時,每三個月不得超過一百三十八小時。本校僱用勞工人數在三十人以上,依本項但書規定延長員工工作時間者,應報當地主管機關備查。

Article 17

In the event where employees working outside normal work hours is necessary, the University may, after reaching an agreement through a labor–management meeting, extend the work hours of employees. If the extension of work hours is necessary for a unit due to work-related purposes, the unit supervisor shall designate the employees for the overtime work, who shall then fill out and submit an Overtime Application Form on the Online Attendance System.

The sum of overtime hours and normal work hours of an employee shall not exceed 12 hours a day. The sum of monthly overtime hours shall not exceed 46 hours; if an agreement is reached through a labor–management meeting, the monthly limit may be increased to 54 hours, with a maximum of 138 hours every 3 months. Because the University has a staff member body of over 30 people, any overtime work carried out under the provisos of this Paragraph shall be reported to the local competent authority for future reference.

 

 

第十八條

因天災、事變或突發事件,主管得因業務需要指定員工延長工作時間或停止本規則第二十條第二項至二十二條所定員工例假、休假及特別休假之假期。

前項正常工作日、休息日工作之延長工作時間之工資,依勞動基準法第二十四條第一項第三款、第二項規定計給,且應於事後補給適當之休息;停止假期之工資加倍發給,並應於事後補假休息。

第一項延長工作時間或停止員工假期之單位,應自延長工作時間或停止假期開始通知人事管理單位依規定於二十四小時內向當地主管機關報備。

有關天災之確認與發布,依行政院頒天然災害停止上班及上課作業辦法之各項規定處理。

有關事變、突發事件,係指本校平日既定工作以外,為公眾生命健康之必需或其他特殊原因,足以影響勞雇雙方重大利益且不能控制及預見之非循環性緊急事故須立即處理者。

Article 18

In an act of God, an accident, or unexpected event, the supervisor may, where necessary for work-related purposes, designate employees to work overtime or cancel their regular leave, rest day, and annual leave specified in Paragraph 2 of Article 20, Article 21, and Article 22.

Overtime pay on regular work days and rest days specified in Paragraph 1 shall be determined and provided as per Paragraph 1 (Subparagraph 3) and Paragraph 2, Article 24 of the Labor Standards Act. An appropriate amount of time off shall be granted to employees following overtime work; employees working on cancelled rest days or leave shall be paid at double the regular pay rate and be granted compensatory leave afterwards.

The department shall notify the Personnel Office at the start of the extended work hours or suspended leaves, and the Personnel Office shall inform local competent authorities of the practice within twenty-four hours of its implementation.

The determination and announcement of an act of God follow the Executive Yuan’s Regulations for Office and School Suspension due to Natural Disasters.  

“Emergency” and other “force majeure” describe an unpredictable and uncontrollable nonrecurring emergent event that is outside of the scope of the University’s daily operations and requires immediate response due to the associated threat to public health or the vital interests of the University and the Employee.

 

 

第十九條

勞工因健康或其他正當事由,不能接受正常工作時間以外之工作者,本校不得強制其工作。

Article 19

The University shall not compel the Employee to accept work beyond regular working hours if the Employee is unable to do so on account of poor health or for other proper reasons.

 

 

第二十條

員工繼續工作四小時,至少應有三十分鐘之休息。惟休息時間因實施輪班制或工作有連續性或緊急性者,本校得在工作時間內另行調配休息時間。

員工每七日中應有二日之休息,其中一日為例假,一日為休息日,薪資照給。

Article 20

The Employee shall be entitled to a break for at least thirty minutes after having worked for four continuous hours provided that such break may be rescheduled by the University to be taken within other work hours if a rotation system is adopted or if work of a continuous or urgent nature is involved.

The Employee shall have two regular days off every seven days. One day is regular leave and the other is a rest day. Regular wages shall be paid for the regular leave and for the rest day.

 

 

第二十一條

內政部所定應放假之紀念日、節日、勞動節及其他中央主管機關指定應放假日,均應休假,工資照給。但得經勞資雙方協議後配合本校辦公時間及需要調移之。

Article 21

Paid leaves shall be granted for national holidays, holidays, and Labor Day, which are designated as holidays by the Ministry of the Interior, and for holidays designated by other Central Competent Authorities. However, such leaves may be rescheduled within other work hours with the consent of the University and the Employee.

 

 

第二十二條

員工在本校連續服務滿一定期間者,應依下列規定給予特別休假,工資照給:

一、 六個月以上一年未滿者,三日。

二、 一年以上二年未滿者,七日。

三、 二年以上三年未滿者,十日。

四、 三年以上五年未滿者,每年十四日。

五、 五年以上十年未滿者,每年十五日。

六、 十年以上者,每一年加給一日,加至三十日為止。

Article 22

When the following conditions apply, the Employee shall be granted annual paid leaves after working at the University for a certain time period:

1.      three days for service of six months or more but less than one year

2.      seven days for service of one year or more but less than two years

3.      ten days for service of two years or more but less than three years

4.      fourteen days for service of three years or more but less than five years

5.      fifteen days for service of five years or more but less than ten years

6.      one additional day for each year of service over ten years up to a maximum of thirty days

 

 

第二十三條

員工特別休假相關事宜,依勞動基準法第三十八條規定辦理。

Article 23

Matters related to annual paid leaves shall be conducted pursuant to the regulations in Article 38 of the Labor Standards Act.

 

 

第二十四條

員工請假依勞動基準法、勞工請假規則、性別工作平等法及本校相關適法規定辦理。

Article 24

An application for leave shall be processed in accordance with the Labor Standards Act, the Regulations of Leave-Taking of Workers, the Act of Gender Equality in Employment, and relevant University regulations.

 

 

第二十五條

請假應事先申請,經核准後始得離開辦公處所。但急病或緊急事故,得由其同事或家屬親友代辦請假手續。未辦請假手續或假期已滿仍未銷假而無故擅不出勤者,或請假有虛偽情事者,均以曠職論。

除事假、特別休假、生理假外,辦理請假手續時,應依相關規定檢附證明文件。

Article 25

Employees shall apply for leave beforehand and take the leave only after permission has been granted. However, in the event of an urgent illness or emergency, employees may apply for leave via their colleagues, family members, or friends. Any unjustifiable leave of absence, namely taking leave without following through due leave application procedure or not returning without due reason to the office after leave, and any fraudulent leave shall all be deemed unauthorized leave

Documentary evidence shall be presented per relevant regulations for a leave application of a leave falling outside the categories of leave without pay, annual paid leave, and menstrual leave.

 

 

第五章  Chapter 5

服務守則、考核獎懲  Service regulations, performance evaluation, and rewards and punishments

第二十六條

員工應遵守下列各項服務守則:

一、 遵守政府之相關法令及本校之工作指派、管理規定,不得為圖私利,而有犧牲或損害本校利益之行為。

二、 愛護公物,遵守工作秩序,維護工作場所安全;保守職務上之機密,離職後亦同。

三、 不得利用職務圖利自己或他人,並不得接受不正當之利益、餽贈或報酬。

四、 不得有其他行為不檢,或足以損害本校聲譽之行為。

五、 非經本校書面同意不得在校內外兼職或兼課。

Article 26

The conduct of the Employee shall conform to the following service regulations:

1.      adherence to relevant laws and University regulations, compliance with the job content appointed by the University, and refraining from actions for personal gain that could damage the University’s interests.

2.      Avoiding causing damage to public property, respecting work etiquette and maintaining workplace safety, and safeguarding confidential information, not to be breached even after the termination of employment.

3.      Refraining from abuse of one’s position for personal profit or to profit others and from accepting improper benefits, gifts, or rewards.

4.      Engaging in no improper behavior that could damage the University’s reputation.

5.      Holding no concurrent position and delivering no lectures in or outside of the University without the University’s written consent.

 

 

第二十七條

員工之考核,依本校契僱人員暨聘僱人員考核作業要點適法辦理或由用人單位主管、計畫主持人參照本校相關考核規定適法辦理。

Article 27

The performance assessment of employees shall be conducted legitimately in accordance with the University’s Operation Directions the Performance Assessment of Contract and Permanent Employees or conducted legitimately by the supervisor of the unit of employment or principal investigator in accordance with the University’s performance assessment regulations.

 

 

第二十八條

員工之獎懲,參照公務人員考績法暨其施行細則及本校職員獎懲實施要點等相關法令規定辦理。

Article 28

Any reward or punishment of the Employee shall be in accordance with the Civil Service Performance Assessment Act and its enforcement rules, the National Cheng Kung University Implementation Directions for Employee Reward and Punishment established by the University, and relevant laws and regulations.

 

 

第六章  Chapter 6

職業災害補償  Compensation for occupational accidents

第二十九條

員工因職業災害而致死亡、失能、傷害或疾病時,依勞動基準法、職業災害勞工保護法、勞工保險條例及相關規定辦理。

Article 29

Compensation shall be provided to employees who sustain death, disabilities, injury, or diseases due to occupational accidents in accordance with the Labor Standards Act, Act for Protecting Worker of Occupational Accidents, and Labor Insurance Act.

 

 

第 三十 條

員工受領職業災害補償之補償權,自得受領之日起,因二年間不行使而消滅。

受領補償之權利,不因員工離職而受影響,且不得讓與、抵銷、扣押或供擔保。

Article 30

The Employee’s right to claim for occupational accident compensation shall be extinguished if not filed within two years from the day on which the compensation becomes payable.

The entitlement to compensation shall not be affected by the employee’s separation from the University, and such entitlement shall not be assigned, offset, mortgaged, or provided as guarantee

 

 

第七章  Chapter 7

福利措施與安全衛生  Benefits and safety

第三十一條

員工應依勞工保險條例、就業保險法、全民健康保險法相關規定加入勞保、就業保險及全民健保;其依法應自行負擔之保險費,由本校於發放薪資中代為扣繳。

Article 31

Employees shall be covered by the Taiwanese Labor Insurance, Employment Insurance, and National Health Insurance programs in accordance with the Labor Insurance Act, Employment Insurance Act, and National Health Insurance Act. Employees are required by law to pay for the insurance premium, the amount of which is deducted from the salary by the University on their behalf.

 

 

第三十二條

本校依職業安全衛生有關法令,辦理職業安全衛生工作業務,防止職業災害,保障員工安全衛生。

員工應遵守職業安全衛生有關法令規定,在執行職務或工作時,應依本校之規定,採取必要之安全措施或施予必要之安全檢查。

Article 32

In accordance with legal regulations related to occupational safety and health, the University has handles businesses concerning occupational safety and health to prevent occupational accidents and safeguard the safety and health of employees.

Employees shall comply with all legal regulations related to occupational safety and health and shall follow the regulations established by the University at work, namely adopting necessary safety measures and carrying out necessary inspections.

 

 

第八章  Chapter 8

退休、撫卹、其他  Retirement, consolation payment, and others

第三十三條

員工加入勞工退休金及相關退休事宜,依勞動基準法暨勞工退休金條例相關規定辦理。

Article 33

Matters associated with the retirement and labor pension of the Employee shall be processed in accordance with the Labor Standards Act, the Labor Pension Act, and other relevant laws and regulations.

 

 

第三十四條

員工在職期間病故或意外死亡者,除發給四個月平均工資之一次撫慰金外,並依下列規定辦理:

            ㄧ、依勞工保險條例規定,由其遺屬或指定請領人請領死亡給付。

            二、依勞工退休金條例規定,由其遺屬或指定請領人請領一次退休金。

Article 34

In the event that the Employee dies of a disease or an accident while employed by the University, a one-off relief payment equivalent to 4 months’ salary shall be paid to the Employee in accordance with the rules specified below:

1.      According to the Labor Insurance Act, the claim for death benefit shall be made by a member of the Employee’s family or by a designated agent.

2.      According to the Labor Pension Act, the claim for the one-off labor pension shall be made by a member of the Employee’s family or by a specifically appointed agent.

 

 

第三十五條

本規則如有未盡事宜,依勞動基準法及有關之法令規定辦理。

Article 35

Any conditions not addressed herein shall be resolved in accordance with the Labor Standards Act and with other relevant laws and regulations.

 

 

第三十五條之一

本校為協調勞資關係,增進彼此瞭解,促進勞資合作,提高工作效率,依「勞資會議實施辦法」舉辦勞資會議。定期開會並三個月至少召開一次為原則,相互溝通意見,勞雇雙方應本和諧誠信原則,協商解決問題。

Article 35-1

To enhance labor–management relationship, understanding, and collaboration and to improve work efficiency, the University holds labor–management meetings regularly, at least once every 3 months, as per the Regulations for Implementing Labor–Management Meeting. The purpose of these meeting is to facilitate communication and negotiation between the two parties in harmony and good faith.

 

 

第三十五條之二

為防治性騷擾行為的發生,本校僱用受僱者三十人以上者,應依「性別工作平等法」訂定性騷擾防治措施、申訴及懲戒辦法,並在工作場所公開揭示。

Article 35-2

To prevent sexual assault, this University, due to its employee body of over 30 people, shall establish measures for preventing and correcting sexual harassment, related complaint procedures, and disciplinary measures and display these measures and regulations openly in the workplace.

 

 

第三十五條之三

法令另有規定或勞雇雙方之約定優於本規則規定者,從其規定或約定。

Article 35-3

Legal regulations that are superior to those provided by the Regulations shall prevail.

 

 

第三十六條

本規則經行政會議通過並報經主管機關核備後公告實施。

Article 36

The Regulations are implemented upon approval in an Administration Council and report to the competent authority.

 

 

※The English translation thereof is for reference only and the Chinese version shall always prevail in case of any inconsistency between the Chinese version and the English translation thereof.