老闆們, 員工原來不只是要付薪水. 員工的督導與預防也要盡到責任!!


今天看到的一篇新聞, 真的感觸很深...

媽媽嘴案連帶賠368萬 呂炳宏與股東翻盤無望


當然, 這位法官是不是符合一般人對於恐龍法官的標準, 或者是台灣的法律到底怎麼了?!?! 這些我先不評論. 

必較重要的是, 每個公司的負責人是否之後需要更加小心以及更加的需要了解員工的日常生活與身心方面的平衡. 看起來真的是必須了. 因為如果受害者告上民法, 以民法上除了依「相當因果關係」討論外，更有一些例外去放寬行為人的範圍，去主張要僱主（民法188條）或是飼主（民法190條）等負連帶損害賠償責任。

因為，雇主不能在聘請員工之後，就把責任全部推到員工身上，不負管理責任。因為如果沒有聘請這位員工，履行工作就是僱主自己的責任，所以學說上更對此有所謂「損益同歸」的說法（利益在誰的身上、誰就要負責）。

在媽媽嘴一案中，呂炳宏等3人在刑法上雖並未直接造成被害人的死亡，但在民法上的認定，則會要求僱主善盡員工管理之責。因為被告謝女是在店中（工作的範圍內），下藥迷昏被害人，因此被害人被昏迷後、在店裡面表現不對勁時，老闆呂炳宏若有注意到，是有機會可以阻止悲劇發生的。因此法院才認定呂炳宏未盡監督管理義務，必須依民法188條應負連帶之損害賠償責任。

梁峻一（哈佛大學法學博士）在一篇文章裡提到: 民法與刑法的不同在於民法是為了保障被害人，目的是為了避免被害人求助無門、拿到賠償的機會提高。否則如果被害人判決勝訴，但加害人卻無力負責清償賠款時，被害人的勝訴就有如拿到一張只能貼在牆上的獎狀、卻無實質賠償。在此案中，高等法院即依此認定，所以才會出現呂炳宏等三人雖在刑法上無罪、卻需在民法上負起監督失責之賠償的情形。

所以呢... 各位老闆們，尤其是新創團隊的頭頭們，我想我們真的要先來去讓員工們做個心理測驗,外加個背景調查好了. 不然出了事，我們都負擔不起呀!

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