少子化浪潮下，大專院校面臨嚴峻的招生危機。而教師法第15條規定，若系所招生不足時，學校應先輔導遷調介聘該老師至其他系所，若無法調任至其他工作，則可將教師資遣。而教師法第15條之1又規定，當教師被介聘到其他系所時，教評會因該教師有教師法第14條不適任教師之情況，得不同意聘任該老師。因此，在少子化下，各大學（尤其是私立大學）未來將面臨愈來愈多的教師資遣問題。本文就教師法第15條及第15條之1之解釋，以及實務運作上的各種現況，切分為四個面向，進行分析。並從各級行政法院蒐集到的案例，進行分類整理，並進行深入探討。本文提出，教師法第15條及第15條之1的精神，在於保障既有教師之權益。而目前各校對於系所裁撤後教師的處理，有時並沒有保障既有教師權益。

Under phenomenon of low birth rate, universities face the difficulty of enrolling students. According Article 15 of Teacher's Act, when departments or graduate institutes can't enroll enough students, the school shall first assist transfer those qualified teachers to other department or graduate institute; those who have no other suitable work to transfer shall be reported to the authorized educational authorities and may be laid off after approval. According Article 15-1, when teachers who are first assisted to transfer by schools may not be employed if found in any of the situations mentioned in the subparagraphs of Paragraph 1 of Article 14 by the Teachers' Review Committee of the school. Thus, universities in Taiwan, especially private universities, will face more issues of laying off teacher in the future. Firstly, the interpretations and practices of Article 15 and Article 15-1 of Teacher's Act will be analyzed in four aspects. Then, judicial opinions by Administrative Courts on these issues will be collected, classified and discussed deeply. Lastly, author suggests that, the spirit of Article 15 and Article 15-1 of Teacher's Act is to protect the rights and interests of teachers who had already been employed on the job. And for now, some universities didn't guarantee the legal interests of teachers who had already been employed on the job when their department has to be closed.