臺灣團體協商制度之變動與發展──以實務發展為中心

為保障勞工團結權、團體協商權及爭議權，參考美國與日本兩國之立法例，所導入的不當勞動行為裁決制度，已自2011年5月開始施行，在集體勞資關係裏扮演著重要角色。不當勞動行為裁決制度中，對於集體勞資關係影響較大的變動之一，在於誠信協商制度之導入。依照新成立的團體協約法第6條第1項之規定，今後勞資任一方如果向他方請求協商時，他方不僅有回應的義務，且須以誠實信用原則為之。由於此制度是我國首次實施，因此存在許多問題須進一步檢討釐清。因此，本文一方面對於目前團體協約法所規範之團體協商制度進行介紹，另一方面也將涉及團體協商之裁決決定及法院判決進行整理，並且輔以學說之討論，以釐清目前理論與實務之問題點，以作為實務運作及將來修法之參考。

關鍵字

不當勞動行為；團體協約法；勞資爭議處理法；裁決制度；團體協商；誠信協商；義務團體協商事項

並列摘要

To protect the right of employees to organize, bargain collectively, and strike, the Labor Dispute Resolution Scheme for unfair labor practices (＂Scheme＂) has been in place since May 2011. The Scheme was structured by reference to the legislation of United States and Japan and plays a crucial role in the collective labor-management relations. The biggest change in the collective labor-management relations after the establishment of the Scheme is the introduction of the bargaining in good faith between labor and employers. According to Section 1 of Article 6 of the newly amended Collective Agreements Act, if any party of the labor and employers requests a negotiation from the other party, the other party is obliged to make response to the negotiation request and must behavior in good faith. Considering the fact that it is the first time to implement the Scheme in Taiwan, there is a great quantity of questions in need of our examination and clarification. Therefore, this Article intends to introduce the collective bargaining scheme under the current Collective Agreements Act and also provide analysis of the decisions made under the collective bargaining and the relevant court judgments with a supplement of the academic discussion for the purposes of clarifying the issues in the theory and in the practice and presenting a reference by the practice and legislation amendment in the future.

並列關鍵字

Unfair Labor Practices ； Collective Agreements Act ； Settlement of Labor Disputes Act ； Labor Dispute Resolution ； Collective Bargaining ； Bargaining in Good Faith ； Subjects of Mandatory Collective Bargaining