論雇主中立維持義務下之便宜供與－評勞動部不當勞動裁決委員會107年勞裁字第73號

我國工會法第35條、團體協約法第6條中，關於不當勞動行為之類型有「不利益待遇」、「支配介入」、「拒絕團體協商」三種類型，其中支配介入類型之不當勞動行為，無論係雇主本身或其他類似雇主地位之代表人基於自己意思影響工會組織或運作者均屬之。又於縱向複數企業工會併存之情形下，基於各工會間之團結權相互獨立、地位平等，而應受雇主同等對待之法理，雇主具有中立維持義務。而就便宜供與類型之支配介入行為，如工會會務所、設備之提供及會務假之准予，倘若雇主僅對於特定工會給予提供，而拒絕提供予他工會進而形成差別待遇之情形時，是否構成不當勞動行為則應以是否具備「合理理由」為判斷基準。倘無正當理由於數工會間形成差別待遇，輕則妨礙該工會之基礎運作，重則影響勞工加入工會意願而導致弱化工會協商能量之結果。本文將針對雇主具中立義務下之便宜供與為本文主軸，並以我國不當勞動裁決實例為評析後，說明此種不當勞動行為之認定基準及個人意見。

關鍵字

雇主中立維持義務；便宜供與；支配介入工會；不當勞動行為

並列摘要

According to Article 35 of the ROC labor union Law and Article 6 of the Collective Bargaining Agreement (CBA), The primary categories of Unfair Labor Practice (ULP) include ＂Disadvantage Treatment＂, ＂ Domination Intervention ＂, and ＂Rejection of Collective Bargaining＂. The main policies regarding Domination Intervention, regardless of whether it is the employer itself or other representatives of similar employer status that influence the organization or operation of the trade union based on their own will. In the case of the coexistence of multiple vertical enterprise unions, based on the legal principle that the unity rights among trade unions are mutually independent and equal, and should be treated equally by employers, employers have a neutrality obligations. Domination Intervention type of Convenience measures,like equipment provided, workplace provid, union official leave. If the employer only provides for a specific union, and refuses to provide it to other unions, depends on whether there are legitimate reasons to judge the legality of this kind of differential treatment.Otherwise, it will hinder the basic operation of the union, or affect the willingness of workers to join the union, which will lead to the result of weak chemical associations negotiating energy. This article will focus on the Convenience measures under the employer neutrality obligations and discussion of the decisions on the unfair labor practice cases as an analysis to illustrated of unfair labor practice by documenting practical cases.

並列關鍵字

employer neutrality obligations ； Convenience measures ； domination intervention ； unfair labor practice

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