臺灣原住民族比例進用制度之政經分析，2001-2012

A Political-Economic Analysis on the Percentage Employment of Indigenous People in Taiwan, 2001-2012

王美蘋Akiku•Haisum(Mei-Pin Wang)

指導教授 ： 蕭全政

國立臺灣大學/社會科學院/政治學研究所/碩士(2013年)

https://doi.org/10.6342/NTU.2013.01537

摘要

1998年政府採購法(以下簡稱採購法)公布施行，第98條規定得標廠商之進用義務採身心障礙者及原住民合計2%之方式；而後，原住民族工作權保障法(以下簡稱本法)於2001年公布，並於第12條明文規定保障原住民族於政府採購案件中達到1％比例進用之就業機會。惟自1998年的採購法及2001年的本法比例進用原住民族制度至今，因涉及層面及機關(構)、單位廣泛，遇到諸多問題與興訟問題，也不斷有反對聲浪。
　　本研究之目的，在探討我國原住民族就業保障制度及其之變遷；其次，透過資料之收集，研析2001年至2012年，本法及採購法於比例進用原住民族之內涵、執行情形及成效；第三，研析公部門及私部門比例進用上之問題、訴願及訴訟之相關判例；第四，搜集國際組織、美國、加拿大、紐西蘭、澳洲等國家之原住民族就業保障相關制度；最後，提出本法及採購法比例進用上之修法及就業政策之建議。
　　根據本研究所得之發現與分析，並考量原住民族的特殊屬性，以及現今社會發展趨勢，提出以下建議：1.應朝增加原住民族長期穩定就業機會之方向修法；2.建立完整就業推介機制及人力資源調查；3.培育就業市場所需各類人才，鼓勵原住民族就學與進修；4.整合部落資源，促進原住民族就業；5.形塑原住民族青年創業文化。

關鍵字

政府採購法 ； 原住民族工作權保障法 ； 原住民族就業基金 ； 原住民族就業代金 ； 比例進用制度

並列摘要

Government Procurement Act came into force as of the date of its promulgation in 1988, and according to Article 98 of the act, the way of the motivation of hiring the disabled and the indigenous with obligation for a winning tenderer is a minimum of two percent of the total number of employees. After that, the Indigenous Peoples Employment Rights Protection Act was proclaimed in 2001, and the protection of indigenous percentage employment in government procurement system that the indigenous employees should comprise at least 1% of the total employees is prescribed by Article 12 of the indigenous people employment rights protect act. Since the implementation of Article 88 of the government procurement act in 1998 and Article 12 of the indigenous peoples employment rights protection act in 2001, it has encountered problems and issues of law and to deal with disagreement and resistance because there have been too many levels, units, and organizations involved in the process of the implementation.
　　The first purpose of this research focuses on the changes of the indigenous employment protection systems in Taiwan. Second, I probe into the contents, the process of implementation, and the consequences of the indigenous percentage employment in the two laws from 2001 to 2012 by the data I collected. Third, I analyze the issues and the precedents of administrative appeals and lawsuits of indigenous percentage employment in public and private sectors. Fourth, I gather information about the systems of indigenous protection employment from the United States, Canada, New Zealand, and Australia. Finally, I propose recommendations about law amending of the indigenous percentage employment in the two laws and the indigenous employment policies in the future.
　According to the analysis and results in my research, the concerns of the attributes of indigenous people, and the social changes nowadays, the research recommendations are as follows:
1.The government should amend laws in the direction of increasing the numbers of long-term and stable jobs for indigenous people.
2.The government should establish a comprehensive system of employment matching and
human resources survey.
3.The government should devote itself to cultivating every aspect of talent in the labor
market and encourage indigenous people to enroll and to engage in advanced studies.
4.To integrate tribes’ resources and to promote the employment status of indigenous peoples.
5. To shape the culture of entrepreneurship of indigenous youth.

並列關鍵字

Government Procurement Act ； Indigenous Peoples Employment Rights Protection Act ； Aboriginal employment Foundation ； Employment Contribution for not employ enough indigenous employees ； Percentage Employment

參考文獻

李碧涵（2002）勞動體制的發展：全球化下的挑戰與改革，社會政策與社會工作學刊第六卷第一期，頁185-219。

邱汝娜（2008）台灣原住民族就業障礙與對策之研究：從社會排除觀點探析。國立暨南國際大學社會政策與社會工作學系博士論文

高弘勳（2010）台灣原住民族就業政策之研究。東吳大學政治學系碩士論文。

謝茵絜（2007）種族就業優惠性差別待遇制度之檢討——以原住民就業優惠措施為中心。臺灣大學法律學研究所碩士論文。

戴清坤（2008）原住民族工作權保障法比例進用與優先承包之研究。國立臺東大學區域政策與發展研究所公共事務管理在職專班碩士論文。