勞資爭議處理獨任調解人制度之探討

A Discussion of Sole Mediator System in the Treatment of Labor Dispute

王麗娟(Li-Chuan Wang)

指導教授 ： 楊通軒

國立中正大學/社會科學院/勞工關係學研究所/碩士(2015年)

摘要

我國勞資爭議案件逐年攀升，以往行政主管機關大量運用民間中介團體協調勞資爭議案件，政府逐於2011年5月1日修正勞資爭議處理法並正式施行;新法增訂了「指派調解人」之調解方式，各級勞工行政主管機關並積極推薦符合資格之調解人參予培訓課程並取得認證。
本文著重於勞資爭議指派調解人之運作機制及調解人之資格認證，首先就勞資爭議之法理及其處理之方法及制度做探討，其次就調解機制於勞資爭議行為法中之功能做分析，以我國現有之行政調解機制及他國之調解制度相比較及討論。再者分析現行「指派調解人」之制度，於運作中所面臨之問題及其功效，並針對「調解人」之調解行為、補助制度及其資格之審查認定做探討。最末以實際面之角度透過訪談之方式以訪談人實務之經驗做分析，期許能提供並改進現行制度之建議。
本研究透過深入訪談與文獻資料及案例分析後發現，調解方式之選定若主管機關未加以行政指導，勞資爭議之案件則會大量回流於政府機構內，政府恐有「球員兼裁判」之嫌，而民間團體則無法發揮其疏減政府機關調解案件之功能，加上取得認證之調解人專業素養參差不齊，於制度上亦未訂定統一之倫理規範及監督退場之機制，加上調解案件補助費用之標準偏低，雖不致影響調解之運作，但由於調解人之素質不一，補助費用低廉，無法提高調解之品質。希冀透過本研究提出之建議，使未來之制度能更建全並強化民眾對調解制度之信賴進而提高調節之功效，節約社會及司法訟訴之資源。

關鍵字

調解 ； 勞資爭議 ； 指派調解人(獨任調解人) ； 民間中介團體

並列摘要

The domestic number of labor dispute case has increased steadily in the past; the administrative authorities have often leveraged a lot of private intermediaries to coordinate such labor disputes historically; for this reason, R.O.C.(Taiwan) Government revised and effectuated the Labour Dispute Act officially on May 1, 2011; among of which, Article 11 supplemented “the mediation mode with an assigned mediator", namely, the "sole mediator" that the administrative authority in charge of labor at all levels have recommended qualified mediators progressively for training courses and further certification.
This Study emphasized on the mechanism of such sole mediator for versified labor disputes and accreditation of mediators; first of all, this Study discussed the legal theory and intervention on labor dispute cases, followed by an analysis of function of such mechanism on any act taken in such labor dispute cases, comparing and discussing R.O.C administrative mechanisms of mediation and systems developed in other countries. Further, this Study had an analysis of any and all issues encountered during operation along with effects that the existing system called "the sole mediator", might have, and discussed the conduct of mediation executed by such "mediator", subsidy censorship and review, cognition of the qualification. At last, this Study analyzed interviewee’s practical experiences from the most real-world perspective through face-to-face interviews, with a hope to provide suggestions for the improvement of the current system.
As indicated in the findings from in-depth interviews and analysis made on the literature and cases, due to regulations as to the system, if the competent authorities failed to provide administrative guide during parties’ choosing mediation approaches, lots of such cases might return back to authorities that they might be suspected to be the "player and referee" and private society is unable to play its function of reducing cases meditated by government agencies, plus that the professional or non-professional certified mediators are mixed together, a uniform ethics and exit under oversight mechanisms yet been developed as a system, either and lower level of criteria might be applied to the subsidy program grated in the cases, even though not affecting the operation during mediation, due to varied quality of mediators and low subsidy costs, quality of mediation might not be improved thereby. Therefore, we hope that the whole system would be more solid by such suggestions made in this study, and degree of reliability that the public would grant is consolidated, further improving the effectiveness of meditation, conserving resources in social and judicial litigation.

並列關鍵字

mediation ； labor disputes ； Assigned mediator (the sole mediator) ； private intermediaries

參考文獻

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