跨公司與工會間之中國公司法規範：企業風險增加與社會正義不足

私法法律是市場經濟的礎石，而私法自治彰顯市場經濟的規範原理。中國大陸公司法第十八條源起於改革開放後之市場經濟在1989年已發展到一定之階段，工會之發展隨之而增強，而勞資關係之規範有其需求，因而在1993年率先立法跨公司與工會間規範勞資關係。中國大陸之公司與工會組織皆屬於私法人，其兩者間關係為組織，私人組織間私法關係，即令勞資間之團體協約關係，亦屬私法關係。然而，私法自治原則之落實需要遵循一種相對多元主義的利益代表體制，而非在威權體制之下，由國家黨政機關主導之體制。中國大陸在黨政運作介入之體制下，工會具有黨政機關之類行政組織的屬性，對適用公司法之企業有威脅風險。對於勞工而言，黨政機關之利益與目標與工會之利益與目標不一定相同，工會要建立一個獨立自主地位，並建立起其無黨政機關干預，而與其公司間之平等勞資協商對話共識之體制，可能仍有困難，使得社會正義，無法獲得。

關鍵字

公司法；工會法；民主集中制；集體合同

並列摘要

Private law is the backbone of free market and free to self-act among private parties is the supreme rule of free market. The article 18 of the Chinese Corporation Law regulates both of the rules of corporation and the labor-management relations due to the booming of Chinese market economy after its reformation. By current definition, both company and union are private entity and the relationship between them is a private relationship. But only a diverse and representative system shall be able to support the practice of free-to-self-act rule. An authoritarian or totalitarian system will not support the practice of free-to-act rule. Under the manipulation of the Chinese Communist Party, unions are qusai-governmental agencies, the companies under the regulation shall have the risk in compliance with the article 18 of the Corporation Law. For the workers, the interest of Chinese Communist Party and the government may not be consistent with those of the unions. No socially justifiable factors can be found if the system is not immune from the intervention of the Chinese Communist Party and the government and guarantees free dialog and collective bargaining on equal position between company and union.

並列關鍵字

Corporation Law ； Union Law ； Centralized Democracy ； Collective Contract

參考文獻

Zeigler, Harmon (1988). Pluralism, Corporatism, and Confucianism : Political Associations and Conflict Regulation in the United States, Europe, and Taiwan. Philadelphia : Temple University Press.