我國身心障礙者「定額進用」制度之研究-以彰化縣為例

A Study of the Disabled Mandatory System -An Example of Changhua County

陳柔卉(Jou-Hui Chen)

指導教授 ： 馬財專

國立中正大學/社會科學院/勞工關係學研究所/碩士(2012年)

摘要

本研究旨在探討身心障礙者定額進用制度實施現況，以彰化縣義務機關（構）、身心障礙失業者以及政府部門等三方面人員，共22位為研究對象，透過文獻分析法與深度訪談法進行研究資料蒐集與分析。根據研究結果，提供具體可行建議。
經以上資料分析發現：定額進用制度能規範並提升部分廠商僱用意願，然而廠商對於身心障礙者的接納度，往往是該制度能否落實的重要關鍵。已足額進用單位進用原因主要是配合政府政策僱用，但是進用人才仍需符合企業需求。對於部分未足額進用單位而言，因差額補助費並未將僱用成本算入，反而寧可繳納差額補助費以取代僱用責任，也會因身心障礙者資料來源不足、或能力不適任，而未能足額進用。身心障礙失業者因就業弱勢處境以及未足額進用單位就業資訊不全，求職仍具困難。現階段政府單位對於未足額進用單位仍缺乏有效輔導進用機制。
本研究建議：
1、全面倡導尊嚴勞動觀念，促進定額進用制度之落實。
2、健全職業訓練，提升就業技能，促進符合企業用人需求。
3、重新審度差額補助費計算方式，增進企業願意僱用之影響力。
4、建置身心障礙者人才資料庫，以及積極協助未足額進用單位依法進用。
5、未足額進用單位名單資訊取得方式應普及化，以增進求職面試機會。
6、不定期職場訪視，關心身心障礙者工作適應情形，以及解僱原因。
7、加強宣導與推廣職務再設計資源。
8、協助企業進行職場風險評估，增進僱用意願，維護職場安全。

關鍵字

身心障礙者 ； 定額進用 ； 職業訓練 ； 職務再設計

並列摘要

This study is aimed to explore the disabled Mandatory System current situation. The researcher interviewed 22 persons from Changhua County public sectors, disabled unemployment and government departments as the interviewing subjects in questionnaire.
This research adopt Methods of qualitative studies, use the document analysis and in-depth interview.According to the analyzed results, we offer some suggestions for further improvement.
According to the document analysis results, the Mandatory System can restrain and raise the intention of employment for part of employers. However, the employers’ acceptability of the handicapped is the critical factor that if this regulation can be perfectly executed or not. The main reason that the obligation to employ people with disbilitieas are intended to comply with government’s employment policy, but the recruitment still needs to comfort to business’s request. For part of the obligation to employ people with disbilitieas, due to employment cost not including paying the difference subsidies to the Disabled Employment , they would rather to pay the difference subsidies to the Disabled Employment than the employment duties, and also due to lack of source of the handicapped application, or unqualified candidates, make fail to achieve complete employment. On the other hand, it is still rather difficult to get a job for the handicapped due to his predicament and insufficient information of the obligation to employ people with disbilitieas. Currently, our government still lack applicable employment approach in the help of the obligation to employ people with disbilitieas.
This study suggests that：
1. Comprehensively promote the concept of Decent Work, put the Mandatory System in effect.
2. Scrutinize the way of calculation to pay the difference subsidies to the Disabled Employment, and boost the influence of business employment willingness.
3. Establish the handicapped human resource database, and endeavor to facilitate.
4.The acquirement of the obligation to employ people with disabilities list information should be popularized, it can increase the chance for an interview.
5.Visit workplace on a irregular basis, and take care of the adjustment of the handicapped workers, and realize the reason of laid-off..
6. Strengthen and promotion the Job Accommodation.
7. To assist enterprises to evaluate the workplace risk, increase the willingness to hire and maintain workplace safety.

並列關鍵字

disabled ； Mandatory System ； Vocational Training ； Job Accommodation

參考文獻

邱滿艷、韓福榮，2007，〈從使用者與提供者觀點探討我國身心障礙者職務再設計措施之研究〉，復健諮商，1：47-63。

朱柔若、孫碧霞，2008，〈對抗社會排除：歐盟政策檢討〉，國家與社會，5：99-157。

吳秀照，2007，〈臺中縣身心障礙者就業需求：排除社會障礙的就業政策探討〉，社會政策與社會工作學刊，11（2），149-198。

行政院勞工委員會職業訓練局，2012，http://www.evta.gov.tw/content/list.asp?mfunc_id=14&func_id=59

王育瑜，2005，《身心障礙者定額進用制度之研究》，台北市：行政院勞工委員會職業訓練局。