日本法上勞動條件決定的模式—兼論對我國的啟示

勞工與雇主約定勞動條件時，由於實際上難以期待雙方處於平等的立場進行交涉，因此會由國家制定法規訂定勞動條件的最低基準，其後再透過工會以集體的力量和雇主協商並簽訂團體協約來約定較佳的勞動條件。再者，基於使企業有效率的經營以及僱用型態的多樣化，工作規則及勞動契約亦扮演重要的角色。另一方面，勞動規範的彈性化、去管制化則為近來重要的課題，越來越多例外規範的出現是如何適用於勞工，是否會影響原先的勞動條件決定模式？以及在滿足雇主需求的同時，有無相應給與勞工應有的保障？凡此皆為不可忽視的議題。有鑒於日本對於相關制度的議論已經累積了一定的成果，我國則相對較少有針對前述課題的討論，從而本文先對日本法進行分析，其後再回頭檢討我國並加以比較，最後並提出建議供未來立法或修法的參考。本文的結論是，我國應針對適用例外要件時工會的資格做修正，並檢討現行的勞資會議制度以及僅依勞工的個別同意作為適用例外規範要件的規定，以提供勞工於勞動條件決定時充分的保障。

關鍵字

勞動條件；勞動條件決定；規範彈性化（法規鬆綁）；例外規範；勞資會議

並列摘要

When workers and employers make an agreement on working conditions, it is difficult to expect both sides to negotiate on an equal position. Therefore, the state will formulate laws and regulations to set the minimum standard of working conditions, and then negotiate and sign a collective agreement with employers through collective strength of a labor union to make better working conditions. Moreover, based on the efficient operation of enterprises and the diversification of employment types, work rules and labor contracts also play an important role. On the other hand, the flexibility and deregulation of labor laws have become important topics recently. How are more and more regulations for specific conditions applicable to workers? Will they affect the original mode of determining working conditions? And whether there is corresponding protection for workers while meeting the needs of employers? All these are issues that cannot be ignored. In the fact that Japan has accumulated certain achievements in the discussion of relevant topics, but Taiwan has relatively few discussions on the above topics. Therefore, this thesis first analyzes the Japanese law, then turns back to review and compare Taiwan’s, and finally puts forward suggestions for future legislation or amendment. The conclusion of this thesis is that Taiwan should amend the qualification of labor unions as a mandatory element when applying regulations for specific conditions, and revise the Labor-Management Meeting and the provisions that only require the individual consent of workers as a mandatory element when applying regulations for specific conditions, so as to provide sufficient protection for the terms and conditions of any agreement between an employer and a worker be made.