新勞動三法對於民間團體調處勞資爭議的影響－兼論勞資事務師證照制度之前景

The Impact That the New Three Labor Laws Put on the Labor Management Mediated by Non-Governmental Organization-The Future of Labor Affairs Mediator License

李德純(Te-Chun Lee)

《社科法政論叢》 2期 (2014/03) Pp. 123-148

https://doi.org/10.6268/RSSLP.2014.2.4

摘要

本文以行政機關與民間團體調處勞資爭議的歷史發展切入，檢視勞資爭議協調實務演變到勞資爭議處理法所增設「獨任調解人」制度的過程，論述勞資爭議協調制度法制化係不可避免之社會趨勢，而獨任調解制度對於民間團體聘用獨任調解人所呈現「準法官」的態勢，以及最近10年各縣市政府對於民間團體協助辦理勞資爭議協調案件的依賴性，更加突顯民間團體近年推動「勞資事務師」專業證照制度，對於落實獨任調解人制度的迫切性及必要性。依據文獻探討及筆者實務經驗，現行勞動法令對於勞資爭議的基本態度，已從「消極任意主義」的觀點逐漸邁向「積極干預主義」的觀點，也使得近年來政府與民間攜手推動調解人員分級制度與專業證照制度的發展方興未艾，本文進一步援引社會工作師及社工專業制度的立法過程，來評估推動勞資事務師及調解專業制度立法之前景，期能藉由民間勞資事務中介團體的活力發展調解專業，以落實勞資爭議調解制度，促進社會和諧及實現社會正義。最後，本文提出調解裁決化延伸至個別勞工之勞資爭議案件、委託民間團體辦理獨任仲裁之積極性干預機制、推動建立專精分科和專業分級之勞資事務師制度、結合勞資事務證照考試建立調解人員分級制度、善用民間勞資事務中介團體主動預防勞資爭議、推動勞動審判法或勞資爭議訴訟法之立法等6點建議，供政府未來推動立法修法、訂定法規命令、以及研擬相關行政措施時參考辦理。

關鍵字

勞資爭議 ； 勞資事務師 ； 勞資爭議處理法 ； 協調 ； 調解 ； 仲裁 ； 裁決

並列摘要

The study was to look into the necessity and urgency of labor affairs mediator license system, which was recently promoted by non-governmental organization. This study started by the history on settlements of labor-management disputes by both administrative agency and non-governmental organization. Through cases of labor-management disputes mediations, ”mediator with full authority” was established in Act for Settlement of Labor-Management Disputes. The study would further discuss about the inevitable tendency of the legislation of this act, and due to mediation system with full authority, mediators with full authority employed by non-governmental organization were to be considered as pre-judges. Furthermore, on mediations of labor-management disputes in the last ten years, the municipal or city (county) competent authority has been highly dependent on the assistance of non-governmental organizations. As a result, professional license system of labor affairs mediator was proved to be an urgent requirement. According to researches and related experience, it is believed that the basic attitude in current labor acts with regard to labor-management disputes has been transferred from passive to initiative, and this greatly promoted the cooperation between government and non-governmental organizations: the undergoing of classification of mediators and the labor affairs mediator license system. In this study, it took legislation of social workers and Social Worker License System as a standard to evaluate the future of labor affairs mediator and Labor Affairs Mediator License System. It is considered that the prosperity of non-governmental mediation organizations could stimulate the implementation of Labor Affairs Mediator License System, and to improve social harmony and social justice.In all, this study proposed six suggestions as references for the government in related legislation, revision and administration: 1. Apply arbitration in mediations of individual labor-management dispute cases. 2. Entrust non-governmental organizations with initiative interference system of arbitration with full authority. 3.Promote a labor affairs mediation system with departments and classification. 4.Establish the classification of labor affairs mediators by national examination. 5.Prevent disputes in advance by cooperating with non-governmental mediation organizations properly. 6. Promote legislation of Code of Labor Trial or Code of Labor-Management Dispute Procedure.

並列關鍵字

labor affairs dispute ； labor affairs mediator ； mediation ； arbitration ； Judge