透過您的圖書館登入
IP:3.94.102.228
  • 學位論文

我國民間團體調處勞資爭議的功能與困境:新勞資爭議處理法施行前後之比較

指導教授 : 許繼峰
若您是本文的作者,可授權文章由華藝線上圖書館中協助推廣。

摘要


1990年代,行政院勞工委員會導入委託民間中介團體處理勞資爭議措施。2009年7月1日「資爭議處理法」修正,並自2011年5月1日起施行,勞資爭議處理制度大幅變革。本研究探討這些協處爭議的中介團體在修法前後發揮的功能與遭遇的困境。 為蒐集研究資料,本研究訪談10個主要縣市受委託處理勞資爭議之民間團體。分析所蒐集的資料發現,民間中介團體一直面臨調處人員專業性與公正性不足、會務資源(人力、會所等)欠缺的窘境。儘管如此,「資爭議處理法」修正前,中介團體使用「協調」方式處理勞資爭議,對輔助政府穩定勞資關係有相當助益。自2004年起,勞委會將委託中介團體調處勞資爭議補助之經費改為「論件計酬」,並擴大其他民間團體參與,形成多元委託;此後,補助經費因而分散,絕大多數團體的財務幾乎難以為繼,而且由於非專業民間團體參與協處爭議,導致品質參差不齊。本研究也發現,「資爭議處理法」修正之後,民間團體處理勞資爭議改「協調」為「調解」,但是「論件計酬」補助方式未變,如果爭議當事人不選擇中介團體以獨任調解人身分調解爭議,中介團體的調解案件將驟降,其生存更加困難。 總之,中介團體調處人員的專業性與公正性若不加強、調處案件「論件計酬」的方式若持續不變,中介團體的調處勞資爭議功能將會萎縮。因此,本研究建議政府:應以行政指導協助勞工選擇指派調解人、建立調解人證照制度、提供中介團體充裕資源、調解紀錄以政府名義為之;建議中介團體:招募熱忱服務之志工參與、獨立超然運作、提升組織知名度、培養專業調解人才。

關鍵字

協調 中介團體 勞資爭議 調解

並列摘要


The Council of Labor Affairs (CLA) introduced a system of commissioning civil intermediary groups to resolve labor disputes. The Act for Settlement of Labor-Management Disputes was amended on July 1, 2009, which took effect on May 1, 2011, and the legal dispute resolution system was under overhaul. This research explores the functions that these groups performed, and the difficulties, they encountered, before and after the amendment. The researcher interviewed ten intermediary groups in major counties and cities to collect data and information, including original documents and recorded conversation with their relevant staff. The result shows that the expertise and neutrality of the persons who, provided by groups, deal with labor disputes has been under-qualified. These groups are always short of financial resources. Nevertheless, before the Act was amended, they had resolved a large amount of disputes by practicing “conciliation,” an informal or extralegal means. It had greatly contributed to the government in respect of stabilizing labor relationship. Since 2004, the CLA has changed the measure of financing these groups from a lump-sum to a case-based subsidy. In addition, the government’s commissioning became multiple through allowing civil organizations other than dispute-resolution-specific groups to participate in this practice. Since then, the financial condition of intermediary groups began to further aggravate due to the dispersion of the subsidy, and the conciliation became uneven in quality. It is also found that after the amendment of the Act, dispute conciliation was changed into mediation, but the government’s subsidy based on case by case remains unchanged. If labor disputants do not choose an intermediary group to provide independent mediators, these groups would not survive. It concludes that if the expertise and neutrality of the independent mediators provided by intermediary groups will not be improved, and the government’s subsidy remains on the basis of case by case, the function of intermediary groups will be shrunk. It suggests to the government that it should provide groups with administrative guidance to select independent mediators, develop a system of mediator certification, provide groups with enough financial resources, and allow the group’s mediation records in the name of government. It suggests intermediary groups that they should recruit more enthusiastic volunteers to participate in dispute resolution, operate independently, raise their popularity, and foster mediation expertise.

參考文獻


新竹縣政府勞工處:
李德純(2011),〈新勞動三法對於民間團體調處勞資爭議的影響-兼論勞資事務師制度之價值與功能〉,發表於勞資事務民間團體中介團體業務精實化研討會,高雄:財團法人中華勞資事務基金會,頁178-187。
鄭津津(2001),〈我國勞資爭議處理制度之現況〉,《國立中正大學法學集刊》,第6期,頁65-104。
台中市政府勞工局:
桃園縣政府勞動及人力資源局:

被引用紀錄


王麗娟(2015)。勞資爭議處理獨任調解人制度之探討〔碩士論文,國立中正大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0033-2110201614005655
劉硯田(2015)。行政機關訴訟外紛爭解決機制之不當勞動行為裁決制度研究〔碩士論文,國立中正大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0033-2110201614034886

延伸閱讀