不當勞動行為法制之本土實踐觀察與爭議問題分析

我國不當勞動行為法制於2011年5月1日開始實施，實體法上規範不利益待遇、支配介入工會、拒絕誠信協商此三類不當勞動行為，程序法上則以勞資爭議處理法之裁決章為規範，此制度迄今已運作十年，相關案例顯示我國法制雖然受到美國及日本制度諸多影響，惟於本土實踐上仍有不同的發展。根據勞動部之統計資料，迄2021年之裁決申請案件已有636件，平均每年受理件數約66件。本文就個案共通涉及之問題為整體性之檢討：第一、就不當勞動行為規範的實體法部分，因大部分之不當勞動行為多非單一類型之爭議，且支配介入行為最常與其他類型之不當勞動行為態樣產生關連，本文認為各種類型不利益待遇得同時構成，但要件上係分別認定之，不具有工會法第35條第1項第1款為概括規範、其他各款為特別規範之關係。第二、我國裁決案件已少有由勞工個別單獨提出者，而目前裁決制度容許由工會代替遭受不利對待之勞工提出申請，使勞工個人未擔任申請人時，仍能由工會針對雇主侵害個別團結權的行為進行救濟，實已融合了實體法與程序法上的保障意義。第三、就裁決事件與民事程序之接軌的問題，除了勞動事件法第34條以外，應檢討各類爭議依裁決程序接軌循法院核定程序，以取得與民事確定判決同一效力的適用，讓所有之私權爭議均能有效的處理，更符合不當勞動行為制度之專業性與迅速性目的。

關鍵字

不當勞動行為；裁決制度；不利益待遇；支配介入；拒絕誠信協商；勞動事件法第34條

並列摘要

Resolution for the unfair labor practices has been practiced in Taiwan since 2011. Substantive regulations regulate three types of the unfair labor practices: "disadvantageous treatment," "domination or interference," and "bad faith bargaining." In terms of procedural law, the adjudication chapter of the Act for Settlement of Labor Disputes (ASLD) is the norm. Regulations for unfair labor practices (hereinafter the "Regulations") has been practiced for 10 years. Although relevant cases still show that Taiwan's Regulations are still impacted by laws of US and Japan, Taiwan's practice has developed its own features. According to statistics of Ministry of Labor, there has been 636 applications until 2021, with an average of 66 applications accepted each year. This article will review the issues commonly involved in the cases as a whole, and select recently controversial issues for analysis in terms of procedural law and substantive law. This article will first review the scope of subjects under Article 35 paragraph 1 of the Labor Union Act, and illustrate that labors or labor unions can be the only subject who applies for disadvantageous treatment or domination or interference. As for issues of relationships among and elements of Three Practices, and the integration of the adjudication decisions and civil procedures, this article will analyze that the reason why Three Practices can be constituted at once. Moreover, disputes of private rights do not only include dismiss, but also demote or reduce the wage. To make adjudication decisions have the same legal effect as civil judgement and thus make all disputes of private rights can be resolved effectively, and fit for the purposes of resolution for the unfair labor practice (professional and efficient), the current regulations should review the procedure regulating how all types of disputes integrate into courts.

並列關鍵字

unfair labor practices ； adjudication system ； disadvantageous treatment ； domination or interference ； bad faith bargaining ； Article 34 of Labor Incident Act

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