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題名 | 團體協約法修正實施後勞資雙方簽訂團體協約之意向及可行性研究=The Intention and the Feasibility of Signing Collective Agreements after the Amendment of the Collective Agreement Act in Taiwan |
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作 者 | 吳全成; 陳俊益; 陳泰源; | 書刊名 | 社科法政論叢 |
卷期 | 1 2013.03[民102.03] |
頁次 | 頁73-116 |
分類號 | 556.84 |
關鍵詞 | 集體勞資關係; 團體協約; 工會; 誠信協商; 深度訪談法; Collective labor relations; Collective bargaining; The unions; Bargaining in good faith; In-depth interview; |
語文 | 中文(Chinese) |
中文摘要 | 我國勞資關係的發展,「政府」都扮演極重要的角色,尤其集體勞資關係之作為就受到法令長期的限制,導致勞資雙方無法自主自立。大幅修正之勞動三法-工會法、團體協約法及勞資爭議處理法正式實施,關心集體勞資關係的人士無不寄以厚望,期待透過上述三法之修正,工會藉此法律環境上的改變,能與資方進行團體協商進行簽定團體協約。本文以深度訪談法對勞資雙方做深入訪問,透過受訪者的經驗充分描述,蒐集受訪者對訪談內容主題之意見、價值觀的表達資料,以利議題歸納、分析出團體協約法修正後之意向與可行性。結果顯示:勞資雙方對簽定團體協約之意向與可行性表面均為樂觀,然從機構控制屬性得知,公部門機構肯定、私部門但政府控股之機構態度模糊、私部門機構不樂觀。至於在條文之屬性方面,則發現程序性條文樂觀、法效性條文不樂觀、行政罰性條文尚稱合宜。整體而言,簽訂團體協約之意向及可行性,如非勞資雙方努力不懈、政府加強輔導,則團體協商制度的實施,只能淪為聊備一格而已。 |
英文摘要 | In the past, the government always plays a significant role, in the development of labor and employers relationship in Taiwan, especially in the collective industrial relations. Under this long term controlling by the government, the laws restricted the activities and caused to weaken the power of labor and employers. Recently, the three collective labor relations laws - the Union Act, the Collective Agreement Act, and the Settlement of Labor-Management Disputes Act - had been substantially amended and had been put in to practice since 2011. People expect that the amendment would be a progress and will force the negotiation between labor and management. Based on the foregoing description, this research aims to analyze the intention and the feasibility of signing collective agreements by in-depth interview method through the fully experience descriptions of the interviewees, and collects views of respondents, the values of the expression opinions, the interest issues on the theme of interviews. The results show that: both employers and employees are optimistic about the intention and feasibility of signing a collective agreement in surface. Nevertheless, they tend to positive in the public sector, a fuzzy attitude in the private but government-controlled sector, and a pessimistic attitude in the private sector. As to the attributes of the provisions in the legislation, they are tend to optimism in procedural provisions, a pessimistic attitude in the effectiveness provisions, and they are still reasonable in the administrative provisions. Overall, the intention and the feasibility of signing collective agreement can only be reduced to a bare-bones circumstands unless efforts of labor and management, as well as the government who are strengthen the counseling and the implementation of the collective bargaining system. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。