民間勞資關係團體勞資爭議調解程序之研究 ─以臺北市為例

文化大學機構典藏 CCUR > 社會科學院 > 勞動暨人力資源學系碩士班 > 博碩士論文 > Item 987654321/29719

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题名:	民間勞資關係團體勞資爭議調解程序之研究 ─以臺北市為例 A Study of Labor Dispute Mediation Procedures of Non-Governmental Organizations--A Case Study of Taipei City
作者:	章明揚 Chang, Ming-Yang
贡献者:	勞工關係學系
关键词:	勞資爭議民間勞資關係團體調解 labor dispute non-government organization mediation
日期:	2014-12-30
上传时间:	2015-02-05 13:38:05 (UTC+8)
摘要:	從2009年7月1日勞資爭議處理法修正公布，並從2011年5月1日起開始施行，勞資爭議處理制度有了大幅變革，對於勞資爭議的處理採取與以往不同的方式。本研究著重探討勞資爭議處理調解機制委託民間勞資關係團體辦理後發揮之功能，以及對於未來是否能夠健全民間調解機制之發展。本研究以目前臺北市受主管機關委託辦理勞資爭議調解之三個民間勞資關係團體為研究對象，並以訪談方式對於受委託辦理之民間勞資關係團體進行訪談，以蒐集所需研究資料。透過從訪談過程中所蒐集到資料分析發現，民間勞資關係團體多以現有之資源辦理勞資爭議之調解，分擔主管機關在行政業務上之壓力。然而，主管機關要求民間勞資關係團體於辦理調解時，除要求其專業外，並以論件計酬方式做為補助標準，提供經費補助。然而主管機關對於經費補助控管日趨嚴謹，甚至可能不予補助；對於民間勞資關係團體的感受而言，一方面要求調解品質與專業，另一方面經費補助方式卻又限制重重。民間勞資關係團體實際已無額外經費辦理有關調解事務之教育訓練，對於相關制度之未來發展及提升調解專業能力，不免令人感到憂心。此外，由於現行委託辦理調解，僅針對民間勞資關係團體資格部分進行審查，但對於業務執行能力與調解人，並未有考核辦法。為健全相關制度未來發展，必須嚴格把關。為促進民間勞資關係團體以及所屬調解人之專業及公正，必須重新檢視主管機關補助方式及建立考評機制，以提供民間勞資關係團體足夠資源進行調解人教育訓練，汰除現行不適任之調解人，以維持調解之專業與品質。此外，民間中介團體應思考如何建立口碑，培養專業調解人才，提升調解品質，以發揮民間中介團體調處勞資爭議之價值。 The Act for Settlement of Labor-Management Disputes was amended and promulgated on July 1, 2009,which took effect on May 1, 2011,and the legal disputes resolution system was under overhaul. This research explores the handling of labor dispute mediation after entrusting Non-government organization, the function of these organizations play and if it be able to improve the development of Non-government organization mediation mechanism in the future. This research, existing three association entrusted by competent authorities to handle labor disputes for study. The research visited three Non-government intermediary organizations in Taipei City to collect necessary information. From the collected information shows that the organization handling labor disputes to share pressure of administrative services with available resources to handle labor disputes mediation. However, the government require organization to be professional when they handle mediation, and current financial subsidy standard based on case solved . However, financial subsidy constraint tend to be rigorous, even without any subsidy. On the one hand ,require quality and professional of mediation, on the other hand, giving much restrictions on the way of financial subsidy. For organizations, they have no extra fund to handle on-job training about mediation, the development of Non-government organization and the promotion of professional ability of mediation , which are worried. In addition, the periodical review only covered part for Non-government organizations' eligibility, buy not to mention their execution capability and mediators' qualifications. It should have evaluation mechanism and strictly. In conclusion, in order to facilitate the organizations and mediators' discipline and fairness, the authority should re-examine the subsidy method and establish evaluation mechanism ,provide enough resource to organization and give related training to mediators. First of all, exclude unqualified mediators, then we suggest the organization should think about how to enhance its public praise and cultivate professional mediators to elaborate the value of mediation organization.
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