| 摘要: | 本研究主要在於探討派遣勞工轉為正職勞工的主要因素，派遣勞動是一種近年來新的彈性運用人力方式，勞動派遣的本質上就是美國的僱員租賃（employee -leasing），在台灣則稱之為派遣勞動或人力派遣，派遣勞動為要派單位、派遣單位、派遣勞工的三方關係，派遣勞動不同於典型的聘僱關係，有「使用」與「僱用」分離的特色，派遣單位「僱用」派遣勞工到要派單位以供「使用」，在勞動市場區隔化的觀點中，這種勞動市場的雙元化結構會將派遣排除於典型的僱傭關係之外，派遣勞動是一種非典型就業，屬於次要勞動市場，薪資、福利等工作條件顯然比正職勞工差，正職員工與派遣員工因為勞動條件的不同產生區隔，對於多數企業而言，派遣勞工從事工作屬於非核心業務，為了減少人事成本或增加人力運用彈性，企業本就不願意用正職職缺聘僱勞工，而也有不少人力銀行的調查顯示，派遣勞工把派遣工作當成在要派單位轉正式員工的橋梁，要派企業也會以派遣勞工任職的表現觀察派遣勞工適任與否，是故要使派遣勞工轉為正職勞工有一定之難度，這樣的轉銜過程之因素是本文所要探討的目的。
本文透過文獻整理的方式探討派遣勞工的定義與類型、國內外文獻有關派遣勞工轉為正職相關規定、派遣勞工轉為正職銜相關問題、再使用深度訪談法，試圖從勞工、雇主、政府機關的角度檢視目前派遣轉成職實務上面臨之問題，以及派遣轉為正職的原因，藉此導向國家勞動政策應以派遣勞動轉為僱用正常化，非以禁止派遣為立法目的。
研究發現，我國派遣勞工轉為正職可以從主客觀因素來探討，客觀原因在於企業使用派遣勞工轉為正職勞工的方法與制度，要派公司有轉任派遣、正職缺額僱用、將派遣轉成正職視為招募制度；主觀原因在於派遣勞工之工作表現、工作態度、專業能力、用人主管的主觀意識，在派遣機構作為的方面。
本研究亦從法制面探討勞動部(2014)派遣勞工保護法草案第八條，派遣勞工轉正職之條款來檢視派遣勞工轉正職之因素，並提出結論：一、派遣勞工於同一要派單位提供勞務之期間；二、要派單位對於派遣勞工轉正職之否決權，以上兩點根據訪談分析發現確有期間過長與否決權應受限制之問題。
最後本研究針對派遣勞工保護法草案第八條分別提出以下建議，包括派遣轉正職需附帶條件須有共識；協商模式的重要性。
This study is mainly to discuss the major factor of dispatched workers transferring to regular employees. Dispatched work is a new way of elastically use the labors, the essence of labor dispatching is the employee-leasing in America, and it is called dis-patched work or labor dispatching in Taiwan. Dispatched work is the tripartite rela-tionship among dispatch agencies, employing units and dispatched workers. It is dif-ferent with typical employment relationship. It featured the separation of "using" and "employing". Dispatch agencies dispatch the workers to the employing units for "us-ing". In the idea of labor market compartmentation, this dual-structure of labor market will exclude the dispatching from typical employment relationship. Dispatched work is an atypical employment; it is part of secondary labor market. The working condi-tions such as salary, welfare is obviously worse than regular employees. Regular em-ployees and dispatched workers are separated because of the different working condi-tions. For most of the enterprises, dispatched workers doing work is belong to non-core business. In order to reduce personal costs or increase the elasticity of labor using, enterprises are not willing to employ the workers for the vacancy of formal po-sition. And a lot of job bank’s investigations show that dispatched workers consider dispatched work as the bride of turning to regular employees by the employers. The employing enterprises also will observe the working performances of dispatched workers and to decide are they suitable for these positions. So it is difficult to transfer the dispatched workers to regular employees, the factors of this transition is the dis-cuss purpose of this article.
This article uses the way of literature arrangement to discuss the definition and type of dispatched workers, relevant regulations of transferring dispatched workers to regular employees, relevant problems of transferring dispatched workers to regular employees. Then uses the method of depth interview, try to use the angle of labors, employers and government to review the problems we face when transferring dispatched workers to regular employees and the reasons of the transition. And then put forward an idea that: national labor policy should regard transferring dispatched workers to regular em-ployees as the legislative intent, instead of forbid dispatching.
This study finds out that our country’s dispatched workers transferring to regular em-ployees can be discussed from subjective factors and objective factors. The objective reason is the ways and systems which the enterprises use in transferring dispatched workers to regular employees. The subjective reason is the working performance, working attitude, professional ability and the subjective consciousness of the employ-ers.
This study also from aspect of legal system to discuss Article 8 of labor relation de-partment’s draft of dispatched worker protective laws. It uses the terms of transferring dispatched workers to regular employees to inspect the factors of transferring dis-patched workers to regular employees. Then makes a conclusion: 1. the period during dispatched workers offering service for the employing units; 2.employing units’ veto power of dispatched workers transferring to regular employees. About above two points, according to the analysis of interviews, it finds out there really exist the prob-lems of the period is too long and the vote power should be limited.
At the end, this study provides suggestions for Article 8 of the draft of dispatched workers protective laws, including there should come up with a consensus about the attached conditions of transferring dispatched workers to regular employees and the importance of negotiation pattern. |
