| 摘要: | 本文以兩岸勞動派遣法制為主軸，首先透過文獻瞭解各國勞動派遣之發展及國際勞工組織（ILO）對於勞動派遣之態度，緊接著探悉台灣地區與大陸地區之勞動派遣發展情形，探討三方當事人（要派單位、派遣事業單位、派遣勞工）法律關係，並將與之相近似之概念，即職業介紹、承攬、人力資源外包、共同僱用、出向作一比較。因台灣地區勞動派遣尚未法制化，本文介紹現行勞動派遣事業單位之運作現況、要派單位之經營模式、派遣勞工之特性及僱用型態，並就台灣地區現行勞動派遣產生之問題及對傳統僱傭關係產生之影響逐一說明。
勞動部於 2014 年 2 月提出《派遣勞工保護法草案》，法制化之曙光甫現即遭受各界之質疑，在本論文中討論草案內容能否解決現行勞動派遣問題，並就草案內容做檢討與省思，期建構一部適用之《派遣勞工保護法》。另大陸地區於 2007 年制定《勞動合同法》，並於 2012 年 12 月 28 日修定勞務派遣相關條文，並定於 2013 年 7 月 1 日施行，再加上 2014 年 3 月施行之《勞務派遣暫行規定》，大陸地區勞務派遣法制尚稱完善，惟徒法不足以自行，能否「執法從嚴」應是大陸地區目前尚待觀察之點，另探討大陸地區勞務派遣法規範對於臺灣之啟示。
在結論與建議部分，本文除提出研究結論外，並就法制面與政策面提出建議。在法制面建議部分，計有一.嚴格限制勞動派遣適用範圍，並採用正面表列方式、二.明定派遣事業單位之合理利潤、三．落實同工同酬之相關規範、四.修改草案第 8 條之規定，改採直接僱用、五.訂定對於派遣事業單位之管理規範、六.加強要派單應負擔之社會責任；另就政策面建議部分，本文認為勞動派遣不是單純的法律問題，而是涉及政治與政策問題，在法制化過程中，行政機關應明瞭所處之環境，透過 SWOT 分析主管機關優勢、劣勢、機會與威脅，希對於勞動派遣法制化有所助益。
The main focus for this paper is on the labor dispatch law on both Taiwan and Mainland China. First we dug out various documentations to find the work attitude of the labor dispatch development among most countries and the International Labor Organization (ILO), followed by Taiwan and China's labor dispatch development scenarios to explore the legal relationship of three stakeholders (dispatch demand institutions, dispatch institutions, dispatch labors). The concept was comparable to that of the employment agencies, contractors, human resources outsourcing, and shared employment. Because our country has not been legalized on labor dispatch, this article describes the current status of labor dispatch operation of some business institutions, the business model of demand institutions, the characteristics and term of employment of dispatch labors. As well as describing problems of dispatch labors and their impact on the traditional employment relationship.
In February, 2014, the Ministry of Labor drafted "the Labor Protection Act", but had been criticized by the public at the dawn of legalizing the system. We discussed whether this draft would be able to solve the existing problems of labor dispatch, and reviewed and reflected on the draft contents, hoping to construct a more suitable "Dispatch Labor Protection Act." China also enacted in 2007 the "Labor Contract Law", and in December 28, 2012 revised some relevant ordinances. It was scheduled to implement on July 1, 2013. Coupled with the implementation on March 2014 the "Work Dispatch Interim Provisions ", China’s legal aspect of labor dispatch system was rather prepared. However, the law itself is not sufficient without “strict enforcement”. Whether it will be effective is yet to be seen. Nonetheless, we have been inspired by China’s labor dispatch legalization process for Taiwan.
In the Conclusions and Recommendations section, we proposed some recommendations on legal and political aspects in addition to the research conclusion. In the legal aspect, we have proposed: 1. a strict limit on the scope of labor dispatch, using the white name list. 2. a reasonable profit margin for dispatch business institutions. 3. an implementation of the equitable norms of equal labor/equal. 4. a draft amendment of the provisions of Article 8, shifting to direct employment. 5. a set of dispatch management rules for the institutions. 6. a stress on the social responsibility for the dispatch demand institutions.
On the political recommendation part, we believe that the legal aspect is not the sole issue for the dispatch labors, it also involves political and policy issues. During legalization process, the Administration should clearly understand the whole environment. Through the SWOT analysis of the competent authorities’ strengths, weaknesses, opportunities and threats, hoping it will be beneficial to the labor dispatch legalization process. |
