| 摘要: | 近年來，勞工對勞動條件的調整不再被動接受，勞資衝突不斷發生，國內的勞資爭議案件逐年遞增，我國於2011年5月1日修正實施勞資爭議處理法以後，勞資爭議的解決方式已由「協調」轉變為「調解與仲裁」。
由於ADR制度的興起，政府將勞資爭議案件委託給民間中介團體處理，並以論件計酬的方式給予經費補助，一來節省司法資源，二來可使勞資爭議的調處更加方便快捷。新法強化了「調解與仲裁」機制的功能，也增設「獨立調解人」制度，可以預見在未來的勞動市場，獨立調解人的調解方式將逐漸成為主流。
本研究透過分析、蒐集國內外相關文獻與期刊、網路等資料，整理出學者對於獨任調解人與民間中介團體調處勞資爭議案件之相關議題看法與結論，加以歸納分析；並運用量表找出影響調解人的調解品質及成效的因素。再經由文獻探討與問卷調查的方式進行實證研究，並輔以專家訪談，以獲取更深入之分析結果。
調解人皆由中央主管機關所訓練，故由勞工行政機關或民間中介團體所派任的調解人其專業程度都是相同，並不影響調解品質。調解人的公正性與專業度才是左右調解的品質或影響調解成效的重要因素。然而，調解人多數為民間中介團體所聘任，並受其指派進行調解任務。但民眾普遍不信任民間中介團體來辦理調解業務，進而影響調解成效。有鑑於此，政府應制訂完善的法令以提昇民間中介團體的公正性與公信力，以強化民眾對民間中介團體調解制度之信賴，如此才能提高調解之成效，以達到節省行政資源，減緩勞資之間的對峙與衝突，減少訟累之目的。
In recent years, the adjustment of labor conditions is no longer be accepted by the labors. Conflicts happens frequently between labor and capitalist. The number of labor dispute case has increased gradually in Taiwan. On May 1, 2011, the government modified the Act for Settlement of Labor-Management Disputes. After that, the resolution of labor disputes changed from “Coordination” to " Mediation and Arbitration".
Since the development of Alternative Dispute Resolution (ADR) system, the government delegates non-governmental intermediate organizations to mediate labor disputes and offers subsidies. In this case, the judicial resources will not be wasted while the mediation of labor disputes becomes more convenient and fast. Act for Settlement of Labor-Management Disputes strengthens not only the function of “Mediation and Arbitration”, but also adds the “Sole Mediator” system. It can be seen that the mediation of sole mediator will be the mainstream system in the near future.
In order to sort out the suggestions and conclusions on the issue related to mediation of labor disputes between sole mediators and non-governmental intermediate organization, this research analyzed and collected relevant literature, journals, and online information domestically and internationally. Moreover, the scales were used to figure out the factors that affect the mediator's mediation quality and effectiveness. Furthermore, the researcher conducted empirical research through literature review and questionnaire survey with expert interviews to obtain more in-depth analysis results.
The mediators are all trained by the central governing authority. Therefore, the mediators appointed by labor administration or non-governmental organizations have the same degree of professionalism without affecting the quality of mediation. The mediator's impartiality and professionalism are the important factors that influence the quality of mediation. Most of the mediators are assigned by private organizations for executing mediation tasks. However, people do not trust non-government organizations to handle the mediation and it may result in the effectiveness of mediation.
In view of this, the government should be well-established legal system to improve the impartiality and credibility of private intermediaries so people may obtain trustiness in the non-governmental intermediate organizations. In the result of doing this, the effectiveness of mediation will be improved, the judicial resources will be saved as well. Last but not the least, the confrontation and the lawsuit between employers and workers will be reduced. |
