| 摘要: | 本文之核心在於探究不當勞動行為救濟制度於銀行業中運行的狀況，藉此瞭解該行業之勞資關係以及不當勞動行為制度是否有待改善之處。本文之內容大略可分為兩部分，一為介紹不當勞動行為制度之概念與此制度於我國之發展現況，二為彙整銀行業之不當勞動行為裁決案件及判決。透過文獻分析之方法，探討我國不當勞動行為發展歷程、現況及其類型；我國之不當勞動行為裁決制度之執行情形、我國銀行業之不當勞動行為相關案例探討等，並參考主管機關公告之統計資訊，做為本研究架構及討論之依據。經由文獻分析瞭解不當勞動行為及裁決制度之現況，並藉由統計分析，瞭解此相關議題之實際發展情形。
勞動三權即團結權、集體協商權及爭議權，為勞工之集體基本權，其目的是用以改善勞動條件，並增進其社會及經濟之地位，勞動三權中的「團結權」為勞工團結其意識，共同行動之基礎，顯得其更為重要。為了能具體實現勞工之團結權，並保護工會之自主性，排除各種雇主對於工會之干涉或妨害之行為，而非僅制定民刑事之免責權以保障勞工，此為創設不當勞動行為制度之最主要原因。
有關我國不當勞動行為裁決制度之適用對象，包含雇主及工會之不當勞動行為，分別規定於勞資爭議處理法第三十九條及同法第五十一條第一項，而我國對於不當勞動行為之規範，定於工會法第三十五條及團體協約法第六條第一項。本文中將列出相關案例之不當勞動行為裁決委員會及法院之見解，案例包含不利益待遇、支配介入及違反誠信協商等類型，進行個別案例之探究與分析。
研究的最後，針對所歸納出的結果提出具體之建議，冀望對於我國之勞資關係及不當勞動行為之相關制度所有助益。
The core of this paper is to explore the situation of the operation of judicial remedy system of Unfair Labor Practice in the banking industry, so as to understand whether the labor relations in the industry and the judicial system needs to be improved. The content of this paper can be divided into two parts: first is to introduce the concept of judicial remedy of unfair labor practice system and its current development in Taiwan; second is to organize the improper labor behavior cases and judgments of banks in Taiwan. Through a literature analysis, the development history, this paper will deal with the current situation and types of unfair labor practice, the implementation judicial system of the unfair labor practice, and the related cases of unfair labor practice in banking industry, etc. The statistical information announced by the government will be referred as the basis for the research and discussion. Both literature and statistical analysis will be done in order to understand the development and the current situation of the judicial remedy system of unfair labor practice.
The three basic labor rights, namely the right to organize and join labor unions, the right to bargain collectively, and the right to dispute. The purpose to rule the basic labor rights is to improve the standard of working conditions and to enhance labors’ social and economic status. The "rights to organize and join labor unions " in labor rights is the most important and basic one. The main reason to create the judicial remedy system of unfair labor practice, is to realize the right to organize, to protect the autonomy a union, and to exclude the interference or nuisance from employers rather than merely enacting the immunity of labors.
The application of the judicial remedy system of unfair labor practice in Taiwan covers the unfair labor practices of employers and unions, which are stipulated in Article 39 and Article 51, Section 1 of the Labor Dispute Resolution Law, while the definition and rules of unfair labor practice are set out in Article 35 of the Labor Union Law and Article 6, Section 1 of the Collective Agreement Act. This paper will list some relevant cases regarding the decisions of The Board for Decision on the Unfair Labor Practices and the court's opinion. Cases dealt in this paper will include disadvantageous treatment, dominance intervention and rejection of collective bargaining.
At the end of the study, specific recommendations are made for the results summarized, and the benefits of the relevant labor relations and to reduce the misconduct in Taiwan are expected. |
