由於產業結構的改變，科技的發達，加上勞動法令的增加以及勞動者對於福利的要求提高，企業為求競爭力的提昇，無不設法增加企業的組織彈性。企業為了降低勞動成本、提高人力使用的彈性與效率，各種非典型僱用型態紛紛出現，其中派遣勞動即是一種不同於傳統上僱用與使用分離的僱用態。儘管國際勞動組織與國際間允許勞動派遣業的存在，並且也認同勞動派遣不僅僅是有助於勞動力市場的活絡，亦給予原本不易整合於勞動市場的青少年勞工、少數民族、女性勞工及中高齡勞工能夠迅速獲得僱用的機會。但派遣勞動關係下，基於規範勞雇兩造間之勞動契約的勞動法制因而產生一些適用上的困難。
為瞭解勞動派遣的出現對於目前幾個重要的勞動議題上如：勞動條件、勞工安全衛生、老年生活保障等議題所造成的衝擊；以及在集體勞資關係上勞動者團結權、協商權與爭議權之行使因派遣勞動關係之特殊性而受之影響為何；以及勞動派遣與就業安全制度之關聯。本文由文獻分析法與個案訪談法，探討勞動派遣業對勞資關係各主體與其相互間互動的影響，並嘗試對未來我國政府制定相關法制方向提出建議。
本文共分為五章：第一章說明筆者研究之動機、目的與研究方法，以及勞動派遣之現況；第二章則探討勞動派遣為主軸之相關概念；第三章則針對德國、日本及美國的勞動派遣制度與以介紹與分析；第四章則之討論勞動派遣業在我國發展以及對於勞資關係、勞動市場所產生的重要影響；第五章則就本文之研究加以總結並對未來我國制定勞動派遣法提出筆者個人的建議。
根據筆者研究的結果發現：一、在派遣勞工的勞動條件上，可能會發生以下結果：1.勞動條件不穩定、2.中間剝削問題、3.工資保護制度不易落實。
二、受派勞工之工作權益可能受到派遣公司與要派公司間派遣契約的影響，因此對於受派勞工在工作權保障方面可能產生的影響如下：1.解雇的發動受到使用人意識左右、2.以自願辭職代替資遣、3暫時性業務縮減為派遣業之常態、4.對於違反解雇保護規定之責任不明、5.特定對象之解雇保護不易達成、6.調動容易。
三、由於派遣勞動關係涉及兩地三方間權利與義務。目前我國尚未訂有勞動派遣法，而難以藉由課雇主公法責任或處罰雇主達到保護勞動者之目的。
四、在社會保障方面，且由於派遣勞工轉換雇主的頻率較高，其很可能必須透過職業工會或區公所加保，以免投保年資難以累積並確保自己的權益。
其影響最者，應為受派勞工老年生活保障的問題，在目前台灣對於勞工老年生活保障制度的設計上，受派勞工因為僱用關係不穩定且社會保險的投保率偏低，而難以納入社會保障網絡之中。
另外在勞動者集體力量之形成與展現上可能有下列問題的存在：1.缺乏團結基礎、欠缺勞動意識、2.協商不易、亦遭使用人拒絕協商而與雇用人協商實益較小、3.單獨以派遣員工為成員之工會難以利用爭議行為給予資方壓力。因此派遣勞工難以透過與雇主或要派事業單位集體協商，達到提昇受派勞工經濟地位與勞動條件及福祉之目的。
目前，我國為順應勞動市場發展的實況有意訂定勞動派遣法，筆者以為應將派遣勞工與正規勞工之就業權益一併作考量，未來研修勞動派遣法制之時，宜將就業服務法一併檢討，以確保勞動市場法制的一致性。一方面國家應給予企業經營管理之彈性，另一方面亦應避免受派勞工陷於就業不安定及缺乏社會保障之困境。 / Among all atypical employment relations, temporary work best remarks the management strategy output in the context of technologies, economic and business environment change. To employers and corporations, the introduction of temporary workforce could promote total flexibility of human resources then gaining the effect that reducing labor cost as well as increasing firm competition ability at the same time. To over-all labor market, a mold of using departs from employing“ could stimulate operative alacrity and giving new hiring opportunities to marginal groups, such as unskilled young workers, women, members of national minority and elders. However, facing a temporary labor-using relation, traditional contractual and collective regime between workers, employers and their representative agencies are now encountering a variety of applicable problems.
For the purpose of offering Taiwan's labor relations authority with concrete and conceivable suggestions through better understanding of the social impacts brought about by the expending trend of temporary work. This research, using the methods of literature review and in-depth interview with local cases, focus on several crucial issues, including legal protection of labor conditions, occupational health and safety, rights of retired workers, as well as three basic collective labor rights. Findings indicate that, first, in the category of individual labor relations, unstable term and conditions of the temporary working contracts, middleman-exploits and wage-protecting law fail to be practical have caused serious problems to temporary workers’employment rights. Furthermore, using undertakings tend to view temporary working plans as an easy way to freely discharge and outsourcing normalcy, threatening the employee status and welfare of local temporary workers.
In a present situation without relative legislation, government can neither force the temporary workforce agents and users taking their responsibilities as employers. As a result of it, temporary work- a special labor contractual relation which involves two business units and three actors, turning a escaping tunnel for employers to avoid labor cost from legal obligations of redundant payment system and management limits from employee job-transfer protective rules. Second, in the category of social security, since local temporary workers transfer among different hiring undertakings very frequently, they must choose craft unions or district offices as labor insurance enrolling units otherwise, there would be no guarantee for their social insurance yearly accumulation and rights. Unfortunately, their dim elder life prospects could probably be reflected on structural designing failures of Taiwan social security network. Unstable employment status, low social insurance competing rate drawing the miserable picture in which, retreat-from-labor-market temporary worker facing personal survival struggle all alone.
Finally, at the level of collective labor relations, some key issues could turn into question in the near future. Lack of solidify and class consciousness erodes the possibility for local temporary workers unionizing or, their potential counterparts could refuse the negotiation requirements easily under existing collective bargaining system. Moreover, unionism bases on its membership of solely temporary workers can hardly generating negotiation pressure toward management. Therefore, under the rigid industrial relations system as Taiwan‘s, temporary workers covered by fair collective agreements, enjoy decent labor conditions are seedy beyond one can expect. For the aim of catering labor market development trends, positive legislative preparations relevant to temporary work has became one of the prior policies of CLA. As the conclusion suggested, to give the holistic consideration of a new legal accordance, which can balance temporary and ordinary employees’ working rights, would be the main reformative point.
| Identifer | oai:union.ndltd.org:CHENGCHI/A2002001239 |
| Creators | 黃俐文 |
| Publisher | 國立政治大學 |
| Source Sets | National Chengchi University Libraries |
| Language | 中文 |
| Detected Language | English |
| Type | text |
| Rights | Copyright © nccu library on behalf of the copyright holders |
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