公營事業民營化員工權益補償方式的評估與建議

Assessment and Recommendation of the Employess Compensation Plan While Privatizing the State-owned Enterprises

本文對推行公營事業民營化政策時，員工權益補償的方式進行評估，並提出在執行此一政策時，有關員工權益弗儐作法上修正的建議。
國營事業員工既有的權益較我國勞動法制中所規範的勞方權益為優，一旦事業單位轉為民營，員工既有的權益將會受到影響。因此，在進行民營化政策時，要對員工權益變動的部份進行補償，以降低政策推行機之阻力。
現行的員工權益補償辦法對員工補償方式採用「買斷」及「結清」的方式，使得員工（目前）的行為和事業單位營運的成果完全脫節。在員工對國營事業之營運、處分及分配決策均有重要影響力的情況下，會出現不利於事業長期發展的行為。同時，由於事業單位管理部門之經驗及其他的無形資產，並沒有在現行的員工權益補償辦法中得到充分的承認，因此其在推行民營化政策時多把持「執行上級任務」的消極心態，缺乏長期規劃的企圖。故現行「公營事業移轉民營條例」應作適度調整，政府應採用一套能使員工行為長期化，權利與責任相對應的補償方式。簡單的說，就是要利用事業民營他釋出部份之公股，提供員工以類似「股票選擇權」的方式來作為員工權益補償之標的物，此乃更具生產力的補償方式。

This Study tries to evaluate the compensation schemes for the state-owned enterprises undergoing the process of privatization and to provide suggestion for the enforcement of these schemes.
The employess of the stated-owned enterprises share better rights than the official labor law requires. Once privatized, the employese' rights of the state-owned enterprises will suffer. So it is necessary to design certain compensation schemes to alleviate their losses and carry out the privatization plan.
The official regulation uses the method of "buying-out" to compensate the employee. This results in the employees' disconnection with the management of their enterprises and will interfere the enterprise's development in the long run. Furthermore, the experience and other invisible assests of the managerial branch for each enterprise is not duly recognized in the official policy. Hence, they are less motivated and become passively carrying out the privatization policy due to the uncertainty.
This study suggests that by using the public stocks released from the privatization process as the object of compensation and providing the employee with an option of buying stocks is a better method.