再論勞資爭議調解之應有定位

To Discuss more about the Position of Mediating the Dispute between Employer and Employee

調解在勞資爭議處理上，有極重要地位，但隨對於調解的原理、組織、權限、救濟、監督等行政法五大架構，在認知上的差距，便會出現不同結果。本研究發現，假如能從上述五大架構，重行檢討調解應有內涵時，則調解更將在勞資爭議處理上，有更大的貢獻，更能符合獨立調解人新制度的要求。

Mediation is playing on important position in solving of labor-management dispute. But it will be the different consequence when the recognizing distinctions among the five mechanisms of administrative laws are called principle, organization, authority, remedy and inspection. Through this study, there will be a better contribution if the five mechanisms mentioned above are reexamined about the appropriate subsistence of mediation. Furthermore, it is available to the needs of new system on the independent intermediary.