2010台灣工會法禁止不當影響支配工會活動之探討：美國不當勞動行為法執法經驗之對照

Visit to 2010 Taiwan Labor Union Law's Amendment Prohibiting Unlawful Influence and Dominance on Union Activities: With the Experience of US Unfair Labor Practice Law

近年，台灣勞資關係的法律大幅修正。其修正包括工會法、團體協約法及勞資爭議處理法。其中工會法第三十五條並建立了禁止雇主之不當勞動行為之制度。該條之制度與美國國家勞工關係法第8條a（1）至a（4）規定之禁止雇主之不當勞動行為之制度相類似。禁止雇主之不當勞動行為，包括禁止雇主非法影響與支配勞工參與工會活動。其禁止不只為保障個別勞工之參與工會活動之權益，並且也保護工會法人之工會活動權益。本文除比較台美兩國之不當勞動行為裁決制度，並比較我國工會法下雨美國國家勞工關係法下之雇主之不法行為之判決。兩國之制度有諸多相似之處，而我國若引用美國國家勞工關係委員會與法院執行國家勞工關係法之相關經驗，可以縮短我國在防制雇主之不當勞動行為之學習曲線。

In recent years Taiwan has its major labor relations laws amended. The revisions include several provisions of Labor Union Law (TLUL), Collective Agreement Law and the Act for Settlement of Labor Dispute. Article 35 of the new Taiwan's Labor Union Law establishes the prohibitions against employer's Unfair Labor Practice (ULP) similar to the prohibitions of ULP under section 8(a)(1)- (a)(4) of the US National Labor Relations Act(NLRA). Prohibitions against employer's unlawful influence and dominance on union activities are included. The prohibitions protect not only individual employee's rights as an individual person but also aim at protecting the rights of union as an entity. This paper is to brief the Taiwan's ULP adjudication system and compare the decisions against the employer's illegal actions under TLUL with some equivalent decisions under NLRA. There are similarities between the two systems and Taiwan may shorten its learning curve by adopting more experience from the enforcement of NLRA by the National Labor Relations Board and the US courts.