勞資關係法律之哲學基礎初探

The Research of the Labor and Management Relations Law on the Philosophy Aspect

目前就我國屬於勞資關係的法規而言，大致有：工會法、工會法施行細則、全國性公會理監事缺額補選辦法、團體協約法、勞資爭議處理法、處理重大勞資爭議事件實施要點、各級勞工主管機關辦理勞資爭議事件應行注意事項、法院辦理勞資爭議事件應行注意事項等；就本文而言，僅以工會法、團體協約法、勞資爭議處理法為思考之重點；目前工會法對工會的保護僅限於少數簡單的條文，這些條文當中確有較不周延之處，首先，在工會法第35條規定：「僱主或其代理人，不得因工人擔任工會職務，拒絕僱用或解僱及為其他不利之待遇」，但卻對於工人「組織」工會、「加入」工會的行為，則沒有給予保障；其次，在第36條中規定：「僱主或其代理人，對於工人，不得以不任工會職務為僱用條件」，但若是有僱主約定勞工「不加入」工會或「退出」工會為僱用條件的行為，則不在法律禁止之列，在第37條中規定：「在勞資爭議期間，僱主或其代理人不得以工人參加勞資爭議為理由解僱之」；換句話說，勞工受到的保障僅止於「勞資爭議期間」，一旦勞資爭議結束，勞工就不再受到保護；此種的方式是否適當？頗值得深思，因之，筆者嘗試從勞資關係的形上基礎思考論述之。 For now, on the terms of labor and management relations and regulations in Taiwan, they are the Trade Union Law, Trade Union Act, The National Association of a Board Vacancy Election Approaches, Collective Agreement Act, the Labor and Management Dispute Resolution Act. Dealing with most of incidents to implement elements of labor disputes at all levels labor authorities for the event of labor disputes should be held note, the court should be held in the event of labor disputes handled precautions. The point is, the current labor and management relations laws to the Trade Union Law, Collective Agreement Act, the primary law dealing with labor disputes. In the end, the author is trying to analysis the form of labor and management relations on the basis of the legal, ethical reflection and argumentation rules.