活用訴訟外紛爭解決機制解決勞資爭議問題——以檢視協調、調解機制為中心

A Study on Using (Utilizing) Alternative Dispute Resolution (ADR) to Resolve Labor Disputes-A Focus on Examination of Conciliation and Mediation

有勞資關係就難免會發生勞資爭議。全球於2008年的金融海嘯導致許多企業發生經營危機，各企業先後實施因應措施，包括終止勞動契約，因而發生更多的勞資爭議。為了保護勞工權利和穩定僱用關係，建立健全的勞資爭議處理機制自有其必要性。相較於訴訟，訴訟外紛爭解決機制具有多樣性、可降低訴訟成本，以及迅速解決紛爭等特性，司法院和勞委會亦均強調訴訟外紛爭解決機制的利用，並希望能夠健全勞資爭議處理機制。本文爰先探討勞資爭的類型，以及勞資爭議常見的處理機制。其次，再探討訴訟外紛爭解決機制在美國的發展及類型，並探討其運作模式。限於篇幅，本文不擬詳細討論勞資爭議法新法的內容，僅著重於協調及調解機制之探討，並透過美國相關調解機制之探討，作為我國相關法制之參考。最後，則分別就我國之協調、調解機制，提出本文之建議以為結論。

It is inevitable to avoid labor disputes at the workplace. Moreover,the Global Financial Crisis not only resulted in the threat of total collapse of large financial institutions and downturns in stock markets around the world, but also caused a significant reallocation of labor across sectors and occupations. Many workers are constrained to change jobs, occupations of sectors, leading to losses in productivity and more labor disputes. For the protection of labor rights and stabilization for employment relationship, it is necessary to establish a diverse and professional labor dispute resolution mechanism. Compared with traditional litigation, Alternative Dispute Resolution (ADR) is more flexible, economic and efficient. In response to the problems of the burgeoning civil caseload and scant judicial resources, The Judicial Yuan and the Council of Labor Affairs of the Executive Yuan encourage to utilize ADR and strengthen labor dispute resolution mechanism. The article initially discusses the types of labor disputes and the dispute settlement methods used frequently in Taiwan. It then provides an outline for the historical development and typical forms of ADR in the United States, and examines how they worked. As space is limited, the article does not discuss the new Act for Settlement of Labor–Management Disputes or other relevant laws and regulations in detail, but focuses on conciliation and mediation emerged as the two most common techniques in Taiwan. The article also briefly introduces and discusses the relevant system in the United States, which could provide a useful model for the resolution of labor disputes. Recommendations for improving the conciliation and mediation services offered by the courts and other agencies are proposed in the end of the article.