我國集體協商困境的勞動法應對

勞動者因難以構成利益共同體而缺乏凝聚力是我國集體協商失靈的根本原因。在現行工會體制下強化勞動者的凝聚力是破解我國集體協商困境的理性思路。美國“小而精”集體協商模式的優勢在於基於利益共同體標準劃分合理協商單元，確保雇員間形成凝聚力的。我國“大而全”的集體協商模式不區分崗位分類、工作職責、管理模式、勞動條件和待遇以及雇員間交流頻率的差異，籠統代表全體雇員進行協商，導致雇員間個體差異較大，難以構成利益共同體，不具備被工會有效代表所需之凝聚力。基於我國國情，借鑒美國經驗，破解我國集體協商困境的具體對策為：以利益共同體為基礎劃分協商小組分別進行集體協商；在部分民生行業中對協商小組的劃分進行行政指導；在縣級以下區域強化全行業集體協商。

The lack of employees’cohesion is the fundamental reason for China’s collective bargaining failure. Under current union regime, enhancing employees’cohesion is the rational way to solve this dilemma in China. Advantages of American small and delicate bargaining mode lie in its determination, based on community-of-interest standard, to ensure that employees in a unit can form necessary cohesion. Representing all employees to negotiate generally, China’s big and general bargaining mode ignores job classification, responsibilities, skills, management, terms and conditions of employment, and the frequency of communications among employees, causing employees to neither share a close community of interests nor to lack necessary cohesion due to their huge divergence. In light of China’s reality and U. S. experience, China shall divide bargaining unit based on community-of-interest and negotiate separately, issue administrative guidances on unit-classification in certain livelihood industries, and strengthen collective bargaining in all industries at or under the county level.