合法爭議行為之基本原則與勞方爭議行為合法要件之具體化

The Basic Principles of Legal Labor-dispute Activities and the Concretization of Legal Requirements of Labor-Dispute Activities

勞資爭議處理法第55 條第1 項規定：「爭議行為應依誠實信用及權利不得濫用原則為之。」此乃是適用於所有爭議行為的基本原則。勞方的爭議行為是工會或多數勞工，在勞資爭議的過程或是狀態中，為了達成其主張之目的，所採取的阻礙事業正常運作的行為。誠實信用原則作為行使權利的內在限制，乃是禁止權利濫用原則之上位概念。判斷是否構成權利濫用必須進行「法益比較權衡」，與比例原則的判斷類似。比例原則可以具體化誠實信用原則與禁止權利濫用原則，作為判斷爭議行為合法性的標準。爭議行為須具有目的適當性、手段必要性，爭議行為造成他人權利地位的損害不能不成比例。勞方爭議行為的合法要件，可由勞資爭議處理法第55 條第1 項的原則性規定，具體化為四個面向：一、合法的爭議主體：必須是非禁止罷工的勞工；罷工需由工會領導。二、合法的勞資爭議目的：並不以締結團體協約為必要；原則上，非權利事項勞資爭議都可以進行爭議行為；支援性罷工若是為了解決與自身有關的非權利事項勞資爭議，其目的正當；政治罷工，如果與勞動條件或經濟條件有關，其目的正當；爭議行為不得以妨害團體協約約定之存在為目的。三、合法的爭議程序：在爭議行為之前應先經過調解；於調解與仲裁期間，有維持和諧的義務；罷工及設置罷工糾察線應經由工會全體會員過半數同意；工會必須清楚地向資方表示，何時開始進行罷工，何時結束罷工。四、合法的爭議手段：罷工糾察線若是未侵害到他人的身體、生命，應為法律所容許；因勞資爭議的目的而短暫地圍堵廠場或占據廠場合法；為了改善勞動條件的目的而進行的杯葛也應該被容許。

Paragraph 1 to Article 55 of the Act for Settlement of Labor-Management Disputes (the Act) provides that ' Dispute activities shall be undertaken in good faith and based on the principle of the vested rights that shall not be abused. 'This is the basic principle that applies to all dispute activities. Labor-dispute activities impede business operations by labor unions or the majority of laborers in the process or state of the labor dispute to accomplish their objectives, respectively. As the inherent limitation of exercising rights, the principle of good faith is a superordinate concept to the principle of prohibition of abuse of rights. To determine whether it constitutes an abuse of rights requires a 'comparative weighing of legal interests,' which is similar to determining the principle of proportionality. The principle of proportionality could concretize good faith and the prohibition of abuse of rights. It could be the standard for determining the legality of labor-dispute activities. The labor-dispute activities must be suitable in aims and necessary in means, and the harm caused by the activities to the rights of others must not be disproportionate. The legal requirements of labor-dispute activities could be specified by the principle regulation of Article 55(1) of the Act into four aspects: 1. The lawful subjects: The labor must not be prohibited from striking; the strike must be led by the labor union; 2.The lawful aims: It is not necessary to conclude a collective agreement; the activities could be undertaken for any labor dispute that is not a right dispute; sympathy strike is suitable if it is aimed at resolving non-rights labor disputes related to oneself; a political strike relates to labor conditions or economic conditions has a suitable aim ; the labor-dispute activities could not be aimed at impeding with the existence of a collective agreement. 3. Lawful procedures: The labor-dispute activities shall be preceded by mediation; during the period of mediation and arbitration, the labor union must maintain peaceful duty; strikes and picketing line should be approved by more than half of all members of the labor union; the union must indicate to the employer when the strike will begin and when it will end. 4. Lawful means: Picketing lines should be lawful if they do not infringe on the bodies and lives of others; it is legal to temporarily block the factory or occupy the factory for the aim of labor disputes; boycotting to improve labor conditions should also be lawful.