勞資會議決議與一般性團體協議對個別勞工之拘束力──評最高法院99年度台上字第1655號民事判決

The Binding Force of Resolutions of Labor-Management Conferences and General Collective Agreements on Individual Workers: Review of the Supreme Court 2010 Tai-Shang-Zi No. 1655 Civil Judgement

最高法院99年度台上字第1655號民事判決認為，勞資雙方代表於勞資會議所為勞動條件事項之決議，在該勞動條件事項業經工會會員（代表）大會事前決議通過或事後決議追認之情形，即得對「工會會員」發生拘束力，此一見解恐有其個案背景特殊性，並不適合作為一般論而通用於其他個案；本件個案所涉及之法律爭議，實際上應是「工會與雇主以勞資會議決議形式所為之協議，對於工會會員是否具有拘束力」問題。本文認為：勞資會議決議對於個別勞工是否有拘束力，應回歸意思表示理論及代理法理作判斷；至於工會與雇主對於個別勞動條件所為一般性團體協議對於個別勞工是否有拘束力，則應基於代理法理、團體法法理及合同行為法理進行判斷。

In the case of the Supreme Court’s 2010 Tai-Shang-Zi No. 1655 Civil Judgment, it was acknowledged that resolutions made by representatives of both labor and management in a labor-management conference regarding labor conditions can be binding on“union members”if such resolutions are passed in advance or retroactively approved by the general meeting of members of the labor union (or the general meeting of member representatives). The Supreme Court’s interpretation in the mentioned case is deemed to have specific circumstances and may not be applicable as a general principle in other cases. In fact, the legal dispute in this case revolves around the question of whether the agreements made in the form of resolutions of labor-management conferences between the union and the employer have binding force on union members.
This article argues that, the binding effect of labor-management conference resolutions on individual workers should be assessed based on theories of intent and agency. On the other hand, general collective agreements made by trade unions and employers regarding individual labor conditions should be evaluated according to theories of agency, group relations, and joint act.