不當勞動行為法制之本土實踐觀察與爭議問題分析

A Study on the Legal Issues and Practices of Unfair Labor Practice in Taiwan

我國不當勞動行為法制於2011 年5 月1 日開始實施，實體法上規範不利益待遇、支配介入工會、拒絕誠信協商此三類不當勞動行為，程序法上則以勞資爭議處理法之裁決章為規範，此制度迄今已運作十年，相關案例顯示我國法制雖然受到美國及日本制度諸多影響，惟於本土實踐上仍有不同的發展。根據勞動部之統計資料，迄2021 年之裁決申請案件已有636 件，平均每年受理件數約66 件。本文就個案共通涉及之問題為整體性之檢討：第一、就不當勞動行為規範的實體法部分，因大部分之不當勞動行為多非單一類型之爭議，且支配介入行為最常與其他類型之不當勞動行為態樣產生關連，本文認為各種類型不利益待遇得同時構成，但要件上係分別認定之，不具有工會法第35 條第1 項第1 款為概括規範、其他各款為特別規範之關係。第二、我國裁決案件已少有由勞工個別單獨提出者，而目前裁決制度容許由工會代替遭受不利對待之勞工提出申請，使勞工個人未擔任申請人時，仍能由工會針對雇主侵害個別團結權的行為進行救濟，實已融合了實體法與程序法上的保障意義。第三、就裁決事件與民事程序之接軌的問題，除了勞動事件法第34 條以外，應檢討各類爭議依裁決程序接軌循法院核定程序，以取得與民事確定判決同一效力的適用，讓所有之私權爭議均能有效的處理，更符合不當勞動行為制度之專業性與迅速性目的。

Resolution for the unfair labor practices has been practiced inTaiwan since 2011. Substantive regulations regulate three types ofthe unfair labor practices: “disadvantageous treatment,” “dominationor interference,” and “bad faith bargaining.” In terms of procedurallaw, the adjudication chapter of the Act for Settlement of LaborDisputes (ASLD) is the norm. Regulations for unfair labor practices(hereinafter the “Regulations”) has been practiced for 10 years.Although relevant cases still show that Taiwan’s Regulations are stillimpacted by laws of US and Japan, Taiwan’s practice has developedits own features. According to statistics of Ministry of Labor, therehas been 636 applications until 2021, with an average of 66applications accepted each year. This article will review the issuescommonly involved in the cases as a whole, and select recentlycontroversial issues for analysis in terms of procedural law andsubstantive law. This article will first review the scope of subjectsunder Article 35 paragraph 1 of the Labor Union Act, and illustratethat labors or labor unions can be only subject who applies for disadvantageous treatment or domination or interference. As forissues of relationships among and elements of Three Practices, andthe integration of the adjudication decisions and civil procedures,this article will analyze that the reason why Three Practices can beconstituted at once. Moreover, disputes of private rights do not onlyinclude dismiss, demote or reducing the wage. To make adjudicationdecisions have the same legal effect as civil judgement and thusmake all disputes of private rights can be resolved effectively, and fitfor the purposes of resolution for the unfair labor practice(professional and efficiency), the current regulations should reviewthe procedure regulating how all types of disputes integrate intocourt.