| 摘要註: |
2006 年 3 月 20 日，中國全國人大向中國社會公佈『勞動合同法(草案)』徵求意見的通知，一夕之間，各界意見湧入了反饋意見 19 萬筆之多，創下了中國自 1949年立國以來單一法案立法向全民徵求意見參與人數最多的一次，各方陣營對抗之激烈、明顯的立場對峙、清晰的對立意見，給予人們留下深刻的印象。2008 年 1 月 1 日開始實施『勞動合同法』，開宗明義的第一條規定「為了完善勞動合同制度，明確勞動合同雙方當事人的權利和義務，保護勞動者的合法權益， 構建和發展和諧穩定的勞動關係，制定本法。」即已明白表示保護勞動者的合法 權益。此「傾斜性」的法規實施的第一年產生的勞動爭議案件即已較前一年增加 了將近 93%的驚人增長速度，勞動者維權意識高漲，造成了勞資對立的社會動盪。本研究利用政策論證的架構，針對福建省廈門市台商自『勞動合同法』實施 以來至 2010 年第三季的勞動爭議案件進行案件類型統計，並針對各類型爭議最多 之前三名中過程最多、影響人數最多、金額最多之勞動爭議案件類型，分別是薪 資類型、員工辭退類型、企業搬遷及調換崗位類型，各類型中再選取三個個案作 為訪談的標的，訪談的對象除個案企業的主管人員之外，更邀請台商協會主管與 勞動局官員及廈門市執業律師進行個案的剖析。本研究共進行 9 個案例之探索， 藉此瞭解與『勞動合同法』實施以來爭議不斷的議題作驗證，並由個案案例分析 中的各利害關係人(stakeholder)來進行政策論述，並由其中建立如何防範勞動糾紛 機制。雖說『勞動合同法』是一部傾向保護勞動者的法規，在本研究的九個案例中， 超過過半的台商仍可在判決中勝訴。主要原因還是在台商基本上屬於外資企業， 平時就已經較內地企業遵守法規，對於『勞動合同法』的實施，既然避不開，只 得秉持著符合法規的精神，調整並完善企業的相關規章制度與作法，並且加強了 對於『勞動合同法』的法規條文的知識，並細化了執行的步驟，藉此降低用人企 業的違法成本。由敗訴個案企業與勝訴個案做比較，勝訴個案企業在管理等相關 規章制度較敗訴企業完整，且符合法律法規的規定，實際操作方法也較遵守規定。 此事實明顯發現，唯有符合法規及不斷的調整用人單位的規章制度與操作手法才 是避免引起勞資爭議與維持勞資和諧的途徑。 On March 20, 2006, the NPC of China promulgated the “Employment Contract Law (Draft)” to the Chinese society as a notice to solicit for comments. Overnight, opinions from different parts reached into the feedback as high as 190,000 times, setting the highest record ever of the participated population since the comment-soliciting from the public of a single legislative bill. The intense fighting among groups, the obvious face-off of the standpoints and the distinct opposing opinions had left the people a deep impression.The “Employment Contact Law” was implemented on January 1, 2008. At the outset of the first stated that “In order to perfect the labor contact system, clarify the rights and obligations of both sides involved in the employment contract, protect the legitimate rights and interests of the workers and build and develop the harmonious and stable labor relationships, this law was made. It already cleared that it was to protect the workers’ legitimate rights and interests. The first year of the implementation of this “incline” law brought the labor dispute cases had amazingly increased by 93% compared with the previous year. The workers were aware of their rights and resulted in the social unrest of the confrontation between the labor and the management.This study uses the framework of the policy demonstration to proceed the statistics of the labor dispute case type of the Taiwanese businessmen in Fujian Province, Xiamen City since the implementation of the “Employment Contract Law” up to the third quarter in 2010, and focus on the top three controversial types, which are the labor dispute of the largest procedure, largest influenced population and largest amount of money, and they are wage type, dismissal type and corporation relocation and swap position type, respectively. Then, I select three cases from the types as the subject of the interviews. In addition to the interviewees of the enterprise executives of the case, the executives and the labor officials of Taiwan Business Association and the lawyers of Xiamen City are invited to conduct the case analysis. In this study, there are nine cases in total to be explored so as to understand the controversial issues since the implementation of the “Employment Contract Law” as the verification, and proceed the policy discourse based on the stockholders in the analysis of the cases so as to establish the mechanism of preventing labor disputes.Although “Employment Contract Law” is the regulation tends to protect the workers, in the nine cases of the study, more than half of the Taiwanese businessmen can win the lawsuit. The main reason is that, basically, Taiwanese business belongs to foreign-funded enterprises, and more abides by the law than the mainland China enterprises. Since they cannot avoid the implementation of the “Employment Contract Law,” they can only hold the spirit of abiding by the law, adjust and improve the business-related regulations and practices and strengthen the knowledge of the laws and regulations of the “Employment Contract Law,” and refine the steps so as to reduce the illegal cost of the enterprises. Compared the losing cases enterprises with the successful cases, I find out that the management and other related rules and regulations of the successful cases enterprises are more complete than the losing cases enterprises, they are in accordance with the laws and regulations, and the actual operation methods are more compliant with the rules. From this fact, we can obviously find out that only conform to the rules and constantly adjust the employers’ rules, regulation and operating practices is the only approach to avoid the causes of the industrial disputes and maintain the harmonious labor relations. |