Protection of Dispatched Workers' Right to Organize or ...

Abstract Due to the influence of market forces and the strategies of labor flexibility, development of "dispatched work" has become an ine... 简体 More 財團法人 國家政策研究基金會 www.npf.org.tw 文章類別： 國政評論 國政分析 國政研究 媒體投書 智庫觀點 影音專區 兩岸經貿文化論壇 Q&A 議題類別： 內　　政 教育文化 國家安全 憲政法制 科技經濟 財政金融 永續發展 社會安全 公共政策大家談 精選議題 最新推薦文章 最新表情文章 本月熱門文章 作者一覽 關於基金會 捐助章程 聯絡基金會 隱私權聲明 國政基金會 財團法人 國家政策研究基金會 Search... 最新文章 國政評論 國政分析 國政研究 影音專區 熱門文章 精選議題 推薦文章 表情文章 作者一覽 國政基金會 關於基金會 捐助章程 聯絡基金會 2021──榮景下的憂愁薛承泰 (21小時前) 歐中關係緊繃台灣切莫誤判形勢李正修 (21小時前) 中央拿出4千億升格鬧劇即可結束黃耀輝 (21小時前) 新冠疫戰魏國彥 (21小時前) 有好「宅」的一年但願有宅好成家林昭禎 (21小時前) 想藉Omicron秀肌肉指揮中心大意破功王任賢 (21小時前) Omicron社區感染近了王任賢 (21小時前) 台灣加入CPTPP的長路漫漫林祖嘉 (星期二16:53) 中職30人不到30歲年底失業—修法推運動職業化　專家指兩大問題待釋疑曾慧青 (星期二16:53) 國營事業對地方的補助款評論周信佑 (星期二16:53) ProtectionofDispatchedWorkers’RighttoOrganizeorParticipateinLaborUnionsProtectionofDispatchedWorkers’RighttoOrganizeorParticipateinLaborUnions 國政研究 社會 作者：成之約 (2009年8月13日18:01) 關鍵字：DispatchedWork IndustrialRelations LaborUnion %熱門指數 分享 分享 分享 小 中 大 Abstract Duetotheinfluenceofmarketforcesandthestrategiesoflaborflexibility,developmentof"dispatchedwork"hasbecomeaninevitabletrend.Basedontheresearchfindings,"dispatchedwork"wouldcauseeffectsonindustrialrelations,bothindividuallyandcollectively.Inordertocopewiththedevelopmentofdispatchedwork,manycountrieshavemadedirectedmuchefforttothestudyofeffectsofdispatchedworkandtotheformationofrelatedlaborpolicies.EventhoughthedevelopmentofdispatchedworkinTaiwanisstillatitsinitialstage,thestudyoneffectsof"dispatchedwork"anditsrelevantpoliciesshallnotbeneglected.Theinteractiverelationshipbetweenlaborunionsand“dispatchedworkers”inTaiwanischosenasthemaintopicofdiscussionforthisdiscourse.Throughanempiricalsurveyonbothdispatchedworkersandlaborunions,itintendstofindwhatobstaclesthedispatchedworkershavecomeacrosstotheirexerciseoftherighttoorganizeorparticipateinlaborunions. Thisessayexplorestheintentionofdispatchedworkerstoorganizeorparticipateinlaborunionsandtheintentionoflaborunionstoacceptthemasmembers.Suggestionsareofferedforhowtoprotecttherightofdispatchedworkerstoorganizeorparticipateinlaborunions. Keywords:DispatchedWork,DispatchedWorkers,IndustrialRelations,LaborPolicies,LaborUnion ＊ThisessayispartofaresearchprojectfundedbytheNationalScienceCouncil,ExecutiveYuan,Taiwan.(ProjectNo.NSC92-2414-H-004-014) Introduction Owingtotheinfluenceoflaborflexibilitystrategies,“atypicalworktypes”havebeenwidelyadoptedbyemployersindealingwithmarketvariation.Anatypicalworktype,"dispatchedwork"iscontroversialandhasattractedmuchacademicattention,sinceitchallengesdirectlythefundamentalprinciplethatlaborisnotacommodity.[1]Althoughdispatchedworkisofmuchconcerntoemployers,workersandgovernments,ithasbeengrowinginsomeOECD(OrganizationforEconomicCooperationandDevelopment)countriesandisrecognizedasaphenomenonirreversible.(SeeTable1) Table1EvolutionofPart-timeandTemporaryWorkersasaPercentageofTotalEmploymentinSelectedOECDCountriesin1985,1990and1995 Country Part-timework Temporarywork 1985 1990 1995 1985 1990 1995 Ausrtalia1 17.5a 21.3 24.8 15.6e 18.7 23.5e Belgium2 8.6 10.9 13.6 6.9 5.3 5.3 Canada1 16.8b 17.0 18.6 7.5d 8.8e France2 10.9 11.9 15.6 4.7 10.5 12.3 Germany2 12.8 15.2 16.3 10.0 10.5 10.4 Ireland2 6.5 8.1 12.1 7.3 8.5 10.2 Japan1 15.8b 18.8 19.8 10.3 11.0 10.4e Netherland2 22.7 31.8 37.4 7.5 7.6 11.4 NewZealand1 15.3b 20.0 21.5 －－ －－ －－ Norway1 29.6 26.3 26.5 －－ －－ 14.0 Spain2 5.8a 5.0 7.5 15.6a 29.8 35.0 Sweden2 25.7 23.8 25.8 11.9a 10.0 12.5 UnitedKindom2 21.2 21.7 24.1 7.0 5.1 7.0 UnitedStates1 18.4b 16.9 18.6 －－ 0.8d 2.2e Source:Ozaki,M.1999.NegotiatingFlexibility:TheRoleoftheSocialPartnersandtheState.(Geneva:ILO.)p.9. Notes：1.OECD,1996-97;2.EuropeanCommission.DGV,1996,pp.147-162. a1987data;b1983data;c1984data;d1989data;e1994data. Theattitudeoflaborunionstowarddispatchedworkwasdefensiveandnegative.However,inrecognitionoftheirreversibilityofdispatchedwork,laborunionshaveadjustedtheirattitudeandtriedtofindanappropriatestrategyandmethodtodealwiththedevelopmentofdispatchedwork.[2]Generallyspeaking,laborunionshaveadoptedsuchstrategiesasexclusion,servicing,partnership,socialdialogueandmobilizationtodealwiththedevelopmentofdispatchedwork.(SeeTable2fordescriptionofeachstrategy.).[3] Table2LaborUnionStrategiestoCopewithDispatchedWork Strategy Description Exclusion Laborunionsexcludedispatchedworkersfromemploymentandperhapsalsofromunionmembership. Servicing, Laborunionsdrawdispatchedworkersintotradeunionismthroughprovisionofindividualservices. Partnership Laborunionsseekcooperationwithemployersforfurnishingexistingunionmemberswithguaranteesoffutureemployment. Socialdialogue Laborunionsattempttoinfluencegovernmentpolicyandsecurechangesinemploymentlawsinordertoconservejobopportunitiesofexistingunionmembersandreducetheinsecurityexperiencedbydispatchedworkers. Mobilization Laborunionsseektomobilizemembersandsupportersinpursuitofanexplicitlymoraldemandforjustice. Source：ExcerptfromHeery,Edmund&Abbott,Brian.2000.“TradeUnionsandtheInsecureWorkforce.”InHeery,Edmund&Salmon,Johned.TheInsecureWorkforce.(London:Routledge).pp.158-163. Althoughlaborunionshaveadoptedsuchpositivestrategyasservicingtodealwithdispatchedwork,theyarestilldeeplyconcernedwiththepotentialthreatposedbyitsdevelopment,inparticularwhenthedeclineinlaboruniondensityhasbecomeaworldwidephenomenonandmostofdispatchedworkersareinclinednottojoinlaborunions.[4] LikeinmanyOECDcountries,thedevelopmentofdispatchedworkinTaiwanhasdrawnmuchdiscussionandattention.[5]Nevertheless,mostofthestudiesinrelationtodispatchedworkinTaiwancannotprovideacomprehensivedescriptionoftheinteractiverelationshipbetweenlaborunionsanddispatchedworkersforlackofempiricalsurveysorbecauseresearchisfocusedononlyoneofthethreepartiesinvolved.Twoempiricalsurveys,oneaboutlaborunionsandtheotheraboutdispatchedworkers,havebeenmadeforthisdiscourse,thepurposebeingtofindwhatobstaclestheworkershaveencounteredtotheirexerciseoftherighttoorganizeorparticipateinlaborunionsandwhatimplicationsareinvolvedvis-à-visemploymentrelationsandlaborpolicyinTaiwan. ResearchMethod Twoempiricalsurveyswereconductedaboutdispatchedworkersandenterprise-basedlaborunionsinTaiwan.[6] Forlackofaggregatedataconcerningthequantityofdispatchedworkers,thesamplinginintentionwasadoptedinsteadofrandomsampling.Atotalof100dispatchedworkersweresurveyedwiththeassistanceofdispatchedworkagencies.Questionnairesweresentthembutonlytwenty-eightresponded.Thequestionnairesweredesignedtounderstandtheirattitudetowardlaborunionsandtheirintentiontoorganizeorparticipateinlaborunions. Astothesamplingoflaborunions,onlyenterprise-basedlaborunionsinKeelungCity,TaipeiCountyandTaipeiCityweresurveyed.Atotalof298unionsweresurveyed.Onlysixty-twoofthemresponded,however.Thesurveywasheldtofindouttheirattitudetowarddispatchedworkandalsodispatchedworkers. SurveyonDispatchedWorkers Mostoftherespondentsarefemale,withcollegeeducationorabove,andbetween20ando29yearsofage.Amajorityofthemareengagedinclericalandservicework,withamonthlypayrangingfromUS$700toUS$1,000.Noneofthemarelaborunionmembers. Theywerequeriedontheiropinionsabouttheirjobs,theirinteractionwithdispatchedworkagenciesand“userenterprises”oremployers,andtheirownattitudetowarddispatchedwork. Tomostoftherespondents,dispatchedworkisatemporaryjob.Ifpossible,mostofthemwouldliketohaveanon-dispatchedworktypejobinthefuture.Onlyasmallminority,around18percent,hadagency-arrangeddispatchedworkbefore.Amajorityarefirst-timedispatchedworkers.Althoughcontractrelationshipexitsbetweendispatchedworkersanddispatchedworkagencies,manyoftheformerregard“userenterprises”astheiremployers,whotheybelievedetermine,atleasttosomeextent,theirfringebenefitsandmonthlypay. Dispatchedworkerswereaskedwhethertheyfacealayoffbeforetheircontractexpires.A10.7percentminorityconfirmedbutanother33percentsaidtheywereforcedtoterminatetheircontract.Jobinsecuritydidexist,butonlyaminorityhadthatexperience. Twoquestionswereposed.Dispatchedworkerswereaskedwhethertheirdispatchedworkagenciesanduserenterpriseshavelaborunionstheymayjoin.Thereexistlaborunionsinthelatterbutnoneintheformer..Itisthereforenecessarytosurveyuserenterprise-basedlaborunionstogainaninsightintotheinteractiverelationshipbetweenlaborunionsanddispatchedworkers. Questionsconcerningtheattitudeofdispatchedworkerstowardtheirworkandtheirparticipationinlaborunionsaretabulatedbelow.. Table3QuestionsConcerningtheAttitudeofDispatchedWorkersTowardDispatchedWorkandParticipationinLaborUnions Number Question 1 Dispatchedworkissecure. 2 Laborunionscouldbehelpfulindealingwiththedisputebetweendispatchedworkersanddispatchedworkagenciesoruserenterprises. 3 Laborunionscouldbehelpfulinobtainingbettertermsandworkingconditions. 4 Dispatchedworkersshouldtakepartinuserenterprise-basedlaborunionsforacquiringmoreprotection. 5 Dispatchedworkersshouldtakepartindispatchedworkagency-basedlaborunionsforacquiringmoreprotection. 6 Dispatchedworkersshouldsimultaneouslytakepartinbothuserenterprise-basedanddispatchedworkagency-basedlaborunionsforacquiringmoreprotection. 7 Dispatchedworkershouldorganizealaborunionoftheirowntoacquiremoreprotection. 8 Eitherorganizationoforparticipationinlaborunionswouldbeharmfultodispatchedworkers’interests. 9 Itismeaninglesstoparticipateinalaborunionsinceitsfunctionsarelimited. Source:Theauthor. ResponsestotheninequestionslistedinTable3aretabulatedinTable4. AsindicatedinTable4,mostofthedispatchedworkerssaidtheydonotthinktheirjobsaresecureinreplytoQuestion1ofTable3.ResponsestoQuestions2and3aboutthehelpfulnessoflaborunionsareexactlythesame.Mostoftherespondentsareagreedonparticipationinlaborunions(Questions4,5and6)andonorganizationoftheirownlaborunions(Question7).Theyfeeluncertain,whenaskedwhethertheirparticipationinororganizationoflaborunionsisharmfultothem(Question8).and“meaningless”becauselaborunionshave“limitedfunctions”(Question9). Table4Attitudeofdispatchedworkerstowarddispatchedworkandparticipationinlaborunions Question Disagree Uncertain Agree Total Freq. % Freq. % Freq. % Freq. % 1 13 46.4 12 42.9 3 10.7 28 100.0 2 4 14.3 12 42.9 12 42.9 28 100.0 3 4 14.3 12 42.9 12 42.9 28 100.0 4 2 7.1 7 25.0 20 71.4 28 100.0 5 2 7.1 5 17.9 21 75.0 28 100/0 6 2 7.1 8 28.6 18 64.3 28 100.0 7 3 10.7 6 21.4 19 67.9 28 100.0 8 11 39.3 15 53.6 2 7.1 28 100.0 9 4 14.3 18 64.3 6 21.4 28 100.0 Source:Theauthor. Mostoftherespondentsareinclinedtoorganizetheirownunionsorparticipateinthoseorganizedbydispatchedworkagenciesorwithintheiruserenterprises,probablybecausetheydonotfeeltheirjobsareinsecure.Nevertheless,quiteafewrespondentsfeeluncertainaboutwhetheritisindeedhelpfultoorganizeorparticipateinalaborunion. SurveyonUserEnterprise-basedLaborUnions Sixty-twouserenterprise-basedlaborunionsreturnedthequestionnaires.Only33ofthemhavelaborunions.Sixteenofthe33enterprises(49.9%)belongtothetertiaryindustry,whileanother40.3percentaremanufacturers.Therestareengagedinconstructionandfarmingindustries.Amembershipof500isusedasacriteriontodeterminethesizeoflaborunions.[7]Small-sizedlaborunionsaccountforthelargestproportion. Thequestionsaskedarelistedinthetablebelow. Table5QuestionsConcerningtheAttitudeofLaborUnionsTowardDispatchedWorkers Number Question 1 Theuseofdispatchedworkerscanmeettheneedofthecompany. 2 Dispatchedworkerscanworkinharmonywithemployeesofthecompany. 3 Theuseofdispatchedworkerswouldnotaffecttherighttoworkofemployeesofthecompany. 4 Theuseofdispatchedworkerswouldnotaffectthetermsandworkingconditionsofemployeesofthecompany. 5 Theuseofdispatchedworkerswouldnotaffectthefringebenefitsofemployeesofthecompany. 6 Laborunionmembersareclannish. 7 Laborunionsshouldrecruitdispatchedworkersasmembers. 8 Onlywhendispatchedworkersjointhelaborunioncantherighttoworkofemployeesofthecompanybewellprotected. 9 Dispatchedworkerscanacquiremoreprotectionaftertheyjointhelaborunion. 10 Dispatchedworkersarenotemployeesofthecompany;thereisnolegalbasetoletthemjointhelaborunion. Source:Theauthor. ResponsestothetenquestionslistedabovearetabulatedinTable6. Respondentsdisagreeingwiththeclannishnessoflaborunions(Question6)andtheirmembershipcontributingtotheprotectionoftheemployeesofuserenterprises(Question8)outnumberthosewhoagree(36.4%vs.30.3%and39.4%vs.33.3%).Theratiosintherestofthequestionsarereversed.Itisfairtosaythatlaborunionsingeneralarenotclannish,thoughafewofthemthinkthattherighttoworkofemployeesinthecompanymaynotbewellprotectedifdispatchedworkersaregivenmembership. Table6AttitudeofLaborUnionsTowardDispatchedworkers Question Disagree Uncertain Agree Total Freq. % Freq. % Freq. % Freq. % 1 8 24.2 10 30.3 15 45.5 33 100 2 4 12.1 13 39.4 16 48.5 33 100 3 12 36.4 6 18.2 15 45.5 33 100 4 11 33.3 8 24.2 14 42.4 33 100 5 12 36.4 5 15.1 16 48.5 33 100 6 12 36.4 11 33.3 10 30.3 33 100 7 12 36.4 7 21.2 14 42.4 33 100 8 13 39.4 9 27.3 11 33.3 33 100 9 9 27.3 6 18.2 18 54.5 33 100 10 4 12.1 7 21.2 22 66.7 33 100 Source:Theauthor. Note:Although62laborunionsreturnedtheirquestionnaire,only33ofthemrepliedtheircompanieshaveemployeddispatchedworkers.Theanalysisisbasedupontheresponsesfromthe33laborunions. Eventhoughlaborunionsingeneralarenotclannish,theirindustryandsizeattributesmaymakedifference.Across-examinationofindustryattributeswiththeattitudeoflaborunionsshowsthosemanufacturingandconstructioncompaniesaremoreinclinedtobeexclusive-minded.Table7indicateslaborunionsinmanufacturingandconstructionindustriestendtodisagreeonQuestion3(dispatchedworkerslikelytoaffecttherightofworkofemployeesofthecompany),Question4(dispatchedworkersunlikelytoaffectthetermsandworkingconditionsofemployeesofthecompany),andQuestion5(dispatchedworkersunlikelytoaffectthefringebenefitsofemployeesofthecompany). Sizeattributesoflaborunionsalsomakesdifference.Table8showssmall-sizedlaborunionsdisagreeontheemploymentofdispatchedlikelytomeettheneedofthecompany(Question1)andagreeonlaborunionsbeingclannish(Question6). Table7AttitudeofLaborUnionsTowardDispatchedWorkersbyIndustries Q. Industry Disagree Uncertain Agree Total Freq. % Freq. % Freq. % Freq. % 1 Agri.,etc 0 0.0 1 50.0 1 50.0 2 100.0 Industry 3 0.25 4 0.33 5 41.7 12 100.0 Services 5 26.3 6 32.6 8 42.1 19 100.0 2 Agri.,etc 0 0.0 0 0.0 2 100.0 2 100.0 Industry 0 0.0 6 50.0 6 50.0 12 100.0 Services 4 21.1 7 36.8 8 42.1 19 100.0 3 Agri.,etc 0 0.0 0 0.0 2 100.0 2 100.0 Industry 6 50.0 1 8.3 5 41.7 12 100.0 Services 6 32.6 5 26.3 8 42.1 19 100.0 4 Agri.,etc 0 0.0 0 0.0 2 100.0 2 100.0 Industry 6 50.0 1 8.3 5 41.7 12 100.0 Services 5 26.3 7 36.8 7 36.8 19 100.0 5 Agri.,etc 0 0.0 0 0.0 2 100.0 2 100.0 Industry 5 41.7 2 16.7 4 33.3 12 100.0 Services 6 31.6 3 15.8 10 52.6 19 100.0 6 Agri.,etc 1 50.0 1 50.0 0 0.0 2 100.0 Industry 3 25.0 6 50.0 3 25.0 12 100.0 Services 9 47.4 5 26.3 5 26.3 19 100.0 7 Agri.,etc 0 0.0 0 0.0 2 100.0 2 100.0 Industry 4 33.3 2 16.7 6 50.0 12 100.0 Services 6 31.6 4 21.1 9 47.4 19 100.0 8 Agri.,etc 0 0.0 0 0.0 2 100.0 2 100.0 Industry 4 33.3 3 25.0 5 41.7 12 100.0 Services 9 47.4 6 31.6 4 21.1 19 100.0 9 Agri.,etc 0 0.0 0 0.0 2 100.0 2 100.0 Industry 4 33.3 1 8.3 7 58.3 12 100.0 Services 5 26.3 5 26.3 9 47.4 19 100.0 10 Agri.,etc 0 0.0 1 50.0 1 50.0 2 100.0 Industry 2 16.7 2 16.7 8 66.7 12 100.0 Services 2 10.5 4 21.1 13 68.4 19 100.0 Source:Theauthor. Table7AttitudeofLaborUnionsTowardDispatchedWorkersbySize Q. Sizes (persons) Disagree Uncertain Agree Total Freq. % Freq. % Freq. % Freq. % 1 500andbelow 7 41.2 3 17.6 7 41.2 17 100.0 501~1,000 0 0.0 1 20.0 4 80.0 5 100.0 1,000andabove 1 9.1 6 54.5 4 36.4 11 100.0 2 500andbelow 3 17.6 7 41.2 7 41.2 17 100.0 501~1,000 0 0.0 0 0.0 5 100.0 5 100.0 1,000andabove 0 0.0 6 54.5 5 45.5 11 100.0 3 500andbelow 7 41.2 1 5.9 9 52.9 17 100.0 501~1,000 1 20.0 1 20.0 3 60.0 5 100.0 1,000andabove 4 36.4 4 36.4 3 27.3 11 100.0 4 500andbelow 6 35.3 4 23.5 7 41.2 17 100.0 501~1,000 1 20.0 0 0.0 4 80.0 5 100.0 1,000andabove 4 36.4 4 36.4 3 27.3 11 100.0 5 500andbelow 7 41.2 1 5.9 9 52.9 17 100.0 501~1,000 2 40.0 1 20.0 2 40.0 5 100.0 1,000andabove 3 27.2 3 27.2 5 45.5 11 100.0 6 500andbelow 4 23.5 5 29.4 8 47.1 17 100.0 501~1,000 4 80.0 0 0.0 1 20.0 5 100.0 1,000andabove 4 36.4 6 54.5 1 9.1 11 100.0 7 500andbelow 7 41.2 4 23.5 6 35.3 17 100.0 501~1,000 2 40.0 2 40.0 1 20.0 5 100.0 1,000andabove 3 27.2 1 9.1 7 63.6 11 100.0 8 500andbelow 8 47.1 4 23.5 5 29.4 17 100.0 501~1,000 1 20.0 3 60.0 1 20.0 5 100.0 1,000andabove 4 36.4 2 18.2 5 45.5 11 100.0 9 500andbelow 4 23.5 3 17.6 10 58.8 17 100.0 501~1,000 2 40.0 1 20.0 2 40.0 5 100.0 1,000andabove 3 27.3 2 18.2 6 54.5 11 100.0 10 500andbelow 3 17.6 4 36.4 10 58.8 17 100.0 501~1,000 0 0.0 0 0.0 5 100.0 5 100.0 1,000andabove 1 9.1 3 27.3 7 63.6 11 100.0 Source:Theauthor. ImplicationsforEmploymentRelationsandPolicy Manymacroandindividualfactorscontributetothedevelopmentofdispatchedwork.Forinstance,transformationofeconomicstructure,globalmarketcompetition,undertakingoflaborflexibilitystrategiesandchangeofvaluebetweenemployersandemployeesarealldirectlyorindirectlyconducivetothedevelopmentofdispatchedwork.[8] LaborunionsinsomeOECDcountriesweredefensive,negativeandevenrepulsiveinattitudetowarddispatchedworkers.Nevertheless,inrecognitionoftheirreversibilityofdispatchedwork,laborunionshaveadjustedtheirattitudeandtriedtofindanappropriatestrategyandmethodtocope. LiketheircounterpartsinOECDcountries,laborunionsinTaiwanalwaysexpressopenlytheirhostilityagainstdispatchedworkanddispatchedworkers.Laborunionsinmanufacturingandconstructionindustriesandsmall-sizedlaborunionsareindeedmoreinclinedtobeexclusivetodispatchedworkers.Nevertheless,laborunionsingeneralarenotinclinedtobeasexclusive,themajorityofthemevenagreeingonthequestionoftheirabilitytooffermoreprotectiontodispatchedworksifmembershipisallowed. Mostofthedispatchedworkersarefemaleworkersandnoneofthemarelaborunionmembers.Sincejobinsecurityisthemajorconcernofdispatchedworkers,theirinclinationtojoinlaborunionsseemstobeveryhigh. Thoughbothdispatchedworkersandlaborunionsarenothostiletoeachother,therestillareobstaclestotheformertojointhelatter.Oneofthemislegal.TheLaborUnionActprecludesdispatchedworkersfromjoininglaborunionsinuserenterprises,ofwhichtheyarenotemployees.Theactmustbeamendedtoprovidedispatchedworkerswithmoreopportunitiestojoinorparticipateineitheruserenterprise-basedordispatchedworkagency-basedlaborunions. Thereisnodoubtthatjobseekersmayusedispatchedworkasasteppingstonetolonger-termandmoresecureemployment.Theirmotivationistoreducethetimeandcosttolookforjobsinthetriangulararrangement.Femaleworkers,inparticular,finddispatchedworktosatisfytheirdemandforflexibilityinwork.[9]However,tosomeunskilledworkersthepossibilityofbeing“permanentdispatchedworkers”doesexist,sinceskilldeficiencymakeitdifficultforthemtolandlonger-termandmoresecurejobsinthelabormarket.[10] DispatchedworkhasbecomewidelyacceptedbyenterprisesinTaiwan,especiallythoseengagedinserviceindustriesandwithaforeigncapitalbackground,inenlargingtheirflexibilityinhumanresourceemployment.Undersuchcircumstances,employmentrelationsareboundchange.Forinstance,thenumberofworkerslackingjobsecuritywouldincreaseowingtothedevelopmentofdispatchwork,andlabor-managementrelationsinindividualenterprisewouldbecometenserwhenmanyperipheraljobsarefilledwithdispatchedworkers.Inthefaceofthistransformation,however,thegovernmentinTaiwancannotmakeupitsmindwhereitshouldstandintheprocessoflegitimizingdispatchwork,eitherbeingprotoemployersorcontoworkers,orviceversa.Undoubtedly,ifthelegitimizingofdispatchedworkweredelayed,rightsofallpartiesinvolvedinthetriangulararrangementwouldbeheavilyimpaired. Besides,howtohelpfemaleworkersnottobecomepermanentdispatchedworkersisofmuchconcerntothegovernment.Generallyspeaking,educationandtrainingarethemostimportantmeansoffacilitatinglabormobility.Accordingly,theresponsibilityofdispatchedworkagenciesforgivingeducationandtrainingtodispatchedworkersshouldbeclearlystipulated.Otherwise,dispatchedworkerswillfinditdifficulttodeveloptheircareerandfurtherdevelopmentofdispatchedworkmightalsobehindered. Conclusion Dispatchedworkhasbeenaproductofmoderneconomicandsocialenvironmentsanditsdevelopmentisirreversible.Itshouldnotbeprohibitedbylaw.However,inconsiderationofthenegativeimpactofdispatchedworkonemploymentsecurity,takinglaissez-fairestandsonitsdevelopmentisalsounrealistic.Sinceneitherregulationnorderegulationisappropriateindealingwiththedevelopmentofdispatchedwork,re-regulationturnsouttobethewayout.[11]Asdiscussedabove,amendingtheLaborUnionActandprovidingdispatchedworkerswithmoreflexibilityinchoosingtojoinorparticipateineitheruserenterprise-basedordispatchedworkagency-basedlaborunionsserveasanexampleofre-regulation. Thereisnodoubtthatlegitimizingdispatchesworkwouldbethemosturgenttaskofthegovernment.Oncedispatchedworkislegalized,,manyproblemscanbeeasilysolvedandrightsofallpartiesconcernedwellprotected.Giventheinteractionamongthegovernment,employersandemployees,itisnoteasytolegitimizethetriangulararrangement. Finally,lawandregulationsareonlyoneofmanyfactorsinfluencingthedevelopmentofemploymentrelations.TripartiteconsensusandsupportfordispatchedworkareindispensabletothecontinueddevelopmentofdispatchedworkinTaiwan.. Bibliography Cheng,Chin-chin,1998,“AStudyonIssuesof‘DispatchedWork,’”paperpresentedattheSeminarof"Thedevelopmentof‘DispatchedWork’andItsImpact”organizedbytheCouncilofLaborAffairs,March7,Taipei,Taiwan Cordova,Efren.1986.“FromFull-timeWageEmploymenttoAtypicalEmployment:AMajorShiftintheEvolutionofLabourRelations?”InternationalLabourReview.125(6):646-648 Heery,Edmund&Abbott,Brian.2000.“TradeUnionsandtheInsecureWorkforce.”InHeery,Edmund&Salmon,Johned.TheInsecureWorkforce.(London:Routledge)p.157. Ong,Yu-chen,2000,AnEvaluationontheEffectsof“DispatchedWork”on“DispatchedWorkers”.Master’sthesisoftheDepartmentofLaborRelations,NationalChungchengUniversity. Ozaki,Muneto.1999.NegotiatingFlexibility:TheRoleoftheSocialPartnersandtheState.(Geneva:ILO).P.99. Polivka,AnneE.&Nardone,Thomas.1989.“OntheDefinitionof‘ContingentWork’.”MonthlyLaborReview.12(12):13. Standing.Guy.1997.“Globalization,LabourFlexibilityandInsecurity:TheEraofMarketRegulation.“EuropeanJournalofIndustrialRelations.3(1):7-37. Vosko,LeahF.1997.“LegitimizingtheTriangularEmploymentRelationship:EmergingInternationalLabourStandardsfromaComparativePerspective.”ComparativeLaborLawJournal.19(1):44. Vosko,LeahF.1998.“RegulatingPrecariousness?TheTemporaryEmploymentRelationshipUndertheNAFTAandtheECTreaty.”RelationsIndustrielles/IndustrialRelations.53(1):129. Yang,Tong-shun,1998,“AStudyonIssuesof‘DispatchedWork’”,paperpresentedattheSeminarof“The developmentof‘DispatchedWork’andItsImpact”organizedbytheCouncilofLaborAffairs,March7,Taipei,Taiwan. [1]Vosko,LeahF.1997.“LegitimizingtheTriangularEmploymentRelationship:EmergingInternationalLabourStandardsfromaComparativePerspective.”ComparativeLaborLawJournal.19(1):44. [2]Ozaki,Muneto.1999.NegotiatingFlexibility:TheRoleoftheSocialPartnersandtheState.(Geneva:ILO).P.99. [3]Heery,Edmund&Abbott,Brian.2000.“TradeUnionsandtheInsecureWorkforce.”InHeery,Edmund&Salmon,Johned.TheInsecureWorkforce.(London:Routledge)p.157. [4]Heery&Abbott,Ibid,p.155. [5]Yang,Tong-shun,1998,“AStudyonIssuesof‘DispatchedWork’”,paperpresentedattheSeminarof“Thedevelopmentof‘DispatchedWork’andItsImpact”organizedbytheCouncilofLaborAffairs,March7,Taipei,Taiwan. Cheng,Chin-chin,1998,“AStudyonIssuesof‘DispatchedWork’”,paperpresentedattheSeminarof“Thedevelopmentof‘DispatchedWork’andItsImpact”organizedbytheCouncilofLaborAffairs,March7,Taipei,Taiwan. Ong,Yu-chen,2000,AnEvaluationontheEffectsof“DispatchedWork”on“DispatchedWorkers”.MasterthesisoftheDepartmentofLaborRelations,NationalChungchengUniversity. [6]Thereasonofchoosingenterprise-basedlaborunionsasthesurveyedisduetothatenterprise-basedlaborunionsareusuallyholdinganegativeorexcusivestandingtowarddispatchedworkers.PleaseseeOzaki,ibid,pp.108-109. [7]Usually,thereisnosuchacriterion,butforthepurposeofanalysisthreerangesincludingfivehundredandbelow,fivehundredandonetoonethousand,andonethousandandoneandabovewerebeingusedtodeterminethesizeoflaborunions. [8]PleaseseeCordova,Efren.1986.“FromFull-timeWageEmploymenttoAtypicalEmployment:AMajorShiftintheEvolutionofLabourRelations?”InternationalLabourReview.125(6):646-648 [9]Vosko,LeahF.1998.“RegulatingPrecariousness?TheTemporaryEmploymentRelationshipUndertheNAFTAandtheECTreaty.”RelationsIndustrielles/IndustrialRelations.53(1):129. [10]Polivka,AnneE.&Nardone,Thomas.1989.“OntheDefinitionof‘ContingentWork’.”MonthlyLaborReview.12(12):13. [11]Standing.Guy.1997.“Globalization,LabourFlexibilityandInsecurity:TheEraofMarketRegulation.“EuropeanJournalofIndustrialRelations.3(1):7-37 %熱門指數 分享 分享 分享 列印 13人 推薦已推 成之約 國立政治大學勞工研究所教授 作者其他文章： 下流中年:疫情下青壯勞工的貧窮物語 「封鎖世代」：疫情下台灣青年的新貧現象 月薪可微升時薪應大幅調高 Rightsofworkerssufferinreshuffl 派遣工…與其防堵不如安全彈性 文章表情(你對這則文章的感覺) 直接看結果 專業 很棒 贊同 不錯 很好 存疑 無奈 無聊 很冷 憤怒 回應意見 更多相關文章 Omicorn來勢洶洶、中研院P3實驗室病毒外洩？！-第十八場COVID19疫情相關座談會 《進擊的房價，管都管不住？！》座談會 《『元宇宙』來襲！–元宇宙的法制建立與監理》座談會 看更多影音專題！ 訪客最新推薦文章 評 內政 政府應改良公務人員的激勵獎懲機制 謝宇程 ( 2010年6月30日11:00 ) 一般公部門機關，最主要的獎懲的機制，在於一年一次的年度考績。

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這一年對筆者來說，不只是步入老年，也是步入另一個人生階段—退休。

可是筆者比過去忙碌，光是清理台大研究室就耗了不少時間。

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