論企業工會之代表性

Abstract

本文探討代表性（權）法理，主要係針對企業工會之代表性作為研究。 企業工會代表勞方洽資方進行團體協商之代表性，依法即當然取得是否合理？又如目前勞動基準法涉及個人核心勞動條件變更與否之同意權，獨厚予企業工會、僅企業工會具備代表性是否合理？ 本文研究發現，針對企業工會於特定範疇或事項依法即取得代表性或代表權乙事已有實務工作者及企業界陸續提出質疑，惟目前仍少有文獻深入研究。有鑑於此，本文研究主要聚焦在現行實務上因企業工會之會員人數實際上占該企業所僱用勞工人數比例過低而引發之代表性不足或顯然不具備之議題，並嘗試在實際之個案中發現其中不約而同之脈絡，以法實證研究方式，對現行學說、行政主管機關見解及後續個案進入司法審查時各該法院見解進行整理以及分析，說明臺灣企業工會於實務運作上因代表性顯然不足或不具備而引發之爭議及其背後之原因，並試圖提出未來修法建議之方向。 本文認為具備與雇主進行團體協約之協商資格之企業工會，或掌握勞動基準法相關核心勞動條件之同意權之企業工會，其享受法制上所賦予之優先權或同意權之前提應係其會員人數已具備一定之民意（人數）基礎，始具代表性。

This study examines the legal theory of representation, with particular emphasis on the representativeness of enterprise unions. Is it reasonable that enterprise unions automatically acquire the right to represent employees in collective bargaining with management, as stipulated by law? Furthermore, is it equitable that, under the existing Labor Standards Act, the authority to approve to alterations in fundamental individual work conditions is solely conferred upon enterprise unions, rendering them the exclusive representatives in this matter? This study has demonstrated that the business community and practitioners have begun to query the automatic acquisition of representativeness or representative authority by enterprise unions in specific areas or matters. Nevertheless, the existing literature is devoid of comprehensive investigation on this matter. In response, this investigation has concentrated on the issue of insufficient or evidently lacking representativeness in situations where the membership of an enterprise union is a small percentage of the company's total workforce. The study has endeavored to identify common patterns across individual cases by utilizing empirical legal research, analyzing current legal theories, administrative authorities' perspectives, and judicial opinions during the judicial review of these cases. It has endeavored to emphasize the disputes that result from the inadequate representation of enterprise unions in practical operations in Taiwan and to investigate the underlying causes. Additionally, the investigation has endeavored to offer recommendations for prospective legal reforms. This paper has contended that a strong foundation of membership support is necessary for an enterprise union to possess the authority to negotiate collective agreements with employers or to acquiesce to changes in core labor conditions under the Labor Standards Act. The union is considered genuinely representative only when the membership reaches a specific threshold of representation in terms of numbers.