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工會實務運作經驗分享
陳柏謙
台灣高等教育產業工會研究員
工會組織型態的多元化發展
 2011年《工會法》修正:「產業工會」與「企業工會」的分立
一、【企業工會】:結合同一廠場、同一事業單位、依公司法所定具有
控制與 從屬關係之企業,或依金融控股公司法所定金融控股公司與子公
司內 之勞工,所組織之工會。
二、【產業工會】:結合相關產業內之勞工,所組織之工會。
三、【職業工會】:結合相關職業技能之勞工,所組織之工會。
(原《工會法》:同一區域或同一廠場,年滿20歲之同一產業工人,或
同區域同一職業之工人,人數在30人以上時,應依法組織「產業工會」
或「職業工會」。 同一產業內由各部分不同職業之工人所組織者為「產
業工會」。)-自1929年起
工會統計圖像 - 現況
至2016年底
 企業工會:924家(55.4 萬人)
 職業工會:4127家(271.5 萬
人)
 產業工會:179家(7.97 萬人)
企業工
會
20%職業工會
77%
產業工會
3%
工會會員人數
企業工會
職業工會
產業工會
工會組織發展趨勢:企業工會
619,067
518,073
553,815
460,000
480,000
500,000
520,000
540,000
560,000
580,000
600,000
620,000
640,000
1998
1999
200
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
2016
企業工會
工會組織發展趨勢:職業工會
2,350,862
2,798,502
2,715,200
0
500,000
1,000,000
1,500,000
2,000,000
2,500,000
3,000,000
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
2013
2014
2015
2016
職業工會
1957產業(企業)工會人數:職業工會人數 = 11萬:7.7萬 ;1977 = 45萬:31萬 (79勞保條例修正 80中逆轉)
工會組織發展趨勢:產業工會
34,785
79,687
0
10,000
20,000
30,000
40,000
50,000
60,000
70,000
80,000
90,000
2011 2012 2013 2014 2015 2016
產業工會 產業工會
新竹縣 -受僱者與工會圖像
20.5萬,
83%
4.2 萬,
17%
就業者
受僱者 雇主與自營做業者
18.8萬,
92%
1.7萬,
8%
受僱私人者 受僱政府者
新竹縣 - 工會組織與會員
至2016年底
 工會數目:155家
 會員人數:53,186人
 企業工會:38 家(9,427人);2000年 48 家(16,093人); 2002年
51 家(21,966人高峰)
 產業工會:6 家(1,655人)
 職業工會:109 家(42,104人)
 工會密度:26%(包含職業工會);5.4%(不包含職業工會)
「企業工會」的特色
【 優 勢 】
 組織對象明確、容易接觸(同一廠場或公司),經營工會與會員關係
方便。
 法令保障:
- 會務假(《工會法》第36條)
- 代扣會費(《工會法》第28條)
- 協商權(成立即取得,《團體協約法》第6條)
- 勞動檢查告知及陪檢權(《勞動檢查法》第22條)
- 先占獨佔(《工會法》第9條)
「企業工會」的特色
 工會會員人數規模:
 工會會費規模(不低於月薪 0.5%):
月薪30,000元,每月經常會費150元,每年1,800元。每家企
業工會年度會費約108萬(600人)~45萬元(250人)。
 先天上,資方決定工會規模與實力的極限。
 較容易直接遭遇資方指揮監督管理權干預。(不當勞動行為裁決)
599 人(全台灣)
248 人(新竹縣)
【可能遭遇到的問題】
資方決定工會規模 - 以中華電信工會為例
34,707
27,409
22,990
20000
22000
24000
26000
28000
30000
32000
34000
36000
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016
CHT員工人數 (正式/典型僱傭)
資方決定工會規模 - 以中華電信工會為例
員工人數從37,000人(1996) 23,000人(2016);減
少近40%!
然而,減少的1.3萬 個工作崗位以及工作量,就此憑空消
失了嗎??
✔ 核心勞力與非核心勞力的二分
✔ 典型僱傭(正式僱傭) 非典型僱傭(派遣、承攬)
✔ 單一雇主 碎裂化分散雇主
630人
3200人 200人 約6000人200人
產業工會組織型態的新嘗試
 打破企業工會先占獨佔地位:
*台灣鐵路產業工會 - 台鐵企業工會
*桃園市電子業產業工會 - 資方搶先成立宏達電企業工會
*台灣郵政產業工會 - 中華郵政工會
 在原本工會組織率低的產業嘗試集結突破
- 台灣電子電機資訊產業工會、全國教保產業工會、台灣基層護理產業工會、
全國保全業產業工會、台灣保全業產業工會
 其他:台灣高等教育產業工會、全國傳播媒體產業工會
「產業工會」的優勢與劣勢
法令制度上的劣勢
* 會務假  目前僅限企業工會幹部
* 代扣會費  工會需每年直接向會員收取會費
* 工會活動權容易受限  進不了廠場…
* 協商權  需取得該企業過半員工加入會員才受保障
* 勞動檢查告知及陪檢權  沒有
* 為會員投保勞、健保  無法
* 先占獨佔 組織範圍的任意性
【註】「職業工會」的新發展
「產業工會」的優勢與劣勢
產業工會的 潛在優勢
 工會規模擴張潛力大,會員招募若能具一定規模,會員人數與
財務都將更健全。
 組織運作範圍不限定於企業內,較能擺脫資方不當指揮監督管
理干預。
 因為組織團結的範圍為整個「產業」,對關係產業整體性的政
策、法令與產業環境轉變等,需要更加敏銳並積極介入。
 對工會的認同較有機會跳脫以公司為核心的思考模式
【註】T 工會的案例
產業工會的組織經驗 - 高教工會
為何選擇組織全國性產業工會?
企業工會:教師無法組企業工會
職業工會:勞健保工會,以區域為限制,主管機關為地
方的教育局
產業工會:新組織型態的潛在規模(專任教師、兼任教
師、專案教師、職員、學生助理…等等)
高教工會的組織經驗分享
挑戰一:公眾對教育市場化的想像
 少子化的衝擊
 教育資源分配:公/私對立、階級之間
 評鑑制度:學術自由、校園民主、受教權
 勞基法適用:兼任教師、私校職員
 退休:公保、退撫、勞保、勞退
 產學合作:市場力量
高教工會的組織經驗分享
挑戰二:勞動現場與組織樣貌
 一般教師的勞動經驗:徹底的個人化、「學會」極簡運作
 內部矛盾:師生權力關係(師生+僱傭關係)
 工作場所分散的兼任教師
 兼任助理作為學生運動的一種形式
 職員最難發聲
高教工會的組織經驗分享
挑戰三:文宣與宣傳方式
 電子報:發行對象大約五萬份
 信件:會員通訊
 座談會、論壇、研討會、記者會…
 未來的專職律師
高教工會的組織經驗分享
挑戰四:勞動法上的不利待遇
 團體協約法:1/2門檻
 勞資爭議處理法:教師不得罷工
 工會法:代扣會費、會務假、舉辦活動、陪同會員出席懲戒會議(教師不得組企業工
會)
 勞檢法:得知與陪同
 勞保:無法投保
 勞基法:變形工時的協商、女性夜間工作
 勞資會議:排除產/職業工會
 職工福利金條例:工會代表
團協二分之一門檻的突破
交流與討論

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工會實務經驗分享@竹產總_2017.07.12