國立政治大學 勞工研究所

工會乃是保障工人權益的勞動者組織，然而台灣過去對於工會的研究多集中在產業工會身上，認為職業工會只是「勞健保工會」而無其他功能。本文認為在民主化後所成立的職業工會其實是有一個能動性存在的，而這個能動性是什麼，是本論文試圖透過實際的個案經驗去探討和理解的。

在案例選擇上，本文以民主化後所成立的紀錄片從業人員職業工會為例；將研究重點放在影像勞動的特質與如何被「商品化」，以及紀錄片工作者因而面臨的市場風險，並檢視其中紀錄片職業工會以何種市場行為作為回應，其性質與角色又出現了哪些過去職業工會所沒有的功能。

本文發現，紀錄片職業工會作為紀錄片工作者的集體組織，試圖藉由各項市場行為，例如制定定型化勞動契約、成立發行平台等方式，來影響與自身利益相關的市場關係、增加該職業在市場上的影響力，藉此來保障自身的勞動權益，而這些作為對於會員也產生了與過去不同的意義，並且和勞工的個別勞動、就業保障上產生一定程度的連結。

A labor union is an organization formed for the protection of labor rights. In Taiwan, most researches related to the subject of labor unions concentrate on the industrial union rather than the craft union. These works consider a craft union's functions to be limited to ensuring workers'  labor and health insurance. This article deems that craft unions founded after democratization would display some interesting dynamics; accordingly, it aims to examine these dynamics by undertaking a case study.

Documentary Media Worker Union founded after democratization was chosen for the analysis. This article focused on the characteristics of image labor, how does it get commercialized, and the market risk faced by documentary workers; at the same time, I examine the market behavior of the Documentary Media Worker Union, and if there are any characteristics or functions beyond those craft unions designated by the state.

The study found that Documentary Media Worker Union functioned as collective organizations of documentary workers, attempting to influence market relations and enhance their occupational influence through various market behaviors, like set standard labor contract, establish publishing channel. Through these activities, they could protect their own working rights. These activities also lent new connotations to occupational labor, especially in context of public participation and the image of the craft union; in addition, the activities influenced individual work and the employment protection of labor.

1960年代之後，由於全球快速工業化、生產技術變遷、大量化學性物質成為工業化生產原料，以及大量消費的生活模式的出現，環境倫理成為受到關注的重要議題。聯合國在1990 年代開始正視企業環境管理的規範議題， 並與國際標準化組織（ International Organization for Standardization, ISO）聯手推動環境管理標準的觀念，自此企業社會責任（corporate social responsibility）正式進入管理階段。隨後發展出來的安全衛生管理標準，包括ISO 14000 與OHSAS 18000 等，也被視為企業社會責任的一種表現。

但是，透過實施國際性的相關環境∕安衛管理標準，是否就能達到企業環境倫理？如果從環境倫理的行為準則來看，需要強化的重點何在？本文嘗試以環境倫理學家Rolston (1988) 對「商業倫理規範」之人本主義觀點的論述出發，檢視環境倫理與安全衛生的關係，申論企業應有的作為與實踐上面臨的挑戰，並試圖指出克服挑戰的可能性所在。

本文指出，隨著自主安全衛生管理系統的擴張，勞工參與已被正式納入安衛管理系統的主要要求項目，相關工作包括參與建立危害辨識與風險評估指標等皆具有人本企業倫理特性，這有助於充實勞工對企業從事有害的生產過程進行監督與告發的能力。不過，如要達到Rolston 所強調的告發目的──實踐企業倫理，則需要對提出各式各樣安全衛生質疑的勞工，提供制度性與有效性的保護。同時，企業、安衛專家、科學家等也有義務提出研究證據釐清勞工的疑問，如此才有助於勞工成為企業外在有效的控制力量。

Since the 1960s, environmental ethics has become an increasingly important issue. It is related to industrialization, changing skills and production technology, industrial chemical use, and consumer culture. This encouraged the United Nation to take formative management of environment into account, and it began to promote standards of environmental/occupational health and safety (OHS) management through cooperation with the International Organization for Standardization (ISO) in the 1990s. Corporate social responsibility (CSR), hence, entered management systems, including ISO 14000 and OHSAS 18000.

Can the aims of ethics in commerce be achieved by adopting standardized environmental or OHS management systems? Which maxims should be strengthened in humanistic environmental ethics? This research tries to open the issues related to Rolston’s (1988) “Ethic for Commerce” from a humanistic perspective. This article firstly explores the relationship between OHS and environmental ethics, then investigates the regulations as well as the challenges of implementing environmental ethics, and finally suggests the possible resolutions.

This paper stresses the importance of workers’ participation, which is included in the current OHS management system as one of the fundamental requirements. Significant channels include participation in identifying hazards and choosing indexes of risk assessment. This improves workers’ abilities to investigate the process of production and file reports with the government. In terms of carrying out business ethics, accusation against the employers is hardly made without providing institutive and effective protection for workers who raise OHS questions. The enterprises, OHS experts and scientists should be responsible for providing evidence that clarifies the questions raised by workers. This, therefore, will help workers to become capable to exercise external control more effectively.

績效評估制度為企業激勵工作效率、考核勞工表現之常見工具，向來給予社會無害、中性的印象，一般的討論也多集中於如何使用以及其運用之利益，惟對於其運作是否會對勞工產生直接或間接的權益影響，則較少討論有涉及。直至近年金融風暴後，勞動權益漸受重視，由績效評估衍生出的解僱保護、工資、工時基準和母性保護議題遂逐一浮現，相關爭議不斷；於此，一般社會概念上被認為屬於企業經營自由權限之績效評估制度之運用，其運用上是否毫無限制？若有，則企業經營自由權和勞動法強制力的界線又應如何劃分？本文將針對以上爭點和議題，試著進行分析探討。

本文首先透過文獻分析，統整現行之勞動制度和法令內容，並分析績效評估制度之原理和潛在問題，再透過十一家企業之深度訪談，以理解現行實務界對於績效評估制度之運用現況和方式，最後將勞動法以及制度和實務績效運作逐一進行連結，並輔以現行法院判決實務，檢視績效評估的使用是否會衝擊勞動制度之保障意旨，若有不利之影響，績效制度和勞動法令要如何調整、因應，最後針對有衝擊勞動權益、影響勞資和諧的爭議處，試者提出研究建議，以追求勞動權益和企業經營利益雙贏的最適平衡點。