國立政治大學 勞工研究所

本文分析臺灣簽署的二項自由貿易協定勞工專章的制度途徑類型以及執行機制。研究發現，由於台灣長期受到國際政治環境的制約，促使政府採取「消極性納入勞工專章」的政策立場，導致台灣已經簽署之二項自由貿易協定的勞工專章條款內容，主要是依照貿易夥伴國各自的政策需要而制定，分別採取「條件性──促進性的制度途徑」、「促進性的制度途徑」二種制度途徑類型，在不同的制度途徑下，各自建構形成二項協定的勞工專章具有不同的執行機制以及勞動保護制度內涵。研究建議，政府應該採取「積極納入勞工專案」的政策思維，在對外洽簽自由貿易協定時，主動提出「勞工專章」的提議；而且政府應該制訂「洽簽自由貿易協定的事前影響評估機制」，將「就業影響評估」納入事前的影響評估範圍內；對於已經簽署的二項協定的「勞工專章」內容，政府應該落實執行，以保護勞工的基本勞動權利；政府還應該檢視與修正我國現行勞動法律內未能符合ILO的核心勞動基準之處，以減少未來洽簽自由貿易協定的障礙，開拓台灣對外洽簽自由貿易協定的國際空間。

This article analyzes the institutional approach types and enforcement mechanisms in labor provisions of free trade agreements signed by Taiwan with trade partnerships. The main findings is that due to the government take “passive included labor provisions” policy stance in the context of constrained external international political environment, leading to the two labor provisions of free trade agreements in accordance with policies needs of externaltrade partnerships countries, formulate the institutional approach types were adopted “conditionalpromotional approach” and “promotional approach”, each institutional approach type constructing different enforcement mechanisms and labor protection institutional contents. There are four suggestions as follow, firstly, government should be changed to take the “actively included labor provisions” of policy thinking, offered actively incorporate labor provisions in the process of negotiating free trade agreements. Secondly, government must construct the pre-evaluation mechanism to evaluate the influences of free trade on the employment impact of workers. Thirdly, government should actively perform the “labor provisions” contents in two agreements have been signed by Taiwan with trade partnerships, in order to protect the fundamental labor rights of workers. Fourthly, government must review and revise the failure within the prevailing labor laws to comply with ILO core labor standards, in order to open up the international space of negotiating free tradeagreements, and reducing the obstacles in the process of negotiating free trade agreementin the future.

自2011年台大研究生成立工會所生爭議事件為始，其所爭執者，即在於各該適用法律所定義之「勞工」身分之範疇與認定標準（勞工身分之合法性），包括：兼任助理是否為具有（僱用關係之上）勞工身分、是否為工會法、勞基法以及相關社會保險法上勞工，乃至於是否為我國相關勞動或社會法令等權益規範之保障適用範圍。若以「助理」之身分從事工作，不論其是否兼任或有無在校學生之身分，即已明顯包含有為他人之目的而給付一定（特定）勞務之性質，但另一方面，亦不能以此勞務性之給付而否認該助理之工作可能同時具有為自己之目的或者以其為教育學習方式之性質。換言之，學生兼任助理於法律適用關係上尚難以「學生」或「助理」之形式身分而確定其工作性質，亦即，該所謂學生兼任助理之「工作」具有「偏向勞動」或「偏向教育」之位移可能，且多數之情形乃同時包含程度不一的「勞動」或「教育」性質。此外，由於實際上勞動給付樣態的多元性與變動性，所謂「學生兼任助理」之給付主動與內容並非是具有單一性或固定範疇之概念，因此往往也導致該給付行為於法律適用上之不確定性。本文將整理日本「勞動者」概念及其判斷基準之有關學說與實務見解的脈絡，進一步說明日本大學生兼任助理有關契約身分定性的現行制度運作與相關爭議，並以大學兼任助理知參加職災保險為例，比較台灣與日本現行相關制度規範之差異。

Since the graduate students of National Taiwan University formed its union in 2011, the controversies of the definition of legal labor status have been risen. The issues include the student assistants’ employment status and their rights covered by the Union Law, Labor Standards Law, and Social Security Law. When individuals work as an assistant, whether they are part-time students or without any student identity, it is clear that they are paid for doing a specific task to fulfil other person’s purpose. However, it cannot be denied that the assistants may work for their own gain or for the educational purpose. It is difficult to rectify the nature of work done by student assistants under the role of a student or an assistant. The nature of their work can be either labor oriented or learning oriented. In most cases, it may involve different level of both labor and learning in nature.

中國勞動關係構成元素除勞動合同制度外，尚涉養老退休、工傷保險等制度轉型因素。工傷保險制度係從企業內勞工保險體制轉向企業外社會保險體制中，各項工傷待遇給付仍依賴企業支付，與台灣以保險支付方式顯然不同。而工傷給付若有項目或金額爭執者，概以勞動爭議處理程序解決，處理程序須經強制仲裁，並無程序簡化之便利。且實體權利上工傷待遇與民事損害賠償請求競合接軌不當，使勞工無法提出非財產損害賠償請求。此等差異認知不僅在中國勞動法制研究上有其必要，對付中經營企業之風險管理亦為重要。本文試以：(1) 工傷待遇與勞動保險、(2) 工傷待遇請求與損害賠償請求、(3) 工傷待遇與損害賠償競合模式、(4)競合關係評價，逐層說明中國工傷給付爭議與勞動爭議事件結合之制度因素，工傷損害賠償制度路線辯證與法制發展。

The labor-management relationship in China is formed by labor contract system, combing with the transforming systems of retirement and vocational injury insurance. The vocational injury insurance in China is started with the form of labor insurance in enterprises, and then transformed to the type of social insurance. However, each benefit is still paid by enterprises, which is different from the operation of social insurance in Taiwan. Any dispute that related to money or other matter in terms of vocational injury benefit will be managed with labormanagement dispute process. The process is run with compulsory arbitration; thus, inconveniently, the process can not be simplified. In addition, due to the failed connection of the concurrence parts of vocational injury benefits and civil damages, workers can not claim for non-property damages. It’s necessary to notice this problem while studying the labor legal system of the PRC. It is also an important message regarding risk management to the Taiwan-based enterprises in China.

中區人才培訓策略聯盟以結合學校、研究單位與職訓中心提供人才培訓能量，彌補教育與實務落差，採取政府與民間團體夥伴關係的運作型態，促進就業市場供需媒合。本研究嘗試了解策略聯盟的基本理念，以策略聯盟制度與社會心理因素勾勒出策略聯盟運作現況，並探討其對人才培訓策略聯盟績效的影響，進而評估聯盟存續的未來性。本文採取郵寄問卷調查，於2008年普查策略聯盟機構負責人、主管等產管學菁英人士，其對策略聯盟制度規範與社會心理因素如何影響策略聯盟績效等看法；進一步檢視策略聯盟績效對策略聯盟存續的影響。研究顯示策略聯盟發展因素（制度規範、社會心理）皆與策略聯盟績效呈現顯著正相關；策略聯盟績效與合作存續的關係呈現顯著正相關。

Central training center plans to empower and integrate the training resource of central Taiwan to improve the performance, to help the industry development, to analyze the employment needs and to establish contact with train units. It established the central human resource training strategic alliance in June, 2004. The strategic alliance intends to integrate the training energy of schools, research units and government, improve the technical employability and redeem the gap of education and practice. Therefore, this research intend to understand the practice of the human resource training strategic alliance, probe into the cooperative strategies between governments, private sectors and non-private organizations, and review the influence on the match of supply and demand in the labor market.