政府機關運用非典型勞動力之研究-以勞動派遣及勞務承攬為中心

Abstract

政府機關為因應組織員額精簡，在我國尚無有關勞動派遣之相關立法下，依「政府採購法」透過勞務採購方式，運用勞動派遣及勞務承攬等非典型勞動力。二者主要差異在指揮監督關係之有無，機關對承攬廠商勞工無指揮監督權。為瞭解政府機關運用勞動派遣及勞務承攬等非典型勞動力時，對於勞工權益保障是否周全，本研究將以3大面向進行分析。第一部分為，分析德國、日本、韓國、丹麥、荷蘭、瑞士、比利時等7個外國政府非典型勞動力運用情形。第二部分為，探討運用非典型勞動力之法律關係，分別說明勞動派遣及勞務承攬之法律關係及相關規定。第三部分，以我國政府非典型勞動力運用情形，探討政府機關對派遣勞工及派駐勞工權益保障實際情形，並提出結論與建議。本研究結果顯示，行政院及所屬機關運用派遣勞工及派駐勞工人數超過僱用總人數30％以上，高於本研究所探討的7國情形；我國政府機關勞動派遣勞務採購案，主要由中央機關以政府採購法辦理，其案件數與決標金額逐漸減少，但採最有利標案件比例逐年增加，利於保障派遣勞工應有權益；我國為保障派遣勞工及派駐勞工權益，各主管機關雖已依其權責訂有相關規定，仍有未盡周全情事，亟待檢討改善；本研究亦針對上述問題提出改善方案。

In response to streamlining government organization, the government increase in atypical labor includes dispatched employment and service contracting by labor procurement through the “Government Procurement Act”. The difference between dispatched employment and service contracting is the right of supervision of these employees and the government has no rights to supervise service contracting. Comprehensively investigating rights protection in using dispatch workers and contract workers, this study analysis three major areas and then provides a conclusion and suggestions. The three areas are as follows:\r\n1. To study the use of atypical labor in the governments of Germany, Japan, Korea, Denmark, Netherlands, Switzerland, and Belgium.\r\n2. To explore the legal relationship between the uses of atypical labor, and explain the legal relationship and related regulations of labor dispatch and contract labor.\r\n3. To discuss the actual rights protection of dispatch workers and contract workers based on the use of atypical labor in our government,.\r\nThe study finds that the Executive Yuan and its affiliated agencies apply more than 30% of the total number of dispatch workers and contract workers and it is higher than those 7 comparison countries. The major way to apply atypical labor is through the “Government Procurement Act”, and therefore the tender numbers and total amount is to be gradually decreased. To be noted, the number of tender which apply to the most advantageous tender principle, which is conducive to safeguarding the rights and interests of dispatched workers, is gradually increased. In order to protect the rights of dispatch workers, the competent authorities have already provided relevant regulations in accordance with their rights and responsibilities, but there are still unsatisfactory things to be reviewed and improved. This study provides some suggestions to those issues accordingly.