派遣歸零政策實施對派遣勞工權益保障影響──以某中央機關為例

Abstract

為補充機關員額不足之情形，政府部門採用非典型人力，勞動派遣就是其中一種。公部門運用勞動派遣，外界批評派遣人員的勞動權益保障不足。前行政院長賴清德指示，政府應帶頭示範保障勞工權益，提出派遣歸零政策，將原機關派遣人員經重新甄選後，改為機關自僱臨時人員。\n經本文研究發現，派遣歸零政策實施，對原派遣勞工權益影響，工作權保障部分：社會公平價值仍未落實於本次派遣歸零政策、臨時人員的考試成績評比仍不夠透明、臨時人員成了機關最穩定的基層人力；薪資及福利部分：派遣勞工權益並無明顯提升，反而形成變相裁員、臨時人員具在職進修機會，但仍欠缺升遷管道；工作內容部分：臨時人員加班時數較多，平均年齡較低。\n本文研究結果與建議，工作權保障部分：政策制定應與利害關係人對話、機關如有長期性用人需求，皆應改為自僱人力、對於原派遣人員宜另訂考試方式及錄用標準；薪資及福利部分：臨時人員的薪資福利仍有待提升、提供在職訓練機會及採取工作輪調制度；工作內容部分：改變工作方法以因應「業務增加」及「人力縮減」的困境、臨時人員仍應不斷提升自我能力。最後建議應制定完善的法律保障。

In order to supplement the situation of personnel insufficient in the agency, the government departments use atypical employment, and dispatch worker is one of them. The government departments use dispatch worker, and external criticism the dispatch worker rights being insufficient. Former administrative premier Lai QingDe claim, the government should take the lead to demonstrate and ensure laborer`s rights, put forward the zero dispatch worker policy, after selecting, the dispatched worker of the original agency shall be changed into the agency`s temporary agent workers.\n\nAccording to the study of this paper, the implementation of zero dispatch worker policy and its impact on their labor rights, the part of protection the right to work: the value of social equity has not yet been implemented in this zero dispatch worker policy, temporary personnel test results evaluation is still not transparent enough, temporary personnel have become the most steady manpower at the basic level of the organ; Pay and benefits part: dispatch worker rights is it improve obviously to have, form in a disguised form cutting down instead, temporary staff with on-the-job opportunities for further education, but still lack of promotion pipeline; Job content section: temporary workers work more overtime, the average age is lower.\n\nThe research results and suggestions of this paper, Working right ensures part: Policy making should be in dialogue with stakeholders, if the organs have long-term employment needs, should be changed to self-employed manpower, for the original dispatch worker should be to order examination way and admission criteria separately; Wages and welfare part:: The wages welfare of temporary personnel still remains to improve, provide on-the-job training opportunities and adopt a job rotation system; Working content part： Change the working methods to respond to the plight of increased business and manpower reduction, temporary staff must improve self- ability constantly. Finally, it is suggested that perfect legal protection should be formulated.