Go To Top

FacebookTwitterLinkedinShare on Google+

  • .線上捐款

  • .銀行匯款 / ATM 轉帳

  • 金融機構名稱:

  • (007) 第一商業銀行營業部

  • 戶名:台灣勞工陣線協會

  • 帳號:0931-0116-958

  • .郵政劃撥

  • 劃撥帳號:50118157 

  • 戶名:台灣勞工陣線協會

20250528 旅宿業有條件開放聘用移工?放風聲非政策 移工政策應通盤檢討!

2025新聞
on 28 五月 2025
20250528 旅宿業有條件開放聘用移工?放風聲非政策 移工政策應通盤檢討!

去年國際人權日時,全國商業總會理事長許舒博在與行政院長卓榮泰座談後對外表示,勞動部已允諾將開放服務業申請外籍移工,並預計於春節後提出配套措施。當時,勞動部隨即澄清,強調整體仍在評估中,並無「同意開放服務業移工」的規劃。未料昨日,交通部觀光署署長又公開表示,已與勞動部「達成共識」,預計將於下半年宣布旅宿業引進移工方案。對此,台灣勞工陣線提出嚴正質疑:「觀光署什麼時候成為開放移工的主管機關了?」,而移工政策牽涉移工人權保障及本國勞工就業,應經審慎評估與公開討論,而非由政府機關或企業團體透過媒體「放風聲」主導政策走向。

Published in 2011

Policy criticism and recommendations

Tracing back the history of the union in Taiwan, we can easily find a heartbroken story related to the unfair labour practices. Before the establishment of new "Three Labour Laws" on 1 May 2011, the labour rights were not protected by laws completely. The employers could suppress the power of union easily. They tried every method to stop the development of union including the intervention of the union operations, rejections of the union’s demand on the consultation or the differentiated treatment in accordance with the union cadres.

In short, the so-called “unfair labour practices” means the employers make an unfair treatment towards the union and its cadres because they operate, join and organise the union. However, the labour can fight with the employers when they had organised the union. Through the collective power, they can conduct the consultation about their working conditions and distributions of the economic benefits with their employers. Once the negotiation broke, the union can apply the right to dispute. As a result, the disregard of the right to organise, right to bargain and right to dispute no longer exist. In the past, the ineffective administrative approach could not provide the instantaneous protection to the labour when they suppressed by the employers due to joining the union operations. Meanwhile, the litigation process was time-consuming and the judicial officials were generally lack of training on the labour laws. It led the labour to the frustration during the endless litigation process. As seen, the unfair labour practices had harmed the development of union seriously.

 

 

On 1 May 2011, the new Three Labour Laws had been established. One of the advanced evolutions is the creation of the institution to prohibit the unfair labour practices. It is the key to implement the Three Labour Laws. This book included three main parts such as storytelling, analysis and the practical operations. Through the interviews on the cases of the unfair labour practices, it emphasised the situations of the union cadres especially the influence on their families and daily life other than works. These stories told nothing but blood, tears and sweats under the pressure of the employers and government. In the second part, it talked about the history of the adjudication mechanism on the unfair labour practices in Taiwan, as well as the case study. This part could strengthen the understanding of that important institution. In the last part, it acted as the references for the union to know about the judgments related to the unfair labour practices in the past. From these three key perspectives, we hope to give a clear picture of the institution.