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284 Taiwan Development Perspectives 2009 Table 8 Attitude of Labor Unions Toward Dispatched Workers by Size Q. Sizes Disagree Uncertain Agree Total (persons) Freq. % Freq. % Freq. % Freq. % 500 and below 7 41.2 3 17.6 7 41.2 17 100.0 1 501~1,000 0 0.0 1 20.0 4 80.0 5 100.0 1,000 and above 1 9.1 6 54.5 4 36.4 11 100.0 500 and below 3 17.6 7 41.2 7 41.2 17 100.0 2 501~1,000 0 0.0 0 0.0 5 100.0 5 100.0 1,000 and above 0 0.0 6 54.5 5 45.5 11 100.0 500 and below 7 41.2 1 5.9 9 52.9 17 100.0 3 501~1,000 1 20.0 1 20.0 3 60.0 5 100.0 1,000 and above 4 36.4 4 36.4 3 27.3 11 100.0 500 and below 6 35.3 4 23.5 7 41.2 17 100.0 4 501~1,000 1 20.0 0 0.0 4 80.0 5 100.0 1,000 and above 4 36.4 4 36.4 3 27.3 11 100.0 500 and below 7 41.2 1 5.9 9 52.9 17 100.0 5 501~1,000 2 40.0 1 20.0 2 40.0 5 100.0 1,000 and above 3 27.2 3 27.2 5 45.5 11 100.0 500 and below 4 23.5 5 29.4 8 47.1 17 100.0 6 501~1,000 4 80.0 0 0.0 1 20.0 5 100.0 1,000 and above 4 36.4 6 54.5 1 9.1 11 100.0 500 and below 7 41.2 4 23.5 6 35.3 17 100.0 7 501~1,000 2 40.0 2 40.0 1 20.0 5 100.0 1,000 and above 3 27.2 1 9.1 7 63.6 11 100.0 500 and below 8 47.1 4 23.5 5 29.4 17 100.0 8 501~1,000 1 20.0 3 60.0 1 20.0 5 100.0 1,000 and above 4 36.4 2 18.2 5 45.5 11 100.0 500 and below 4 23.5 3 17.6 10 58.8 17 100.0 9 501~1,000 2 40.0 1 20.0 2 40.0 5 100.0 1,000 and above 3 27.3 2 18.2 6 54.5 11 100.0 500 and below 3 17.6 4 36.4 10 58.8 17 100.0 10 501~1,000 0 0.0 0 0.0 5 100.0 5 100.0 1,000 and above 1 9.1 3 27.3 7 63.6 11 100.0 Source: The author.
Protection of Dispatched Workers’ Right to Organize or Participate in Labor Unions 285 Implications for Employment Relations and Policy Many macro and individual factors contribute to the development of dispatched work. For instance, transformation of economic structure, global market competition, undertaking of labor flexibility strategies and change of value between employers and employees are all directly or indirectly conducive to the development of dispatched work. 8 Labor unions in some OECD countries were defensive, negative and even repulsive in attitude toward dispatched workers. Nevertheless, in recognition of the irreversibility of dispatched work, labor unions have adjusted their attitude and tried to find an appropriate strategy and method to cope. Like their counterparts in OECD countries, labor unions in Taiwan always express openly their hostility against dispatched work and dispatched workers. Labor unions in manufacturing and construction industries and small-sized labor unions are indeed more inclined to be exclusive to dispatched workers. Nevertheless, labor unions in general are not inclined to be as exclusive, the majority of them even agreeing on the question of their ability to offer more protection to dispatched works if membership is allowed. Most of the dispatched workers are female workers and none of them are labor union members. Since job insecurity is the major concern of dispatched workers, their inclination to join labor unions seems to be very high. Though both dispatched workers and labor unions are not hostile to each other, there still are 8 Please see Cordova, Efren. 1986. “From Full-time Wage Employment to Atypical Employment: A Major Shift in the Evolution of Labour Relations?” International Labour Review. 125(6): 646-648 obstacles to the former to join the latter. One of them is legal. The Labor Union Act precludes dispatched workers from joining labor unions in user enterprises, of which they are not employees. The act must be amended to provide dispatched workers with more opportunities to join or participate in either user enterprise-based or dispatched work agency-based labor unions. There is no doubt that job seekers may use dispatched work as a stepping stone to longer-term and more secure employment. Their motivation is to reduce the time and cost to look for jobs in the triangular arrangement. Female workers, in particular, find dispatched work to satisfy their demand for flexibility in work. 9 However, to some unskilled workers the possibility of being “permanent dispatched workers” does exist, since skill deficiency make it difficult for them to land longer-term and more secure jobs in the labor market. 10 Dispatched work has become widely accepted by enterprises in Taiwan, especially those engaged in service industries and with a foreign capital background, in enlarging their flexibility in human resource employment. Under such circumstances, employment relations are bound change. For instance, the number of workers lacking job security would increase owing to the development of dispatch work, and labormanagement relations in individual enterprise would become tenser when many peripheral jobs are filled with dispatched workers. In the face of this transformation, however, the government in Taiwan cannot make up its mind where it should stand in the process of 9 Vosko, Leah F. 1998. “Regulating Precariousness? The Temporary Employment Relationship Under the NAFTA and the EC Treaty.” Relations Industrielles/ Industrial Relations. 53(1): 129. 10 Polivka, Anne E. & Nardone, Thomas. 1989. “On the Definition of ‘Contingent Work’.” Monthly Labor Review. 12(12): 13.
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CONTENTS Preface Overview ix xi Foc
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Agriculture and Fisheries Impact of
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CHUANG, Yih-chyi( 莊奕琦 ) Pro
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TAN, Ching-yu( 譚瑾瑜 ) Associ
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enth effort on the part of the Foun
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ills pertinent to parliamentary ref
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