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286 Taiwan Development Perspectives 2009
legitimizing dispatch work, either being pro to
employers or con to workers, or vice versa. Undoubtedly,
if the legitimizing of dispatched work
were delayed, rights of all parties involved in the
triangular arrangement would be heavily impaired.
Besides, how to help female workers not to
become permanent dispatched workers is of much
concern to the government. Generally speaking,
education and training are the most important
means of facilitating labor mobility. Accordingly,
the responsibility of dispatched work agencies for
giving education and training to dispatched workers
should be clearly stipulated. Otherwise, dispatched
workers will find it difficult to develop
their career and further development of dispatched
work might also be hindered.
Conclusion
Dispatched work has been a product of modern
economic and social environments and its development
is irreversible. It should not be prohibited
by law. However, in consideration of the
negative impact of dispatched work on employment
security, taking laissez-faire stands on its
development is also unrealistic. Since neither regulation
nor deregulation is appropriate in dealing
with the development of dispatched work,
re-regulation turns out to be the way out. 11 As
discussed above, amending the Labor Union Act
and providing dispatched workers with more flexibility
in choosing to join or participate in either
user enterprise-based or dispatched work agency-based
labor unions serve as an example of
re-regulation.
There is no doubt that legitimizing dispatches
work would be the most urgent task of the gov-
11 Standing. Guy. 1997. “Globalization, Labour Flexibility
and Insecurity: The Era of Market Regulation.“
European Journal of Industrial Relations.
3(1): 7-37.
ernment. Once dispatched work is legalized, many
problems can be easily solved and rights of all
parties concerned well protected. Given the interaction
among the government, employers and employees,
it is not easy to legitimize the triangular
arrangement.
Finally, law and regulations are only one of
many factors influencing the development of employment
relations. Tripartite consensus and support
for dispatched work are indispensable to the
continued development of dispatched work in
Taiwan.
Bibliography
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