[500]When labor-management disputes occur over rights and obligations stipulated in laws and regulations

  • Last Modify Date:2015-05-31
[500]When labor-management disputes occur over rights and obligations stipulated in laws and regulations
[500]When labor-management disputes occur over rights and obligations stipulated in laws and regulations

When labor-management disputes occur over rights and obligations stipulated in laws and regulations, collective agreements or labor contracts or over continuation or modification of working conditions, both sides are to resolve the disputes in good faith and by the principle of self-governance. If both sides find it impossible to achieve any agreement and need to seek mediation from the labor authority, either party to the dispute may apply to the competent authority of the special municipality or county/city with jurisdiction over the location of the workplace. If the labor party is a union, the application is to be filed with the competent authority with jurisdiction over the location of the union. Once the competent authority accepts the application, the handling procedure shall be as shown in the chart below:

(Please see the attachment)

Once the mediators or organize a mediation committee establishes a mediation proposal and both parties to the dispute have applied their signature in the mediation record, the mediation is concluded and considered a contract between both parties. If one of the parties is a labor union, the mediation conclusion is considered a collective agreement. Either party unjustifiably failing to attend the mediation meeting as notified by the competent authority shall be subject to a fine no less than NT$2,000 and no more than NT$10,000 as set forth in Paragraph 3 of Article 63 of the Act for Settlement of Labor-Management Disputes.

  • News From:Department of Employment Relations
  • Publish Date:2014-08-12
  • Hit Rate:23392
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