Chung Hwa Labor Service Property Union
工會成立之緣由
The reason of union establishment

          依據工會法第一條:為促進勞工團結,提昇勞工地位,及改善勞工生活,特制定本法。為促進勞工團結及在職教育,提升勞工地位及改善勞工生活為宗旨,以中華民國為產業工會行政與組織區域,成立中華勞務服務產業工會(以下簡稱本會)。精進並宣導勞資關係相關法令,協助企業訂定工作規範,創造勞資雙贏及改善勞工生活。

讓會員學習【勞動法令常識】
對個人、家庭、社會都一輩子受用!

The union is organized and established in accordance with the Article 1 of Labor Union Act which states: ‘the Act is enacted in order to promote the solidarity of workers, provide better vocational education, enhance their status and improve their livelihood’.

Chung Hwa Labor Service Property Union (hereinafter “LSPU”) is so established, comprising the administrative and service area of the Confederation of Industries, Republic of China, for pursuing the aforesaid purposes. 

LSPU is devoted itself to improve and propagate laws/regulations related to employer/employee relationships, help enterprise to set protocols of workplace so as to reach a win-win situation and improve laborers’ living.

LSPU also helps acquaint its members with “general concepts of Labor Laws and Regulations” that benefits not only individuals but also families and society for life.


協助會員:
處理與勞、資爭議之問題。
促進會員福利之事項 舉辦勞工教育、勞工安全衛生
及協助輔導弱勢失業民眾之就業及成立輔導中心、
庇護工廠,辦理職業訓練,就業輔導
讓所有的會員生活富足、快樂、祥和 !

LSPU assists its members:

-Dispute Settlement between employers and laborers.

-Promoting Members’ welfare, including sponsoring labor education, ensuring labor’s health and safety, counseling the employment opportunities for vulnerable unemployed people and setting up counseling centers, sheltered workshop and vocational training program and etc.

By rendering its services, all LSPU members can so better live in a richer, happy and peaceful life.



我們產業工會擁有下列幾項優勢:
一、中華勞基集團20年專業服務
二、勞動法權益維護促進會
三、勞務師認證班,輔導登錄縣市政府調解委員(就業、創業)

 

LSPU possesses the following niches,

A. 20 years of professional service and experience in CHLC Group

B. Affiliated with Association of Labor Standards Act R.O.C.

C. Experiences in Laborer certification education, counseling registration county and municipal  government mediators (employment, entrepreneurship and etc.)



 

工會理事長及幹部與台北市勞動局賴香伶局長合照

Photo of LSPU Chairman and staff with Labor Bureau director Xiangxi, Lai

理事長 廖茂霖

Chairman MaoLin, Liao

理事長 廖茂霖 致企業雇主的一封信
A Letter to employers from Chairman Maolin Liao

敬愛的雇主朋友:


  自民國七十三年七月三十日總統令公布,指定農、林、漁、牧等八大行業,適用勞基法,至八十七年十二月三十一日,通令全國各事業單位,全面納入勞基法,尤其也把白領階級的知識份子納入,全國各事業單位皆必須面對勞基法強制實施後的各大問題:
(法令已全面介入;企業經營、管理及成本)

Dear Employers,

Since the Presidential Decree dated July 30, 1984, eight industries consisting of agriculture, forestry, fishery, animal husbandry and etc. have been subject to Labor Standards Act.  Later on the date of December 31, 1998, all major industries in the country were encompassed under Labor Standards Act, in particular, white-collar workers.

After the mandatory application of Labor Standards Act, all business entities are inevitably face all related important issues.

(The statute has been fully intervened in matters of business management and cost)


一 、巨額退休金負擔:

民國七十三年已適用勞基法的事業單位,至今員工年資已逾十五年以上,事業單位面臨目前員工的巨額退休金負擔。94年又強制執行勞退新制(6%)讓企業面臨長年(72%)的經營成本。

A、Burden of huge amount of pension

For those business entities which Labor Standards Act has applied since 1984, they have been facing noticeable employees’ pension burden for employees working more than 15 years.  After 2005, when the government further announced its new labor retirement policy (6%), it drives the enterprise to face long-term operating costs (72%).


二 、管理上的牽制:

自勞基法適用後,企業不管調動、資遣員工、退休、加班、工資計算等都有法令約束,不得由事業單位任意執行,否則依法無效外,尚有法令的處罰、賠償及爭議、訴訟問題。

B、Management Constraint

After the application of Labor Standards Act, all labor related matters such as a company’s mobilizing or reassigning its workforce, employees’ retirement, overtime work, and wages calculation, are all not to be freely and arbitrarily decided and enforced by business owners.

According to the Act, a company’s illegal labor modus operandi is not only invalid in itself, but also begets statutory penalties, compensations and even potential lawsuits.


三 、成本的增加:

勞基法的適用後,從預告工資、加班費、資遣費、退休金、勞、健保費等法定成本(共九項),雇主在不諳勞基法的情形下,才導致成本增加,負擔更不得預估。

C、Increase in cost

After the application of the Labor Standards Act, as for the statutory costs (a total of nine items) including pre-announcement wages, overtime pay, layoff fees, and pensions to labor and health insurance, increased unexpected costs have added on employers, not to mention those not being familiar with law.


四 、職業災害的風險:

雇主不熟勞工法令的規定,便無視於職災問題,待風險(職業病或意外)發生時,中小企業那能支付一百六十九個月以上平均工資的巨額補償,甚至惹上民、刑事官緋。

D、The risk of occupational injury

Most employers who are not familiar with the provisions of the Labor Standards Act incline to overlook occupational injury risks.  When the mishaps actually occur (occupational diseases or accidents), SMEs can hardly afford huge compensation in an amount of average wages of more than 169 months, and might result in civil or criminal procedure.

 


五 、勞資爭議、勞動檢查、勞健保局;逕條、查核、罰款問題倍增,浮上檯面:

勞基法實施已30餘年,為何以前鮮少勞資問題,只能說;以往雇主之僥倖,是勞工的無   知。而今資訊發達,媒體氾濫的報導『勞資問題』,加上勞基法之法律追溯期有五年之     久,雇主想再有此僥倖機會,已然無此機會了。

E、More and more labor problems revealed such as: labor disputes, frequent authority’s checkups, involvement of Bureau of Labor Insurance, doubled amount of fines, penalties and etc.

Labor Standards Act has been taking effect for more than 30 years to date.  Prior to the time of the enactment of the Act, employers seldom face labor disputes due to laborers’ lack or ignorance of their legal rights.  However, as “labor issues” had filled our social media feeds, and the statute of limitations for Labor Standards Act is as five years long, employers have no chance to evade legal responsibility nowadays.​

  事實上『勞基法』並非真得『勞基罰』,只要您能深入瞭解它,就能因應、解決。如同稅法之節稅,灰法或違法之合法處理,在合法範圍內去節稅、降低成本、提昇管理績效,是事業單位目前的首要課題。

In fact, the "Labor Standards Act" does not necessarily have to be "workforce penalty."  As long as you can understand it timely and deeply, you can deal with it and solve it.

The primary topic for all owners of business entities, just like dealing with tax laws, is to reduce costs, to deal with grey area and prevent illegal violations and to enhance management performance within legal scope.


  中華民國勞基法權益維謢促進會及中華勞基顧問公司(勞基法律顧問集團);
為幫助企業永續經營,解決因勞基法而產生的管理問題,合法降低經營成本、進而照顧勞工朋友,提供有利勞資雙贏之說明,以盼落實勞基法之良法美意;規定出勞動最低標準、建立勞動倫理、保障勞工權益、加強勞雇關係,增加產能促進社會與經濟發展。

In order to help enterprises to have sustainable development and solve management issues caused by Labor Standards Act, the Association of Labor Standards Act R.O.C. and Labor Standard Laws Consulting Company are ready to help to stipulate minimum labor standards, establish labor ethics standards, protect labor rights, strengthen labor relations, and increase production capacity to facilitate social and economic development.


廖茂霖 千禧年之作2000.01.01
     情人節(修)2009.08.26

Written in millennium 2000/01/01 by MaoLin, Liao

Revised in 2009/08/26

電子信箱 : liaoml@lawki.com.tw

服務電話 : 02-6623-5513      

傳真電話 : 02-6623-6671 

免付費電話 0809-000-804

本會地址 : 台北市松山區八德路三段230號三樓之一

高雄服務處:高雄市鼓山區美術東四路236號14樓

Phone: 02-6623-5513      

Fax: 02-6623-6671  

Toll-Free Number: 0809-000-804

Headquarter Address:

3F.-1, No.230, Sec. 3, Bade Rd., Songshan Dist., Taipei City 10555, Taiwan (R.O.C.)

Kaohsiung Service Office:

14F., No.236, Meishu E. 4th Rd., Gushan Dist., Kaohsiung City 80457, Taiwan (R.O.C.)

 

中華勞務服務產業工會

Chung Hwa Labor Service Property Union

 
廖茂霖 理事長

Chairman MaoLin, Liao 
林倢 秘書長

Secretary-General Lin Jie

 

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