泰博科技工會是台灣僅有的三個由移工組織的公司工會之一。然而，根據勞工權益團體和工會成員提供的錄音和文件，泰博的員工面臨資方透過一套嚴苛的規章制度，對其人事進行嚴密的控制，而新成立的泰博工會就馬上面臨泰博科技打壓工會的行為。
為抗議泰博科技的行為並提升社會對此議題的關注度，泰博工會在十多個個勞工權益團體的聲援下，在 11 月 7 日和 11 月 20 日，兩度在勞動部門前舉行抗議活動，於 12 月 1 日，以 93% 同意率，通過罷工決議，參與了 12 月 7 日在臺北舉行的兩年一度移工大遊行。
工會領袖接受《集誌社》採訪指出：「工會的規模仍然很小，其他（移工）成員感到害怕。」工會領袖強調：「公司必須平等對待我們，即使我們是菲律賓人。」
文字：Peiyi Yu
攝影：Peiyi Yu
Taidoc Union is one of the only three corporate unions organized by migrant workers in Taiwan. However, according to audio records and documents provided by labor rights groups and union members, Taidoc employees face the company’s elaborate control over their personnel through a set of draconian regulations, and the newly formed Taidoc Union is facing Taidoc Technology’s union busting actions.
To protest against Taidoc and raise awareness, the Union protested on Nov 7th and Nov 20th in front of the Ministry of Labor under the support of more than 10 labor rights groups, passed a strike resolution on Dec 1st with 93% of the ballots voting to approve the resolution, and participated in the bi-anual Migrant Worker march on Dec 7th in Taipei. In interviews with Collective HK, union leaders said that, “the union is still small, and the others are scared.” Union leaders further added, “the company needs to treat us with equality, even if we are Filipino.”
Text： Peiyi Yu
Photo：Peiyi Yu
泰博科技是一家價值上億美元的台灣醫療設備製造商，透過其慈善項目維持正面的公眾形象。在 新冠疫情期間，泰博更曾參與蔡英文政府 2020 年「Taiwan Can Help」的倡議，向台灣的國際夥伴捐贈 COVID-19 的檢測設備。然而，過去四年，泰博科技也因侵犯勞工權益，多次遭到勞動部裁罰。
Taidoc Technology is a Taiwanese medical equipment manufacturer. The multi-hundred-million dollar company with approximately 1100 employees maintains a positive public relations through its charity programs. During the COVID pandemic, Taidoc was part of the Tsai Ing-wen administration’s “Taiwan Can Help” initiative for donating COVID test devices to Taiwan’s international partners in 2020. However, in the past 4 years, Taidoc Technology has also been fined multiple times by the Ministry of Labor for labor rights abuses.
工會於 11 月 7 日首次抗議後，已有五名工會成員，在勞資權益協商期間面臨工作合約不續簽的風險。泰博工會於 11 月 20 日再次在臺北勞動部前抗議。目前，已有四名工會幹事因未獲續約而離開泰博科技，尚有一名工會幹事仍在協商續約事宜。
After the Union’s first protest on 7th Nov, 5 Union members were facing risks of non-renewal of work contract during labor rights negotiation. As the Taidoc Union protested again on 20th Nov in front of the Ministry of Labor in Taipei, 4 union leaders have left Taidoc Technology for not receiving a contract renewal, and one union leader is currently negotiating a renewed employment contract.
根據工會提供的錄音記錄，在協商期間，工會成員被（據信是泰博的人力資源經理）告知：
“我相信每一位來公司都是想要好好工作，但是現在成立了工會已經嚴重影響了公司的正常運作。我代表公司限期你們兩個月內，也就是十二月底前，解散或者是退出工會。
在《外籍同仁人事管理規章》中更是道「嚴禁禁止組小團體，示威，罷工」否則「違者開立警告函並實施勞動服務兩個月，累犯者遣返回國。」
According to audio records provided by the Union, during negotiations, union members were told by a voice that claims to be the Taidoc HR manager,
“I believe everybody here has the honest intention of working at the company, but organizing the union has severely interfered with the operation of the company. I am here to convey the company’s deadline of withdrawing or disbanding the union that is taking place in two months, no later than the end of December.”
The company’s guideline for migrant workers, “Personal Regulation of Alien Workers”, further specified that forming “small groups, demonstrations, and strikes” will be punished for “2 months of labor service” and “recidivists will be repatriated.”
針對不續簽合約一事，泰博科技聲稱：
「外籍同仁因名額上限已滿而無法續聘，屬一般性制度安排，亦早在原定計畫之內，並非針對工會成員之特定行為。」
然而，工會成員指出，自工會協商開始以來，泰博科技仍持續徵募非工會成員的移工。
On the non-renewal of contracts, Taidoc Technology claims that it has,
“Reached its quota to hire migrant workers. All none-renewal of contract is a continuation of the company’s hiring practice, not a targeted decision against union members.”
However, union members claim that, since the start of union negotiation, Taidoc Technology has continued to hire non-unionized migrant workers.
隨著四名工會成員離開泰博科技，工會隨即選出新領導者以填補空缺。《集誌社》在採訪新任工會幹事時，詢問他們接任領導職位的原因。他們回答：
「雖然我們感到害怕，因為人資部門知道我們的名字，但大多數人推舉了我們。工會成員們認為我們應當擔任這個職位，我們可以為他們抗爭。」
他們隨後彼此補充，以深思熟慮的表示，工會「選擇我們是因為他們認為我們很堅強」。他們尋思，「值得信賴」、「可靠」、「提供支持」以及「堅強的態度」是工會選他們擔任工會幹事的原因。
As the 4 union members left Taidoc Technology, the Union elected new leaders to fill up the ranks. In an interview with the new union leaders, The Collective HK asked the union leaders what motivated them to assume the leadership position. Union leaders answered,
“We are scared because HR knows our names, but the majority chooses us. The workers think we deserve [the position], and we can fight for them.”
They then added, finishing off each other’s sentences in a thoughtful manner, that the union “chose us because they think we are strong.” In a self-reflecting manner, they asserted that “trust worthiness”, “reliability”, being “supportive” and a “strong attitude” were the reasons why the union elected each of them as leaders.
工會和勞工權益團體還指控泰博科技在員工宿舍實施宵禁，並在續簽工作合約時收取手續費。為了證實對泰博涉嫌侵害勞工權益的指控，工會提交了多份文件，包括一份《同意書》、一份《泰博科技公司外籍同仁人事管理規章》、《警告函》以及其他文件。
Besides union busting, the Union accused Taidoc for charging processing fees and other penalty fees during employment, and restricting workers outside of work hours. To substantiate their accusation against Taidoc’s labor abuse, the Union submitted Taidoc’s migrant worker guideline, “Personal Regulation of Alien Workers”, and other associating documents.
《同意書》內容提到「若在台工廠續約要收 18,000 元」或「返菲律賓海外引進方式再入台合作」。《外籍同仁人事管理規章》也規定，如果員工在受僱的六個月內決定辭職，泰博可能會扣留長達一個月的薪水，並加收相當於兩個月薪資的費用。根據工會的說法，已離職的工會成員與新公司簽署工作合約時並新公司未向他們收取手續費。
According to a “Consent Letter”, “Taidoc company will take 18,000 NT from employees” or “employees can return to the Philippines to enter Taiwan from overseas.” The “Personal Regulation of Alien Workers” also specifies that Taidoc might withhold up to one month of salaries and charge two additional months worth of salaries if an employee decides to resign within 6 months of hiring. According to the Union, the members who have left Taidoc were not charged a processing fee by their new company.
根據《外籍同仁人事管理規章》，公司還強制實施 23:00 的宵禁，違者將處以「勞動服務 5 天」的懲罰。對於「外宿未歸者」，累犯的懲罰從初犯的「勞動服務 1 個月」，到第三次違規的「開立警告函並遣返回國」不等。
According to “Personal Regulation of Alien Workers”, the company also enforces a curfew at 23:00 with a penalty of “labor service for 5 days.” For “staying outside”, the cumulative penalty ranges from “labor services for 1 month” on the first violation, to “open warning letter and repatriation” on the third violation.
此外，公司規章還禁止「未依公司申訴管道至政府單位申訴」，否則將處以「勞動服務 2 個月」的懲罰，並且「累犯者遣返回國」。
Besides the curfew, the company guideline prohibits workers from complaining “to the government unit”, otherwise a penalty of “labor service for 2 months” shall be applied, and “recidivist will be repatriated.”
總計，《外籍同仁人事管理規章》中有 13 條規定附帶「遣返」的懲罰，以及 68 條規定附帶「勞動服務」從三天到兩個月期限不等的懲罰。
In total, there are 13 regulations in the “Personal Regulation of Alien Workers” that came with a penalty of “repatriation”, and 68 regulations that came with penalties of “labor service”, ranging from three days to two months.
《外籍同仁人事管理規章》更進一步鉅細彌遺的管控員工的私人生活，例如有「男女感情糾紛者」，將處以「勞動服務一個月」而「累犯者遣返回國」(此處規章內中英兩版所著名的懲罰不一)。其他附帶嚴苛懲罰的雜項規定包括：「寢室鞋子限放三雙」，否則將面臨「勞動服務 5 天」和「沒收丟棄」；「在天花板，牆壁禁止懸掛任何物品」，否則將面臨「勞動服務 5 天」。甚至規定：
“本⼈對在台親友之姓名、電話/⼿機及住址，絕無隱瞞或不實告之，違者開⽴警告函並實施勞動服務五天 “
一位工會幹事回應泰博苛刻的監管制度： 「正是因為宿舍規定嚴苛到極點、控制欲強到喪失人性，讓我感覺到不被當人看。我已經到了忍無可忍，無法再保持沉默的地步。」
More of Taidoc’s micro-management over its employees during their off hours for activities such as “yielding to love affair”, or they shall be “repatriated immediately” were specified in “Personal Regulation of Alien Workers”. Other miscellaneous regulations paired with draconian penalties include the number of “bedroom shoes are limited to three pairs” or face “labor services for 5 days” and “confiscation”; “hanging things on the ceiling and wall” or face “labor services for 5 days.” Even,
“Concealing the names, addresses, tel/ cell no. of any contact persons & close relatives in Taiwan are prohibited under this rule. Violators will issue warning letter and implement labor service for 5 days.”
A Union leader responded to Taidoc’s control over his/her fellow workers,
“Because the dormitory policies are so excessive and controlling that they no longer feel human, I reached a point where I couldn’t stay silent anymore.”
《集誌社》 無法徹底核實泰博在何種程度上執行《外籍同仁人事管理規章》中的規定。然而，在審閱了作為常態性懲罰依據的《警告函》及其他文件後，有理由推斷《外籍同仁人事管理規章》至少是泰博日常管理員工中常用的有效文件。對於在泰博廠區宿舍的生活經驗，工會幹事評論道：
「感覺上他們對待我們就像對待小孩一樣。」
「住在這裡，感覺就像生活在持續不斷的監視之下。」
The Collective HK has no means of thoroughly verifying to what extent Taidoc Technology enforces the regulations in “Personal Regulation of Alien Workers.” However, having reviewed the “warning letters” and other handouts that are referenced regularly in the guideline, it is reasonable to assume that “Personal Regulation of Alien Workers” is at least a partially effective document in the daily interactions between Taidoc and its employees. The union leaders commented on their experience living in the Taidoc facility,
“It feels like they were treating us like children.”
“Living here felt like living under constant surveillance.”
記者問工會成員，是什麼激勵他們組織工會並成為工會領袖？一位工會幹事回應道：
「每一條規定都像在提醒我們，我們的自由隨時可能被奪走。」
然而，除了對現況的憤慨，團結、情誼以及對共同尊嚴的訴求似乎賦予了他們克服恐懼的力量。該工會幹事補充說明，她組織工會：
「不只是為了我自己，更是為了所有感到被困住、聲音不被聽見、並且不斷害怕犯下單一錯誤的人。」
另一位工會幹事表示，她組織工會「因為她目睹了前任工會幹事的勇氣」，並且「她不能讓他們獨自抗爭」。對於擔任工會領袖的新責任，她堅定地表示：
「接受擔任工會幹事不只是一個選擇——而更像是一種扛下一場不應消亡的抗爭的責任。」
另一位工會幹事也呼應了類似的責任感，她說道：
「我們值得擁有尊嚴。我們值得呼吸。而我想要和他們所有人一起，為這種自由進行抗爭。」
The Collective HK asked the union members what encouraged them to unionize and become a union leader. A union leader responded,
“Every rule felt like a reminder that our freedom could be taken away at any moment.”
But beyond the apparent indignation against their circumstances, solidarity, comradery, and a call for common dignity appears to empower them to overcome their fears. The union leader added that she is unionizing,
“not just for myself, but for everyone who feels trapped, unheard, and constantly afraid of making a single mistake.”
Another union leader said she unionized, “because she witnessed the courage of those who fought before her,” and “she can’t let them fight alone.” To her new responsibility as a Union leader, she stated,
“Accepting this leadership role wasn’t just a choice — it felt like a responsibility, a continuation of a fight that should never be allowed to die.”
A similar sense of responsibility is echoed by another Union leader as she stated, “We deserve dignity. We deserve to breathe. And I want to fight for that freedom with all of them.”
泰博在官方聲明中回應了部分工會的投訴，並承諾「針對部分措施予以調整與放寬」，特別是與宿舍規定相關的部分。根據工會幹事表示，自勞資協商啟動以來，宿舍規定確實有所寬限。
工會幹事將泰博在這方面的讓步視為工會組織的正面成果，並呼籲：
「希望鼓勵員工繼續推動工會，讓所有人都受惠的自由得以延續。」
Taidoc partially acknowledges the Union’s complaints in it’s official statement, and promised to “relax and adjust certain regulations” particularly related to dormitory rules. According to Union leaders, dormitory regulations have relaxed since the start of the union negotiation. Union leaders saw Taidoc’s concession on personal restriction as a positive achievement of unionization and urged that they, “want to encourage the [workers] to push the union so the freedom of everyone can continue.”
然而，泰博堅稱： “若公司確如外界指稱般有不當待遇，卻同時被要求續聘，該主張本身即欠缺邏輯一致性。”
工會秘書長汪英達表示：
“依照他那種邏輯，難道對政府提出任何批評的人，就是準備推翻政府或移民嗎？移工沒有申訴、指出不法事端的權利嗎？”
However, Taidoc’s official statement insisted,
“If the company indeed treats employees poorly as outsiders accused, demanding for a renewal of contract would be a self-contradictive request.”
Union secretary general Lennon Wang retorted,
“According to their rationale, should anybody who criticizes the government topple the government or leave the country? Do migrant workers not have the right to complain about illegal labor abuse?”
在 11 月 20 日的抗議中，勞動部代表敦促：「地方政府必須履行其保護勞工權益的義務。」而數個勞工權益團體展示了勞動部長洪申翰的「尋人」標語。
On the Nov 20th protest, representatives of the Labor Ministry urged, “the local government must perform its obligation to protect labor rights,” and several labor rights groups displayed a “missing person” board for Labor Minister Hung Sun-han.
《集誌社》詢問勞動部司長王厚偉關於政府機構間的職責分工時，王表示：
「工會的主管機關是地方政府，我們負責的是違法的申請，有的時候工會說我不一定要申請裁決，我只是希望你地方政府一定要去告訴公司。」
然而，根據勞工權益團體透露和中央社的報導，新北市勞工局已主持過調解，並對泰博科技打壓工會的行為進行了告誡。自 11 月 7 日首次抗議以來，勞動部長洪申翰依然尚未針對泰博科技及其工會發表任何聲明。
The Collective HK asked Ministry of Labor director Wang Hou-we about the distribution of tasks between government bodies and Director Wang explained,
“The local government has authority over the Union. [The Ministry of Labor] is only responsible for the legal petition. Sometimes unions might only want local governments to reprimand the company.”
However, according to labor rights groups and a Central News Agency report, New Taipei City Labor Affairs Department has already hosted a mediation, and reprimanded Taidoc Technology for its union busting operation. The Labor Minister Hung Sun-han hasn’t made any statement related to Taidoc Technology and the Union since the first protest on Nov 7th.
由於台灣人口高齡化，為填補藍領勞動力不斷下降的缺口，台灣正快速引進日益增長的東南亞移工。類似的人口老化和引進東南亞勞動力的趨勢，也正發生在香港、日本和韓國。
Because of Taiwan’s aging population, Taiwan is employing a rapidly growing South East Asian migrant labor force to fill up its declining blue collar labor force. Similar policy dynamics of aging population and importing South East Asian labor force is also taking place in Hong Kong as well as Japan, and Korea.
然而，勞工權益組織也持續呼籲，應更關注造成台灣藍領勞工面臨不公平勞動力市場的結構性問題。今年，超過 70 個組織共同發起並組織了 12 月 7 日兩年一度的移工大遊行，抗議台灣針對藍領移工設置的「工作年限」限制。工會幹事告訴本報，在遊行過程中，雖然他們「不知道擴音器中發聲者的名字」，但當他們聽到「擴音器中傳來菲律賓語的聲音」呼籲「平等」時，他們從中找到了「勇氣」。
However, labor rights organizations have also been calling for more awareness on the structural issues that facilitated an unfair labor market against blue collar workers in Taiwan. This year, more than 70 organizations co-organized an bi-anual migrant worker rally on Dec 7th to protest against the “work-year limit” for blue collar migrant workers in Taiwan. In an interview, union leaders told Collective HK that they “don’t know the name of the voice in the speaker”, but they found “courage” hearing the “filipino voice in the speaker” calling for “equality.”
本文轉貼自：https://bit.ly/48TQFT1