為保障勞工團結權、團體協商權及爭議權，參考美國與日本兩國之 立法例，所導入的不當勞動行為裁決制度，已自 2011 年 5 月開始施 行，在集體勞資關係裏扮演著重要角色。 不當勞動行為裁決制度中，對於集體勞資關係影響較大的變動之 一，在於誠信協商制度之導入。依照新成立的團體協約法第 6 條第 1 項之規定，今後勞資任一方如果向他方請求協商時，他方不僅有回應的 義務，且須以誠實信用原則為之。由於此制度是我國首次實施，因此存 在許多問題須進一步檢討釐清。 因此，本文一方面對於目前團體協約法所規範之團體協商制度進行 介紹，另一方面也將涉及團體協商之裁決決定及法院判決進行整理，並 且輔以學說之討論，以釐清目前理論與實務之問題點，以作為實務運作 及將來修法之參考。

To protect the right of employees to organize, bargain collectively, and strike, the Labor Dispute Resolution Scheme for unfair labor practices (“Scheme”) has been in place since May 2011. The Scheme was structured by reference to the legislation of United States and Japan and plays a crucial role in the collective labor-management relations. The biggest change in the collective labor-management relations after the establishment of the Scheme is the introduction of the bargaining in good faith between labor and employers. According to Section 1 of Article 6 of the newly amended Collective Agreements Act, if any party of the labor and employers requests a negotiation from the other party, the other party is obliged to make response to the negotiation request and must behavior in good faith. Considering the fact that it is the first time to implement the Scheme in Taiwan, there is a great quantity of questions in need of our examination and clarification. Therefore, this Article intends to introduce the collective bargaining scheme under the current Collective Agreements Act and also provide analysis of the decisions made under the collective bargaining and the relevant court judgments with a supplement of the academic discussion for the purposes of clarifying the issues in the theory and in the practice and presenting a reference by the practice and legislation amendment in the future.