||This study investigated the current status of teacher’s union and the system of collective bargaining in Taiwan, U. S. A. and Japan, followed by the analysis of the procedure for the system of collective bargaining of the teacher’s union in Taiwan, and finally found out the viewpoints about the system of collective bargaining from members of education sector. This study used a qualitative approach method, and the research results were obtained through literature analyses and in-depth interviews.|
The research results are summarized as follows:
1. Who is the employer? The employers of the teacher’s union and the collective bargaining system should be the education sector of the government, not the schools.
2. Commissioned collective bargaining: The schools united commission the third party to set up a consultative committee on collective bargaining after the agreement of the teacher’s union.
3. The progress for the collective bargaining team of the teacher’s union:
3.1 The election of the collective bargaining representative: the negotiating team on each side should be composed of 5 members. The collective bargaining team of the teacher’s union should be elected by the provisions of the association, and the negotiating team of the employers could contain the principal. The negotiating team on each side both can invite the scholars, experts, and the lawyers as representatives.
3.2 The collective bargaining procedures: the time and place of collective bargaining should be determined by the negotiating team, and the collective bargaining should be hold in the office hours while the members of negotiating team will have the company meeting leaves after consultation. The agenda should be developed before the negotiation is started. The interviewees of the teacher’s union agree to pressure on the employers by the dispute right while the interviewees of the employers and the scholar agree to change the member of the negotiating team or bargain on the other issues. Finally, the deadline of collective bargaining is unable to predict.
4. There are issues such as extra duty compensation, released time, dues deduction, the ground rules, agency fee, involuntary transposition of surplus teachers, performance review, and public service leave that need to be negotiated.
5. The interviewees of the teacher’s union agree that collective agreement should be concluded in the form of fixed-term, and its duration may not exceed three years. The interviewees of the owner agree that a collective agreement should be concluded in the form of non-fixed- term. The disputation should be resolved under the Act for Settlement of Labor-Management Disputes and Collective Agreement Act during contract administration process.