History

The Regulations are prescribed in accordance with Article 83 of the Labor Standards Act.

A business entity shall convene a labor-management meeting in accordance with the Regulations; in case that its branch office with more than 30 persons is also required to convene its own labor-management meeting.
In case that a business entity with no more than three persons, the employees and the employer automatically become members of the labor-management meeting and the restrictions set forth in Articles 3, 5 to 11, and 19 shall not be applied.

The labor-management meeting shall be organized by equal number of representatives from the labor and management sides, each side shall have 2 to 15 representatives in the meeting depending on the number of persons in the business entity. However, each side shall have no less than 5 representatives when the business entity has more than 100 persons.

Representatives from the management side in the labor-management meeting shall be the employer or designated by the employer from persons who are familiar with the operations or labor relations of the business entity.

In the business entity with a labor union, representatives from the labor side in the labor-management meeting shall be elected by union member or member representative meeting; in the business entity without a labor union, they shall be directly elected by all employees.
In the business entity with departments or units widely scattered or with a large number of persons, the quota of representatives from the labor side may be divided in accordance with the number of employees in each department or unit and the election shall be conducted by area accordingly.

Members of the board of directors or supervisors of the labor union may be elected as representatives from the labor side in the labor-management meeting but the number of such representatives shall not exceed two-thirds of the total number of representatives from the labor side.
When the number of employees of a single gender accounts for more than one half of total number of employees, the number of elected representatives of the gender from the labor side shall not be less than one-third of the total number of representatives from the labor side.
The number of alternate representatives from the labor side in the labor-management meeting shall not exceed the total number of representatives to be elected.
When a seat of representatives from the labor side in the labor-management meeting is vacant, an alternate representative shall fill in the vacancy without being subject to the restrictions prescribed in Paragraphs 1 and 2.

An employee of 16 years of age or older shall have the right to elect representatives from the labor side in the labor-management meeting.

An employee of 20 years of age or older may be elected to be a representative from the labor side in the labor-management meeting.
High-ranking executive officers who represent the employer to exercise the managerial authority may not be the representative from the labor side.

In the business entity with a labor union, the union shall conduct the election of representative from the labor side. In the business entity without a labor union, the business entity may conduct the election by itself or publicly announce and request employees to select representatives to conduct the election. The business entity shall be responsible for the expenses required to conduct the election.
The date of the election as prescribed in the preceding paragraph shall be publicly announced 10 days before the election.

The term of service for representatives in the labor-management meeting shall be 3 years, representatives from the labor side may be reelected and representatives from the management side may be consecutively appointed.
The term of service for representatives in the labor-management meeting begins on the date following the expiration of the former term. However, the term of service for the first-term representatives or the term of service for representatives of the following term who are elected after the expiration of the former term begins on the date following the election.
Representatives from the management side may be reappointed any time due to the change of duty or vacancy. When representatives from the labor side are vacant or unable to assume their duties, alternate representatives from the labor side shall fill in by the arranged order. When there are not enough alternate representatives, a by-election shall be held.

When representatives in the labor-management meeting are elected and appointed, the business entity is required within 15 days to file the result with the local competent authority for review and record; the foresaid procedure shall apply when fill-in, by-election, or reappointment occurs.

Representatives in the labor-management meeting shall coordinate and collaborate to enhance labor-management relations and protect the rights and interests of employees.

The scope of labor-management meeting agenda is as follows:
1. Matters of report
(1)Progress of execution of decisions made at the previous meeting.
(2)Employee situations.
(3)Production plans and business situations.
(4)Other items.
2. Matters of discussion
(1)Coordination of labor-management relations and promotion of labor-management cooperation.
(2)Labor conditions.
(3)Employee welfare planning.
(4)Improvement of efficiency.
3. Matters of suggestion

When the labor-management meeting is convened, the meeting may, after its resolution, request persons concerned with the issue to attend without voting right to state and explain related questions.

The labor-management meeting may set up a special task force to deal with concerned issues or important questions.

The representatives shall take turns to chair the labor-management meeting. If necessary, representatives of the meeting may respectively select a representative from each side to co-chair the meeting.

The business entity shall designate person(s) to handle the related matters of labor-management meeting.

The labor-management meeting shall be convened at least once every 3 months, if necessary an ad hoc meeting may be held.

The labor-management meeting can be convened only when more than one half of the representatives from each side in attendance. Decisions shall be made through discussion to reach a consensus. When the consensus cannot be reached, the decision requires the approval by at least three-quarters of the attending representatives.
Representatives who are unable to attend the meeting may present their opinions in writing.
Representatives who are unable to attend the meeting as prescribed in the preceding paragraph shall not be counted in the number of attending and approving representatives as prescribed in Paragraph 1.

The notice of the labor-management meeting shall be issued by the chair seven days prior to the convention of the meeting, the proposals of the meeting shall be sent to the representatives three days prior to the convention of the meeting.

The minute of labor-management meeting shall include the following matters as well as the respective signatures of the chair and minute taker:
1.Term and sequence of the meeting.
2.Time of the meeting.
3.Place of the meeting.
4.Names of attending representatives and person(s) without voting right.
5.Matters of report.
6.Matters of discussion and decisions made.
7.Matters of suggestion.

The business entity shall forward the decisions of the labor-management meeting to the labor union and departments concerned to process. When decisions cannot be put into practice, they shall be presented for further deliberation in the next meeting.

The business entity shall be responsible for the expenses of labor-management meeting.

When matters concerning the rules of meeting are not covered by the Regulations, the Model Codes of Meeting shall be applied.

The Regulations shall become effective on the date of promulgation.