企業社會責任之運動員保障分析－以裕隆納智捷籃球隊為例

Corporate Social Responsibility and Employee Protection in Sports Organizations: A Case Study of the Yulon Luxgen Basketball Team

10.6547/tassm.2017.0002

謝旻凱(Min-Kai Hsieh)；葉公鼎(Kong-Ting Yeh)；劉孟竹(Meng-Chu Liu)

企業社會責任 ； 裕隆納智捷籃球隊 ； SA8000 ； Corporate Social Responsibility ； Yulon Luxgen basketball team ； SA8000

臺灣體育運動管理學報

17卷1期（2017 / 06 / 01）

23 - 46

繁體中文

目的：以SA8000檢核裕隆企業對於球員及球隊進行CSR的保障現況，了解發展過程中阻礙與助益因素。方法：本研究採用半結構式訪談，以SA8000標準檢核目前裕隆納智捷的籃球隊的CSR現況。結果：球隊CSR推展現況，在「強迫或強制性勞動準則」、「工作時間準則」，合約中無明訂勞動時間標準；「健康和安全準則」：隊伍擁有專屬的防護員以及防護室，並與醫療體系合作，企業也提供球員完善的住宿環境。「自由結社及集體談判權利準則」：球員可善用自主的談判權，與母企業管理階層進行薪資談判。於「反歧視準則」中，球團與選秀或簽約球員時，不會因其背景而有所差異，「薪酬準則」依照中華籃協的規定進行。球隊CSR推展阻礙：從事CSR過程中，聯繫管道並未完全暢通，部分組織利用球隊進行CSR時進行營利行為、母企業在CSR保障員工中，有限度承載退役球員的工作安排。球隊CSR推展助益：母企業單位遍布全臺，CSR進行時資源可整合運用、地方政府樂於與球隊共同進行CSR的公益活動。球隊未來推展CSR展望：持續推展職工體育、建議單項運動協會協助企業或球隊進行CSR推展、持續推動社會公益回饋。結論：裕隆籃球隊，未來於CSR勞動保障永續發展的面向：無條件的關注公益、訂定隊伍的員工契約保障、單項運動協會與企業合作改善CSR推行體制、規範球員的道德及行為準則、保障利害關係人權益與契約法制化。

Purpose: The data from the interview and the activities performed by the team to protect its CSR status were analyzed according to the SA8000 standards to understand the development process and benefits, hinder to inferring the parent companies of CSR for the athlete to establish indicators of labor protection. Method: In this study, the SA8000 international standards of social responsibility were used; semi-structured interviews were conducted with three individuals at different managerial positions and nine members of the Yulon Luxgen team. Results: To ensure the fulfillment of its CSR, the Yulon basketball team (hereafter, the Team) is committed to the following aspects: Regarding forced or compulsory labor and working hours, the parent enterprise, Yulon, does not specify the working hours. Regarding health and safety, the Team has dedicated trainers and provides training rooms and post-injury medical care to the athletes. Furthermore, the parent enterprise provides the athletes with appropriate accommodations. Freedom of association and right to collective bargaining allow the athletes to conduct salary negotiations with the management team of the parent enterprise. Adhering to antidiscrimination laws, the Team does not discriminate between drafted or contract players because of their background. Remunerations are provided according to the CTBA standards. The team has encountered several challenges: first, when the Team participated in CSR events, the related contact channels were not adequately established; second, during the CSR events, several organizations took advantage of the Team to gain monetary profits; and third, to guarantee employee rights as part of the CSR model practice, the parent enterprise was not able to comprehensively cater to the requirements of the retired athletes or their postretirement career arrangement. The Team gained the following benefits from the CSR practice: first, because the subsidiaries of the parent enterprise are spread across Taiwan, consolidating and exploiting the available resources for the CSR events were convenient; and second, the CSR campaigns allowed the local government and individual sports committees to enthusiastically support the Team and the enterprise to co-organize charity events. The Team's objectives for conducting CSR events were as follows: first, to develop CSR through the promotion of sports activities in other enterprises, beginning from basketball activities; second, to present a proposal to individual sports committees requesting a comprehensive plan to assist enterprises or basketball teams to participate in the CSR events; and third, to continue promoting social welfare activities for the benefit of society. Conclusion: The sustainable development of CSR and labor and social security in the future requires the following: first, unconditional attention to various disadvantaged groups and welfare issues; second, team and league contracts to protect the internal staff; third, individual sports associations and enterprises to improve the implementation of the CSR system; fourth, ethical standards and a code of conduct for personnel; and fifth, protection of contractual rights for relevant stakeholders, including job security.

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