| Summary: | 碩士 === 國立政治大學 === 行政管理碩士學程 === 106 === It has been almost 15 years since the policy on Taiwan’s Family Care Leave was enacted in March 8th 2002. After two amendments, the scope of application of the Family Care Leave has covered all business sectors. This policy ensures that when an employee has to take care of a family member who requires a vaccination or who is seriously ill, or when an employee must personally attend to his/her family member for other important reasons, the employee may take Family Care Leave. In the last 15 years, a portion of the work force has benefited from this policy, which has shown forth the necessity of the policy.
However, Ministry of Labor’s survey report shows that, only 77.1% of the employers agreed to provide Family Care Leave for their employees. This report has shown that even after 15 years, the policy still cannot be fully implemented.
This paper is to examine the extent to which Family Care Leave policy has been implemented, why business corporations maintain checks on the policy, and how can the Family Care Leave policy be enhanced to improve the effectiveness of governance. This study has found, all interviewed companies have complied with the Family Care Leave policy. Through observing the reasons why employees use Family Care Leave, employers can have a better understand of their employees’ family situations and their heath conditions thus provide further assistance. The study suggests that in the short term, Personal Leave and Family Care Leave should be calculated separately. In the long term, accompanied by the social insurance system, a paid Family Care Leave should be implemented. The ultimate goal is to truly implement the Family Care Leave policy.
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