人工智慧概述：目前，大型半導體公司的工會體係正經歷著劇烈的變革，從傳統的非工會環境轉向更積極、對抗性的勞資關係，尤其是在績效獎金方面。截至2026年，人工智慧驅動的利潤成長刺激了韓國勞工訴求的加劇，而美國公司則面臨越來越大的壓力，需要在政府資助計畫下達成有利於工會的協議。各公司工會動態：三星電子：全國三星電子工會（NSEU）勢頭強勁，工人們威脅要舉行總罷工，並要求將公司年度營業利潤的15%作為績效獎金（總額超過45兆韓元）。工會反對現行的個人薪資承保（PSU）股票激勵制度。 SK海力士：與三星類似，SK海力士的工會也積極參與有關績效薪資的勞資談判。美光科技：美光正與美國通訊工人協會（CWA）合作，力求達成勞資和平協議，這使其成為美國大型晶片製造商中少有的致力於為新建的、聯邦政府資助的工廠爭取正式工會代表的案例。台積電：台積電一直維持以績效為基礎、非工會化的薪資結構。然而，在亞利桑那州的業務運營中，該公司與亞利桑那州建築和施工行業委員會 (AZBTC) 就勞資關係透明度達成了一項協議。 Akash Systems：該公司於 2023 年與國際電氣工人聯合會-美國通信工人協會 (IUE-CWA) 簽署了首個針對半導體生產工人的全面勞工中立協議。工會的主要趨勢和挑戰獎金衝突：工會正在從要求更高的基本工資轉向希望獲得人工智慧繁榮帶來的「超額利潤」的更大份額。對生產的影響：工會的強力行動，例如計劃中的罷工，正在造成重大的勞工風險，據預測，罷工可能會影響韓國製造基地的生產。勞動力短缺與工會化：雖然工會希望獲得更高的薪酬，但專家警告說，強烈的要求可能會加劇人才競爭，並導致整個供應鏈的勞動力失衡。政府乾預：在美國，《晶片和工業生產法案》(CHIPS Act) 的資金越來越與支持工會工作和工人權利的承諾掛鉤。整體產業結構大型科技公司非工會標準：包括英特爾和英偉達在內的美國科技公司大多主要以非工會標準運作。非工會性質，薪資與個人績效和股票選擇權緊密掛鉤。供應商與服務：半導體供應商生態系統（設備、物流）中也出現了工會，其影響力正從製造工廠擴展到供應鏈的其他環節。首個全面的勞工中立協議……2023年11月27日——勞工和平協議在半導體製造等行業至關重要，因為勞資糾紛可能產生深遠的影響……美國通信工人工會 (CWA) 美光獲得61億美元CHIPS融資，並承諾……2024年4月25日——“CHIPS的承諾通過對美國製造業的歷史性公告”社論：工會壓力對三星和SK海力士構成風險…2026年4月26日—美國記憶體競爭對手美光只有一個“工廠建設工會”，這實際上與沒有工會無異。不僅如此se...조선일보顯示全部
Réngōng zhìhuì gàishù: Mùqián, dàxíng bàndǎotǐ gōngsī de
- Samsung Electronics: The National Samsung Electronics Union (NSEU) has gained significant momentum, with workers threatening a general strike and demanding 15% of the company's annual operating profit as performance bonuses (demands totaling over 45 trillion won). The union opposes the current Personal Salary Underwriting (PSU) stock compensation system.
- SK Hynix: Similar to Samsung, unions at SK Hynix are heavily involved in labor-management negotiations over performance compensation.
- Micron Technology: Micron is engaging with the Communications Workers of America (CWA) to create a labor peace agreement, making it a rare example of a major U.S. chipmaker working toward formal union representation for new, federally funded facilities.
- TSMC: TSMC has maintained a mostly non-union, performance-based compensation structure. However, in its Arizona operations, it reached an agreement with the Arizona Building and Construction Trades Council (AZBTC) regarding labor-management transparency.
- Akash Systems: This firm signed the first-ever comprehensive labor neutrality agreement for semiconductor production workers with the IUE-CWA in 2023. [1, 2, 3, 4, 5, 6, 7, 8]
- Bonus Conflict: Unions are shifting from demanding higher base pay to wanting a larger share of "excess profits" generated by the AI boom.
- Impact on Production: Strong union actions, such as planned strikes, are creating significant labor risks, with predictions that strikes could affect production in Korean manufacturing sites.
- Labor Shortage vs. Unionization: While unions want higher compensation, experts warn that intense demands could fuel competition for talent and cause labor imbalances across the broader supply chain.
- Government Intervention: In the U.S., CHIPS Act funding is increasingly tied to the commitment to support union jobs and worker rights. [1, 2, 3, 4, 5]
- Large Tech Non-Union Standard: Most US tech companies, including Intel and NVIDIA, largely operate on a non-union basis, with compensation tied closely to individual performance and stock options.
- Suppliers and Services: Unions are also emerging in the semiconductor supplier ecosystem (equipment, logistics), expanding from the manufacturing plants to other parts of the supply chain. [1, 2, 3, 4]
人工智慧概覽
自 2019 年左右以來，大型科技公司的工會化程度顯著提高，該行業從幾乎沒有集體談判的領域轉變為員工日益團結起來，共同解決工作條件、薪資差距和道德問題。雖然與其他私營部門相比，工會密度仍然較低，但近期的努力已促成了獲得認可的工會、集體談判協議以及作為工人「良心」的「團結工會」的出現。
ACM 通訊
+2
工會化的主要驅動因素
道德考量：許多舉措，尤其是在Google和亞馬遜等公司，都關注商業行為的道德性，例如人工智慧開發、政府合約和監控。
工作保障與公平：員工越來越關注大規模裁員、遠距員工減薪以及對工作場所決策透明度的渴望。
「工人」的覺醒：2018 年後，許多白領科技員工意識到自己容易受到剝削，這促使他們摒棄了「科技兄弟」式的個人主義。
UNI全球工會
+4
大型科技公司工會案例
Alphabet員工工會（AWU）：成立於2021年，是一個「團結工會」（未獲得美國國家勞工關係委員會認證），代表Google母公司Alphabet的1000多名員工、承包商和供應商。
微軟/ZeniMax：2023年，ZeniMax Studios（微軟子公司）的品質保證（QA）員工加入了美國通訊工人協會（CWA）。微軟與CWA簽署了勞工中立協議，這使其在同行中獨樹一格。
紐約時報科技工會：成為美國最大的認證科技工會，並在2024年為爭取一份合約而發起了反對不公平勞動行為的罷工。
亞馬遜勞工工會（ALU）：一群倉庫員工在2022年史坦頓島贏得了一場具有里程碑意義的工會選舉，儘管該公司一直在阻止進一步的組織活動。
蘋果：一些零售員工已經組織起來（例如在馬裡蘭州），代表來自包括CWA在內的多個組織的工會。
國際科技動態：在韓國，谷歌韓國公司、KakaoBank 和 Nexon 的員工都已成立工會。在法國，Solidarity Informatique 積極對遊戲公司提起訴訟。
《紐約時報》
+4
科技工會結構
團結工會模式：當工會無法獲得多數投票支持時，會採用這種模式，代表會員利益，但缺乏法律認可的談判資格，例如 Alphabet 員工工會。
少數派工會：專注於組織「專注的少數派」來推動變革，而非爭取多數支持。
承包商納入：許多工會正在努力將臨時工、供應商和合約工（TVC）納入其中，這些員工通常福利較少，工作保障也較低。
工會與合作：美國通信工人協會 (CWA)（透過「組織數位員工運動」—CODE-CWA）和國際辦公室及專業員工工會 (OPEIU)（透過 1010 分會）等主要勞工組織正在為這些努力提供重要的結構性支持。
UnionTrack® 參與
+4
公司因應措施及策略
大型科技公司強烈抵制這些努力。其策略包括：
報復：解僱參與工會組織工作的員工。
反工會顧問：聘請 IRI Consultants 等公司來阻止工會活動。
資訊共享政策：強制執行禁止使用公司信箱進行組織活動的規定。
維基百科
+1
行業態度
支持工會：2024 年的一項調查顯示，超過 67% 的科技工作者（主要從事非工程類職位）會考慮加入工會。
反對工會：一些員工，尤其是高薪員工，認為工會會限制績效獎勵，鑑於他們的高薪水平，他們不需要工會獎勵。
- Ethical Concerns: Many initiatives, particularly at companies like Google and Amazon, focus on the morality of business practices, such as AI development, government contracts, and surveillance.
- Job Security and Equity: Workers are increasingly concerned with massive layoffs, pay cuts for remote staff, and a desire for transparency in workplace decisions.
- The "Worker" Realization: Post-2018, many white-collar tech employees realized they were vulnerable to exploitation, prompting a shift away from "tech-bro individualism".
- Alphabet Workers Union (AWU): Formed in 2021 as a "solidarity union" (not NLRB-certified) representing over 1,000 employees, contractors, and vendors at Google's parent company.
- Microsoft/ZeniMax: In 2023, QA workers at ZeniMax Studios (a Microsoft subsidiary) unionized with the CWA. Microsoft signed a labor neutrality agreement with CWA, making it unique among its peers.
- New York Times Tech Guild: Became the largest certified tech union in the U.S., conducting unfair labor practice strikes for a contract in 2024.
- Amazon Labor Union (ALU): A group of warehouse employees that won a landmark union election in Staten Island in 2022, though the company has fought further organization.
- Apple: Some retail employees have organized (e.g., in Maryland), with representation from various organizations including the CWA.
- International Tech Activity: In South Korea, Google Korea, KakaoBank, and Nexon employees have formed unions. In France, Solidarity Informatique has actively taken legal action against gaming companies.
- Solidarity Union Model: Used when a union cannot achieve a majority vote, it represents members' interests without legal recognition to bargain, such as the Alphabet Workers Union.
- Minority Union: Focuses on organizing a "dedicated minority" to affect change rather than a majority.
- Contractor Inclusion: Many unions are pushing to include temporary, vendor, and contract workers (TVCs), who often have fewer benefits and less job security.
- Trade Unions and Partnerships: Major labor organizations, such as the Communications Workers of America (CWA) (via the Campaign to Organize Digital Employees - CODE-CWA) and the Office and Professional Employees International Union (OPEIU) (via Local 1010), are providing significant structural support to these efforts.
Big Tech companies have heavily resisted these efforts. Tactics include:
- Pro-union sentiment: A 2024 survey showed that over 67% of tech workers in certain, mostly non-engineering roles, would consider joining a union.
- Anti-union sentiment: Some workers, particularly those with high pay, believe unions would limit performance-based rewards and that they do not need them, given their high salary levels.
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