会計年度任用職員制度と自治体職員労働組合の運動

—越谷市職員組合による取り組みを中心に—

抄録

The fiscal year employment system, which began in April 2020, legalized a one-year employment period. This has raised issues regarding the maintenance of employment of non-regular local government public employees. The purpose of this paper is therefore to clarify the factors behind the success of local government employee labor unions in maintaining the employment of non-regular public employees. The subject of this study was the Koshigaya City Employees’ Union. Although the union had considered a system that would have allowed non-regular employees to maintain employment without relying on a fiscal year contract system, this did not come to fruition. Next, the union challenged the de facto permanence of employment under the fiscal year contract system. The union tried to solve this problem by applying the principle that, in a civil service system, necessary positions are created and employees are assigned to them. The union asked for a definition of a part-time employee who is assigned to a necessary position in the city government and whether that position lasts longer than one year. Rather than simply applying the legally mandated fiscal year contract system, the union took steps to prioritize confirmation of maintained employment through collective agreements. As a result, the union succeeded in placing part-time employees in employment for more than one year under the fiscal year contract system. This case study showed that there is a contradiction between the existence of jobs that last for more than one year and the system of fiscal year contracts that is divided into one-year one year segments, and that it is possible for local government employee unions to achieve maintained employment by forcing the local government to resolve this contradiction.