本文主要探討台灣銀行產業同業合併其集體勞資關係之變化，試圖從勞動三權之團結權、集體協商權與爭議權角度，並以渣打銀行和新竹商銀合併案作為個案研究對象，探討國內第一宗外商銀行合併本國銀行之案例。首先探討新竹商銀員工組織工會及其地位之變更；其次藉由探討渣打銀行勞資集體協商過程，討論渣打銀行工會就協商不成所採取的抗議行為及效果；最後檢視渣打銀行工會罷工權之法律問題及後續發展。本文發現新竹商銀工會的確是為了因應原渣打銀行與新竹商銀的合併案而成立的，且新竹商銀工會經歷更名，未因消滅而解散。而後渣打銀行工會通過罷工投票後，勞資再度協商，最後雙方簽訂「團體協約協調備忘錄」，並在持續協商後於今年簽訂團體協約。本文認為此過程可驗證新竹商銀工會從無到有的成立後，如何妥善運用罷工投票及抗議行為作為集體協商之談判後盾。

This article discusses the change of collective labor-management relations within banking mergers in Taiwan. The merger between Standard Chartered Bank and Hsinchu International Bank is taken as a case study. This article states that following the adoption of a merger between Standard Chartered Bank and Hsinchu International Bank, employees of the latter organized a trade union. Soon, the title of the union was changed to Standard Chartered Bank (Taiwan) Industrial Union, which verified that Hsinchu International Bank was the surviving one. However, because of broken collective bargaining, Standard Chartered Bank (Taiwan) Industrial Union held a general meeting and voted for strike. As the result, the bargaining representatives reopened negotiations and signed a conciliation memorandum and, finally, a collective agreement. The case study suggests that conflict and cooperation are constants in labor-management relations.