지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
초록· 키워드
오류제보하기
I intended to study problems of labor relations under plural unions at a company level in this article.
Conclusions are as follows:
First of all, a definition of employee for establishing union must be extended to those who intends to get a job. That is, not only those who are working at present, but also those who intend to get a job should be able to establish union.
Secondly, many discussions with respect to an exclusive bargaining unit system as in U.S. have been studied in Korea. I concluded, however, that the problem of parties to a collective bargaining should be subject to their own choosing between employer and employee under the securities of labor fundamental rights in the Constitution in principle.
Thirdly, union shop agreements are generally a lawful system in Korea under certain conditions of TULRAA Sec. 81 (2). Even though one union has union shop agreements with its employer, under the plural unions, the effect of the agreements, however, must be interpreted not to effect to members of another union that does not have such agreements.
Fourthly, how to accommodate roles between labor union and a committee - labor relations commission etc. - within a company? This is a very difficult problem where a company union is prevailing especially. I introduced systems of some countries into this article, but I was not able to get an answer simply. And then I retained this problem as a future task.
Finally, it is notable that the issue of an employer's neutrality obligation and the duty of fair representative of union will be occurred frequently under plural unions.
These problems are very closely related with employer's unfair labor practices. I hope that the cases of unfair labor practices in Japan, especially those which I had introduced in this article, will be associated to resolve these problems.
Conclusions are as follows:
First of all, a definition of employee for establishing union must be extended to those who intends to get a job. That is, not only those who are working at present, but also those who intend to get a job should be able to establish union.
Secondly, many discussions with respect to an exclusive bargaining unit system as in U.S. have been studied in Korea. I concluded, however, that the problem of parties to a collective bargaining should be subject to their own choosing between employer and employee under the securities of labor fundamental rights in the Constitution in principle.
Thirdly, union shop agreements are generally a lawful system in Korea under certain conditions of TULRAA Sec. 81 (2). Even though one union has union shop agreements with its employer, under the plural unions, the effect of the agreements, however, must be interpreted not to effect to members of another union that does not have such agreements.
Fourthly, how to accommodate roles between labor union and a committee - labor relations commission etc. - within a company? This is a very difficult problem where a company union is prevailing especially. I introduced systems of some countries into this article, but I was not able to get an answer simply. And then I retained this problem as a future task.
Finally, it is notable that the issue of an employer's neutrality obligation and the duty of fair representative of union will be occurred frequently under plural unions.
These problems are very closely related with employer's unfair labor practices. I hope that the cases of unfair labor practices in Japan, especially those which I had introduced in this article, will be associated to resolve these problems.
목차
Ⅰ. 논고의 지향
Ⅱ. 노동조합설립의 자유의 보편성
Ⅲ. 복수노동조합보장과 집단적 노동관계의 형성방향
Ⅳ. 결론에 갈음하여
참고문헌
〈Abstract〉
참고문헌 (0)
참고문헌 신청함께 읽어보면 좋을 논문
논문 유사도에 따라 DBpia 가 추천하는 논문입니다. 함께 보면 좋을 연관 논문을 확인해보세요!
-
복수노동조합과 단결강제
노동법논총
2011 .12
-
복수노동조합 하의 유니언숍협정의 해석론과 과제
노동법논총
2016 .08
-
일본의 복수노조에 있어서 부당노동행위
동북아법연구
2013 .01
-
일본 복수노조와의 자율교섭과 노사관계 : 사용자의 성실교섭의무 및 중립유지의무를 중심으로
노동법학
2009 .12
-
台湾之劳资关系与劳动法制
노동법학
2008 .12
-
노동조합의 법적 지위와 조합민주주의에 대한 제언
서강법률논총
2013 .02
-
조직강제를 위한 유니언숍 협정의 법리에 대한 연구
일감법학
2011 .01
-
일본의 복수노조 병존하의 노사관계·노무관리의 경험과 시사점
외법논집
2009 .01
-
교섭창구단일화와 개별교섭의 법적 문제
노동법포럼
2018 .02
-
복수노조 시대의 노동법상 부당노동행위제도의 현황과 과제
노동법논총
2014 .12
-
노조의 존립ㆍ자주성의 보호와 그 모순
노동법학
2006 .06
-
복수노조제도의 실제적 운영과 법적 과제 : 김해ㆍ양산지역 복수노조사업장을 중심으로
노동법논총
2014 .08
-
복수노동조합하의 단체교섭거부와 부당노동행위
노동법논총
2007 .06
-
서울 시내 특급 호텔 노동조합 활동에 대한 직원인식 연구 : 조합원과 비조합원의 인식차이 비교 분석을 통하여
관광레저연구
2009 .11
-
복수노동조합하의 교섭대표 구성 방안
노동법학
2009 .03
-
조직형태 변경 절차의 주체로서 노동조합의 개념에 관한 해석론 : ‘독일에서의 단결체 개념을 중심으로’
노동법논총
2015 .04
-
미국의 노동조합 경비원조에 대한 태도와 시사점
노동법논총
2017 .08
-
유니온 숍 협정과 부당해고, 부당노동행위 - 대법원 2019. 11. 28. 선고 2019두47377 판결을 중심으로 -
노동법포럼
2020 .11
-
일본의 커뮤니티 유니온의 현황과 법적 쟁점에 관한 검토
노동법학
2010 .12
-
노조활동을 곤란하게 할 목적으로 한 행위의 부당노동행위해당성 : 대판 2011. 7. 28. 2009두9574를 중심으로
노동법논총
2012 .12
이 논문의 저자 정보
이 논문과 함께 이용한 논문
복수노조시대의 부당노동행위제도의 재검토 : 노동조합의 부당노동행위의 신설을 중심으로
이승길
노동법논총
2010
.12
부당노동행위의 주체로서 사용자 개념 : 간접고용을 중심으로
조경배
노동법연구
2001
.12
부당노동행위와 노동관계
정인섭
노동법연구
2007
.06
교원노조간의 단체교섭 위임을 이유로 단체교섭을 거부한 사용자의 행위가 부당노동행위가 성립하는지 여부 : 충북지노위 2002. 8. 26, 2002부노20, 중노위 2002. 12. 16, 2002부노235
손향미
노동법연구
2003
.06
단체협약의 일방적 해지에 대한 부당노동행위 판단 : 일본의 법리를 중심으로
정영훈
노동법논총
2010
.08
최근 본 자료
댓글(0)
0
UCI(KEPA) : I410-ECN-0101-2009-336-018913226