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
1. Development of working conditions adjustment and the need for the Employment Contract Law in Korea
Adjustment of working conditions is increasingly less dependent on col1ective bargaining in Korea, as witnessed in 10.4% of organization rate of labor unions in 2007. This is a trend commonly found in advanced countries and especially US has raised questions whether the system is necessary. Meanwhile, individual disputes over labor relationship soared, with more such cases brought to the court and Labor Relations Commissions, and more violations of the Labor Standard Law reported to the Ministry of Labor. Moreover, changes in employment system and types contributed to growth of professionals, office workers in numbers and a variety of temporary workers.
Under this circumstance, people need to decide working conditions separately and swiftly, instead of following conventional labor contract regulations of the Labor Protection Law. In addition, they also feel the need to enact an Employment Contract Law for better foresight and prevention of dispute by establishing just and transparent rules which will help independent decision of labor relationship.
2. Overview of the Employment Contract Law
An Employment Contract Law to be introduced to Korea should be in coordination with civil regulations and reviewed considering the current status of Korea. Also, the existing regulations on appropriate wages under the Labor Standard Law would remain as it is now. This means the new law will act like a compelling law as part of the Special Civil Law.
In general provisions, the law will protect contract workers by correcting the concept of workers. In the contract process, it should stipulate rules about job appointees and internship. In the next stage, the law needs to ensure transparent and reasonable regulation on ‘rules of employment’ reflecting changes of time. A system for adjustment of contract while maintaining a job should be reviewed considering the environment.
In closing labor contract, termination(or layoff) regulation system should be controlled through a reinvention of the system based on the spirit of the contract law which can mend adverse effects and issues over contract termination of irregular workers should be resolved through civil regulations. For resolution of disputes, official and sophisticated methods should be pursued to end disputes over separate labor relationships in the early stage.
Adjustment of working conditions is increasingly less dependent on col1ective bargaining in Korea, as witnessed in 10.4% of organization rate of labor unions in 2007. This is a trend commonly found in advanced countries and especially US has raised questions whether the system is necessary. Meanwhile, individual disputes over labor relationship soared, with more such cases brought to the court and Labor Relations Commissions, and more violations of the Labor Standard Law reported to the Ministry of Labor. Moreover, changes in employment system and types contributed to growth of professionals, office workers in numbers and a variety of temporary workers.
Under this circumstance, people need to decide working conditions separately and swiftly, instead of following conventional labor contract regulations of the Labor Protection Law. In addition, they also feel the need to enact an Employment Contract Law for better foresight and prevention of dispute by establishing just and transparent rules which will help independent decision of labor relationship.
2. Overview of the Employment Contract Law
An Employment Contract Law to be introduced to Korea should be in coordination with civil regulations and reviewed considering the current status of Korea. Also, the existing regulations on appropriate wages under the Labor Standard Law would remain as it is now. This means the new law will act like a compelling law as part of the Special Civil Law.
In general provisions, the law will protect contract workers by correcting the concept of workers. In the contract process, it should stipulate rules about job appointees and internship. In the next stage, the law needs to ensure transparent and reasonable regulation on ‘rules of employment’ reflecting changes of time. A system for adjustment of contract while maintaining a job should be reviewed considering the environment.
In closing labor contract, termination(or layoff) regulation system should be controlled through a reinvention of the system based on the spirit of the contract law which can mend adverse effects and issues over contract termination of irregular workers should be resolved through civil regulations. For resolution of disputes, official and sophisticated methods should be pursued to end disputes over separate labor relationships in the early stage.
목차
Ⅰ. 서론
Ⅱ. 근로조건 형성ㆍ전개의 현상과 근로계약법제
Ⅲ. 근로계약법제의 내용 개관
Ⅳ. 논의의 정리
참고문헌
〈Abstract〉
참고문헌 (34)
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