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
Korea is moving fast towards one of the highest aging societies in the world. This phenomena has been one of the critical global issues, and developed countries have already been implementing employment policies for it. In the meanwhile, the policies has been treated insignificant in Korea. Employment Promotion for the aged Act seems nominal in Korea, as though impulsive legislation force which can make older people participate more in economic activities, in order to realize 'happy society for aged people.' Many of Korean workers retire in the mid 50's.
According to the survey of Ministry of Labor in 2005, the average retirement age of Korean workers is 56.8. And the Korea National Statistics Office shows that the average retire age of workers in the major industry is 54, and these figures are 5 to 7 years shorter than the one of EU and OECD. The main cause is the not-strong law force in Korea. Korean government needs to promote and protect employment of aged people, and strong drive to the related legislation and policy is indispensible. Therefore, Employment Promotion for the aged Act needs to be amended quickly. This law should have the legal force which the current law do not have. Next, National Labor Relations Commission(NLRC) should be in charge of the remedy process against discrimination, not the National Human Rights Commission(NHRC). This makes more sense because NLRC has the specialty in terms of labor relations. NHRC has been responsible for this matter for there has been no provisions about remedy process due to the age discrimination since. Lastly, training for enhancing professional competence and job placement need to be reinforced. Looking at the actual condition and circumstance of the aged people, they become unemployed because they fail to find appropriate jobs even if they mentally and physically fine. This is something Korean government needs to cope with. This study, therefore, examines the related legislations and compares it with the one of other countries, and presents possible solutions.
According to the survey of Ministry of Labor in 2005, the average retirement age of Korean workers is 56.8. And the Korea National Statistics Office shows that the average retire age of workers in the major industry is 54, and these figures are 5 to 7 years shorter than the one of EU and OECD. The main cause is the not-strong law force in Korea. Korean government needs to promote and protect employment of aged people, and strong drive to the related legislation and policy is indispensible. Therefore, Employment Promotion for the aged Act needs to be amended quickly. This law should have the legal force which the current law do not have. Next, National Labor Relations Commission(NLRC) should be in charge of the remedy process against discrimination, not the National Human Rights Commission(NHRC). This makes more sense because NLRC has the specialty in terms of labor relations. NHRC has been responsible for this matter for there has been no provisions about remedy process due to the age discrimination since. Lastly, training for enhancing professional competence and job placement need to be reinforced. Looking at the actual condition and circumstance of the aged people, they become unemployed because they fail to find appropriate jobs even if they mentally and physically fine. This is something Korean government needs to cope with. This study, therefore, examines the related legislations and compares it with the one of other countries, and presents possible solutions.
목차
Ⅰ. 序論 - 問題의 提起
Ⅱ. 高齡者 雇傭促進의 必要性과 고용시스템의 問題點
Ⅲ. 國際機構 및 主要 會員國들의 高齡者雇傭法制 考察
Ⅳ. 우리나라 高齡者 雇傭關聯法制의 主要內容과 法的 課題
Ⅴ. 結論 - 高齡者雇傭促進의 法制度的 改善方案
【참고 문헌】
【ABSTRACT】
참고문헌 (0)
참고문헌 신청함께 읽어보면 좋을 논문
논문 유사도에 따라 DBpia 가 추천하는 논문입니다. 함께 보면 좋을 연관 논문을 확인해보세요!
-
고령자 고용촉진을 위한 연령차별의 법적 규제
노동법논총
2007 .06
-
고령화사회에서의 노동시장환경변화에 따른 고령자 고용시스템의 한계와 법적 과제
노동법학
2004 .06
-
고령자 고용촉진을 위한 임금 등 보상체계의 변경을 둘러싼 법적 과제
기업법연구
2007 .09
-
고령자고용촉진 법제의 개선방안
노동법논총
2007 .06
-
고령자 고용촉진을 위한 정년제의 문제점과 법제화방안에 관한 연구
한양법학
2007 .08
-
고령화에 따른 고령자 노동시장의 변화와 법적 대응
노동법논총
2011 .04
-
저출산ㆍ고령화에 따른 노동시장변화와 고령자 고용시스템의 개선
노동법논총
2006 .12
-
The Impact of Social Network on the Aged Employment
International Journal of Gerontological Social Welfare
2006 .12
-
기업의 정년제를 둘러싼 법적 쟁점
기업법연구
2004 .06
-
고령자 고용촉진을 위한 연령차별금지의 확립과 정년제의 개선
노동법논총
2006 .12
-
高齡化社會의 勞動市場의 特徵과 法的課題
기업법연구
2003 .09
-
미국의 고용에서의 연령차별금지법에 관한 연구
강원법학
2007 .12
-
노동시장의 환경변화와 고용정책법제의 대응과제 - 외부노동시장의 개별근로자 지원을 위한 고용정책법의 기본원리와 직업능력개발을 중심으로 -
노동법학
2005 .06
-
다가올 고령사회에서의 노동법적 과제
경영법률
2009 .01
-
고령자고용촉진제도의 사회법적 의미 : 고령자에 대한 기간제 근로계약을 중심으로
법학연구
2011 .11
-
고령자 고용촉진을 위한 법·제도 분석 및 개선방안 : 개정 연령차별금지법에 대한 법리분석을 중심으로
한양법학
2013 .08
-
고령화 사회에서의 노동법적 과제 - 정년제 및 고령자 고용과 관련하여 -
노동법학
2005 .06
-
국민연금수급연령과 정년의 연계를 위한 고령자고용촉진법정책의 검토 : 일본의 2013년 일본 고령자고용안정법시행과 우리나라 2013년 고령자고용촉진법 개정을 중심으로
노동법논총
2014 .08
-
세대별 고용의 성장 탄력성에 관한 연구
질서경제저널
2019 .01
-
고령자 고용정책 집행에 관한 연구
지역개발연구
2005 .06
이 논문의 저자 정보
이 논문과 함께 이용한 논문
최근 본 자료
댓글(0)
0
UCI(KEPA) : I410-ECN-0101-2010-336-002867412