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학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
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연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
초록· 키워드
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This author have examined content, procedural due process requirements that must be met before an employee is disciplined by an employer, and analyzed Supreme Court's decisions which have been done in recent years. In addition this author have analyzed the issues in dispute about the legal basis of disciplinary right of an employer.
Disciplinary actions are unfavorable treatment taken against those who have breached the company's policy to uphold order. An employer use the disciplinary actions against a worker such as dismissal, suspension from office, wage reduction, reprimand, etc. in case a worker falls under anyone of the following categories.
- When a worker displays an undesirable work attitude such as lateness, leaving the office early, absence without notice, noncompliance with work instructions, or any other act breaching the company rules and regulations and disturbing office order.
- When a worker disrupts the operation or inflicts property damage to the company either on purpose or by mistake.
- When a worker disgraces the company's reputation' either by mistake or on purpose.
- When a worker is indicted for committing a criminal activity.
- When a worker has instigated other employees to refuse work or disrupted other employees' jobs without a justifiable reason.
- When a worker has lied about important career background
There is no specific provisions for the regulation of the employer's disciplinary actions in the Labor Standards Act(LSA). But the Article 23 of the LSA provides that no employer shall dismiss, layoff, suspend, or take other punitive measures against a worker without a justifiable reasons. An employee can not be punished without a justifiable reason of discipline and fair procedure of discipline.
Discipline is not an employer's right unless promised in the rules of employment or collective bargaining agreement, etc. A dismissal as a discipline action may be "wrongful" when an employer violates an employee's procedural rights like a former hearing or some other process before they are finally terminated. If an employer fails to carry out these preliminary procedures before firing an employee, the firing may be considered a wrongful discharge.
Disciplinary actions are unfavorable treatment taken against those who have breached the company's policy to uphold order. An employer use the disciplinary actions against a worker such as dismissal, suspension from office, wage reduction, reprimand, etc. in case a worker falls under anyone of the following categories.
- When a worker displays an undesirable work attitude such as lateness, leaving the office early, absence without notice, noncompliance with work instructions, or any other act breaching the company rules and regulations and disturbing office order.
- When a worker disrupts the operation or inflicts property damage to the company either on purpose or by mistake.
- When a worker disgraces the company's reputation' either by mistake or on purpose.
- When a worker is indicted for committing a criminal activity.
- When a worker has instigated other employees to refuse work or disrupted other employees' jobs without a justifiable reason.
- When a worker has lied about important career background
There is no specific provisions for the regulation of the employer's disciplinary actions in the Labor Standards Act(LSA). But the Article 23 of the LSA provides that no employer shall dismiss, layoff, suspend, or take other punitive measures against a worker without a justifiable reasons. An employee can not be punished without a justifiable reason of discipline and fair procedure of discipline.
Discipline is not an employer's right unless promised in the rules of employment or collective bargaining agreement, etc. A dismissal as a discipline action may be "wrongful" when an employer violates an employee's procedural rights like a former hearing or some other process before they are finally terminated. If an employer fails to carry out these preliminary procedures before firing an employee, the firing may be considered a wrongful discharge.
목차
Ⅰ. 서
Ⅱ. 징계처분과 「정당한 이유」에 의한 제한
Ⅲ. 사용자의 징계권의 근거
Ⅳ. 징계사유와 정당성 판단
Ⅴ. 징계절차 및 징계양정의 정당성 판단
Ⅵ. 결어
참고문헌
〈Abstract〉
참고문헌 (4)
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UCI(KEPA) : I410-ECN-0101-2010-336-002481127