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
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This article is trying to find out the effective law and institutions of employment promotion for the elderly people, including the mandatory retirement. The aging in Korea is most rapidly on its way, in comparison with the other countries. In the mean while, the law and institutions to promote employment for the elderly people keep on staggering, yet. In this surrounding, the new act for mandatory retirement by the age of 60s has been recently passed in the parliament. The mandatory retirement will be introduced step by step from 2016 to 2017, starting from the public sphere and private firms with more than 300 employees. However, in fact the honorary retirement, recommendations of resignation, and redundancy layoffs etc. have been more universal in the workplace, than the mandatory retirement. In this background, the effectiveness of mandatory retirement to promote employment for the elderly people is hot issue. Furthermore, even though the reorganization of wage system such as introduction of wage peak system has been included in this new act, it remains controvertial issue on the prohibition of unfavorable change of working conditions. This article is dividing between the employment warranty and employment extention, and it emphasizes that the reorganization of wage system should be discussed in the context of the employment ‘extension’. In addition, this article is comparing the American liberal labour market system without mandatory retirement with the European corporative labour market system with the mandatory retirement as well as its advantage and disadvantage. Finally, this article is introducing the various ways of improvement of law and institutions to promote employment of the elderly people.
목차
Ⅰ. 들어가는 말
Ⅱ. 고령자 고용촉진 법제도의 현황
Ⅲ. 연령차별 금지 법?제도의 현황
Ⅳ. 정년제 실효성 확보와 임금피크제 및 임금체계의 개선
Ⅴ. 고령자 고용촉진과 실효성 증진 방안
Ⅵ. 맺는 말
참고문헌
〈Abstract〉
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대법원 1993. 5. 14. 선고 93다1893 판결
취업규칙의 일부를 이루는 급여규정의 변경이 일부의 근로자에게는 유리하고 일부의 근로자에게는 불리한 경우 그러한 변경에 근로자집단의 동의를 요하는지를 판단하는 것은 근로자 전체에 대하여 획일적으로 결정되어야 할 것이고, 또 이러한 경우 취업규칙의 변경이 근로자에게 전체적으로 유리한지 불리한지를 객관적으로 평가하기가 어려우며, 같은 개정에 의
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UCI(KEPA) : I410-ECN-0101-2014-330-002466684