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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Nowadays, job getting is becoming more and more difficult and youth unemployment became universalized. In addition, as an transitional form of employment, unpaid interns have been widely utilized.
In the cause of education or training, many employers use unpaid interns. Furthermore these phenomena also appear broadly in the public sector. In many cases, unpaid interns are not treated as employees, because the original purpose of them is education, training, work experience and so on. Above all the most important reason is that they are working unpaid. Because of these reasons, they cannot be treated as employee and even the least protections such as minimum wage, insurance of industrial accidents and so on cannot be often applied. However in the real fields of enterprises there can be seen no difference between education etc and real work. It is almost impossible to distinguish between education etc and real work. Due to the name of unpaid interns, even if no difference to employees, unpaid interns suffer unreasonable treatments. The labor form of unpaid interns is abnormal.
This paper shows that unpaid interns can be a same legal status as employees through a reconsideration of the definition of an employee and suggests protection plans of unpaid interns by reviewing the reform bill of the Labor Standards Act and comparing foreign legislations.
In the cause of education or training, many employers use unpaid interns. Furthermore these phenomena also appear broadly in the public sector. In many cases, unpaid interns are not treated as employees, because the original purpose of them is education, training, work experience and so on. Above all the most important reason is that they are working unpaid. Because of these reasons, they cannot be treated as employee and even the least protections such as minimum wage, insurance of industrial accidents and so on cannot be often applied. However in the real fields of enterprises there can be seen no difference between education etc and real work. It is almost impossible to distinguish between education etc and real work. Due to the name of unpaid interns, even if no difference to employees, unpaid interns suffer unreasonable treatments. The labor form of unpaid interns is abnormal.
This paper shows that unpaid interns can be a same legal status as employees through a reconsideration of the definition of an employee and suggests protection plans of unpaid interns by reviewing the reform bill of the Labor Standards Act and comparing foreign legislations.
목차
Ⅰ. 서론
Ⅱ. 근로자 개념과 해석론의 한계
Ⅲ. ‘임금을 목적으로’ 부분에 대한 적극적 해석론과 비판론
Ⅳ. 관련 사례 및 입법 동향
Ⅴ. 비교법적 검토
Ⅵ. 결론
참고문헌
〈Abstract〉
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대법원 2006. 12. 7. 선고 2004다29736 판결
[1] 근로기준법상의 근로자에 해당하는지 여부는 계약의 형식이 고용계약인지 도급계약인지보다 그 실질에 있어 근로자가 사업 또는 사업장에 임금을 목적으로 종속적인 관계에서 사용자에게 근로를 제공하였는지 여부에 따라 판단하여야 하고, 여기에서 종속적인 관계가 있는지 여부는 업무 내용을 사용자가 정하고 취업규칙 또는 복무(인사)규정 등의 적용을
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UCI(KEPA) : I410-ECN-0101-2016-336-001080355