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논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 저널정보
- 노동법이론실무학회 노동법포럼 노동법포럼 제36호
- 발행연도
- 2022.7
- 수록면
- 1 - 29 (29page)
- DOI
- 10.46329/LLF.2022.07.36.1
이용수
초록· 키워드
오류제보하기
Dispatch of workers is very strictly regulated. Human labor is not a commodity. In the case of dispatching workers, the entity that hires workers and the entity that employs them are different. Workers are human too. Lending workers to others is against human dignity. First, labor law protection for dispatched workers should be strengthened. Second, regulations on businesses that dispatch workers as their business should be strengthened.
The Worker Dispatch Act was enacted on the premise that these two requirements were met. In order to protect dispatched workers, the Employee Dispatch Act imposes obligations as employers on both dispatching and using employers. Interestingly, there is no labor law regulation on transfer as a management personnel measure. Labor law is the result of the legislator"s value decisions. Labor law is a violation of the principle of freedom of contract by the state for the protection of workers. As it is a regulation on private contracts, labor laws must be strictly interpreted. It should not be interpreted indiscriminately.
The absence of labor law restrictions on relocation means that regulations are unnecessary. It also means that transfer workers are not socially disadvantaged compared to dispatch workers. Transferred workers are not affiliated with a business that dispatches workers as its business content. A transfer worker entered into a labor contract with a company with a unique business purpose.
A labor contract relationship exists between a typical employer and a typical worker. Therefore, only general labor laws apply. There is no room for the worker dispatch law to apply. This is because the transfer is temporary. The relocation does not change the labor law status of the relocating worker. However, it should be noted that there are cases where worker dispatch is made in the form of transfer. Therefore, if the purpose of moving out is only for moving out and earning business profits from it, it should be regarded as worker dispatch.
The Worker Dispatch Act was enacted on the premise that these two requirements were met. In order to protect dispatched workers, the Employee Dispatch Act imposes obligations as employers on both dispatching and using employers. Interestingly, there is no labor law regulation on transfer as a management personnel measure. Labor law is the result of the legislator"s value decisions. Labor law is a violation of the principle of freedom of contract by the state for the protection of workers. As it is a regulation on private contracts, labor laws must be strictly interpreted. It should not be interpreted indiscriminately.
The absence of labor law restrictions on relocation means that regulations are unnecessary. It also means that transfer workers are not socially disadvantaged compared to dispatch workers. Transferred workers are not affiliated with a business that dispatches workers as its business content. A transfer worker entered into a labor contract with a company with a unique business purpose.
A labor contract relationship exists between a typical employer and a typical worker. Therefore, only general labor laws apply. There is no room for the worker dispatch law to apply. This is because the transfer is temporary. The relocation does not change the labor law status of the relocating worker. However, it should be noted that there are cases where worker dispatch is made in the form of transfer. Therefore, if the purpose of moving out is only for moving out and earning business profits from it, it should be regarded as worker dispatch.
목차
Ⅰ. 서설
Ⅱ. 전출의 개념 요소와 전출근로자에 대한 노동법적 보호 범위
Ⅲ. 근로자 파견관계에 대한 노동법적 규제의 목적과 대상 범위
Ⅳ. 근로자 파견의 「영업성」 판단과 근로자파견사업 「허가」의 엄격성
Ⅴ. 결론
참고문헌
Abstract
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