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.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 발행연도
- 2023.6
- 수록면
- 35 - 60 (26page)
- DOI
- 10.69596/JLL.2023.06.86.35
이용수
초록· 키워드
오류제보하기
The federal labor law enacted in 1935 presupposed a standard employment relationship based on the factory system that was developing at the time. On the other hand, in the construction industry with a long history of labor movements, collective bargaining with labor unions was still maintained based on contracting, subcontracting, and short-term employment. Prior to the 1947 amendment to the Federal Labor Law, which prohibited the bargaining and conclusion of closed shop agreements, such autonomous industrial relations and collective bargaining practices in the construction industry could be maintained without becoming a social problem. So it was not until 1948 that the Federal Labor Commission acknowledged the need for federal labor law regulation of construction industry unions and collective bargaining. In reality, employment in the construction industry is short-term, one-time, and repetitive, and multiple employers connected by contract and subcontract relationships operate their businesses in the same place. As a result, the subject of collective action or collective bargaining of labor unions in the construction industry was inevitably different from that of non-construction industries.
In the 1959 amendment of the Federal Labor Law, Article 8(f) was introduced as a special case for collective bargaining that accommodated the unique characteristics of employment and industrial relations in the construction industry. In addition to collective bargaining, the collective action of labor unions in the construction industry is recognized more broadly than in non-construction industries, and employers can conclude collective agreements with construction trade unions on wages, working hours and working conditions at the site before hiring construction workers. allow to be It also permits the conclusion of collective agreements for the purpose of preserving jobs or wage levels covered by collective agreements at the construction employer’s site, although not recognized in non-construction industries. Lastly, it also guarantees a procedure for the Federal Labor Relations Commission to quickly and actively intervene in disputes between trade unions over work allocation. Based on these findings, it can be seen that there is room for acceptance in collective labor legislation without excluding forms of employment based on competitive bidding, subcontracting or subcontracting, or outlawing collective action.
In the 1959 amendment of the Federal Labor Law, Article 8(f) was introduced as a special case for collective bargaining that accommodated the unique characteristics of employment and industrial relations in the construction industry. In addition to collective bargaining, the collective action of labor unions in the construction industry is recognized more broadly than in non-construction industries, and employers can conclude collective agreements with construction trade unions on wages, working hours and working conditions at the site before hiring construction workers. allow to be It also permits the conclusion of collective agreements for the purpose of preserving jobs or wage levels covered by collective agreements at the construction employer’s site, although not recognized in non-construction industries. Lastly, it also guarantees a procedure for the Federal Labor Relations Commission to quickly and actively intervene in disputes between trade unions over work allocation. Based on these findings, it can be seen that there is room for acceptance in collective labor legislation without excluding forms of employment based on competitive bidding, subcontracting or subcontracting, or outlawing collective action.
목차
Ⅰ. 서론
Ⅱ. 건설산업 단체교섭 관계의 특례 규율
Ⅲ. 건설산업 노동조합의 단체행동
Ⅳ. 결론
참고문헌
Abstract
참고문헌 (0)
참고문헌 신청함께 읽어보면 좋을 논문
논문 유사도에 따라 DBpia 가 추천하는 논문입니다. 함께 보면 좋을 연관 논문을 확인해보세요!
-
권리분쟁 사항과 단체교섭 사항에 대한 재검토
노동법논총
2017 .08
-
원청사업주의 단체교섭의무와 실질적 지배력 판단기준 및 교섭사항
노동법학
2024 .12
-
교섭창구 단일화 체계 하에서 소수노조가 갖는 단체교섭권의 범위
노동법포럼
2016 .07
-
中国集体合同制度的历史脉络及未来发展
중국법연구
2017 .01
-
공무원 단체교섭의 법적 쟁점과 과제 : 최근 재개된 2008 정부공동교섭의 사례를 중심으로
법학연구
2018 .09
-
협약자치와 교섭창구단일화제도
노동법학
2022 .03
-
교섭창구단일화와 개별교섭의 법적 문제
노동법포럼
2018 .02
-
초기업 단체교섭과 단체협약의 법제화를 위한 법적 검토: 강제인가, 촉진인가
산업관계연구
2024 .06
-
교섭대표노조 결정 과정에서의 쟁점 - 1. 교섭창구단일화 절차 규정의 강행규범성, 2. 교섭창구단일화를 거치지 않고 단체협약을 체결한 경우 체결 노동조합의 지위-
노동법포럼
2015 .02
-
단체협약 종료 후의 집단적 노사관계 규율에 관한 연구
사법
2017 .01
-
간접고용과 교섭창구단일화 절차 - 사업 또는 사업장 교섭단위의 적용을 중심으로 -
노동법학
2020 .03
-
우리나라의 협약자율과 노동법
법학연구
2021 .12
-
초기업별 교섭 촉진을 위한 단체교섭 법제도 개선 방안
노동연구
2022 .12
-
교섭단위분리제도의 실제적 운영과 법적 과제 - 부산지방노동위원회 2015. 6. 17. 2015단위19 현대중공업 교섭단위 분리 결정 -
노동법포럼
2017 .02
-
하청업체 노동조합의 단체교섭 상대방으로서의 원청사업주의 사용자성 —제조업에서의 최근 하급심판결과 중앙노동위원회 판정을 중심으로—
노동법포럼
2022 .07
-
단체교섭 당사자로서의 사용자와 부당노동행위 주체로서의 사용자 - 대상판례: 현대중공업 사건, 울산지방법원 2018. 4. 12 선고 2017가합20070 판결 -
노동법논총
2019 .08
-
집단적 노사관계법에 대한 성인지적 검토
노동법학
2021 .12
-
복수노조의 교섭창구 단일화 제도에 관한 연구
한양법학
2015 .08
-
단체교섭의 대상 사항에 관한 노사협의회 의결의 효력
法學論文集
2017 .01
-
노동조합법상 근로자 개념 확대와 그 후속문제에 대한 단상
노동법학
2019 .12
이 논문의 저자 정보
이 논문과 함께 이용한 논문
최근 본 자료
댓글(0)
0