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논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 발행연도
- 2024.6
- 수록면
- 71 - 106 (36page)
- DOI
- 10.69596/JLL.2024.06.90.71
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초록· 키워드
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This article aims to examine the current status of Korea’s wage legislation from a macro perspective and explore potential avenues for its future improvement. It will delve into the concept of wages, the interpretation of average wage and regular rate of payment, and issues related to wage protection. It will identify problems with existing interpretations in each of these areas and propose strategies for future enhancement.
First, the determination of wage under the Labor Standards Act must be made ‘objectively’ in accordance with the primacy of fact doctrine, based on the legal text of Article 2(1)(5) of the Labor Standards Act. In determining the ‘consideration for labor,’ it is essential to recognize that, in principle, monetary items that the employer is obligated to pay are presumed to be ‘consideration for labor.’ The burden of proof falls on the party disputing the wageability of such items, who must demonstrate circumstances, such as the establishment of a separate gift contract, to counter this presumption. Meanwhile, ‘payment’ in Article 2(1)(5) of the Labor Standards Act should be interpreted broadly to encompass economic benefits under the control of the employee, including those under the direction of the employer.
Second, in relation to the calculation of the average wage, if an intolerable unreasonableness arises in the calculation of severance pay when unusually high performance pay is included in the average wage calculation, it is necessary to address this unreasonableness by arguing for the exclusion of such performance pay from the average wage calculation, rather than by denying the wageability of the performance pay itself.
Third, in relation to regular rate of payment, the concepts of ‘uniformity’ should be understood as implying a common conceptual framework consistent with the typical forms of regular rate of payment, namely hourly wage, daily wage, weekly wage, and monthly wage. Consequently, ‘uniformity’ should be interpreted as a fixed or set rate.
Fourth, to eradicate wage arrears, it is necessary to develop a comprehensive and multi-layered response that addresses the various circumstances leading to wage arrears. Specifically, improving the speed of administrative intervention is crucial. This can be achieved by introducing various administrative enforcement measures such as fines, performance compulsion (additional compensation), and administrative penalties, in addition to criminal penalties.
Fifth, concerning the wage system, it is necessary to design an institutional framework that allows for the appropriate sharing of corporate performance with workers through democratic consensus with the worker group, in addition to fixed wages. Conversely, it is essential to review the adequacy of the relevant system and seek legislative improvements through parliamentary debate to ensure that the legal procedures required for companies to change their wage system are not excessively rigid, thereby enabling reasonable and necessary modifications to the wage system.
First, the determination of wage under the Labor Standards Act must be made ‘objectively’ in accordance with the primacy of fact doctrine, based on the legal text of Article 2(1)(5) of the Labor Standards Act. In determining the ‘consideration for labor,’ it is essential to recognize that, in principle, monetary items that the employer is obligated to pay are presumed to be ‘consideration for labor.’ The burden of proof falls on the party disputing the wageability of such items, who must demonstrate circumstances, such as the establishment of a separate gift contract, to counter this presumption. Meanwhile, ‘payment’ in Article 2(1)(5) of the Labor Standards Act should be interpreted broadly to encompass economic benefits under the control of the employee, including those under the direction of the employer.
Second, in relation to the calculation of the average wage, if an intolerable unreasonableness arises in the calculation of severance pay when unusually high performance pay is included in the average wage calculation, it is necessary to address this unreasonableness by arguing for the exclusion of such performance pay from the average wage calculation, rather than by denying the wageability of the performance pay itself.
Third, in relation to regular rate of payment, the concepts of ‘uniformity’ should be understood as implying a common conceptual framework consistent with the typical forms of regular rate of payment, namely hourly wage, daily wage, weekly wage, and monthly wage. Consequently, ‘uniformity’ should be interpreted as a fixed or set rate.
Fourth, to eradicate wage arrears, it is necessary to develop a comprehensive and multi-layered response that addresses the various circumstances leading to wage arrears. Specifically, improving the speed of administrative intervention is crucial. This can be achieved by introducing various administrative enforcement measures such as fines, performance compulsion (additional compensation), and administrative penalties, in addition to criminal penalties.
Fifth, concerning the wage system, it is necessary to design an institutional framework that allows for the appropriate sharing of corporate performance with workers through democratic consensus with the worker group, in addition to fixed wages. Conversely, it is essential to review the adequacy of the relevant system and seek legislative improvements through parliamentary debate to ensure that the legal procedures required for companies to change their wage system are not excessively rigid, thereby enabling reasonable and necessary modifications to the wage system.
목차
Ⅰ. 들어가며
Ⅱ. 임금의 개념
Ⅲ. 평균임금과 통상임금의 해석론
Ⅳ. 임금의 보호
Ⅴ. 맺으며
참고문헌
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