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윤광희 한국노동법학회 2003 노동법학 Vol.0 No.16
It is probational periods system that employers make laborers be on the job approximately 2-3months gazing on their aptitudes and abilities to work. It has relation to the life-time employment system. And the employers can exercise their rights to rescind consideration certain evaluations before making formal employments. Because the contract of probational periods system reserves rights to rescind, the probational periods are allowed to exercise within 3months. The laborers in probational periods can be under the protection of the Labor Standards Law before expiration. And they can get qualification of formal employees. However the claim rescission relays on employers' judgements, they can reject to enter into formal employments in their own. In this case, Laborers in probational periods are divested qualifications being under the protection of law. The exercising rescission is allowed more extensively, the positions of the laborers are lack of stability. Therefore the rescission should be admitted strictly consideration resonable, rational bases such as attitude, ability and eligibility in working. Also the evaluating eligibility should be impartial and objective. Whether the rescission of formal employment is not based on rational reason or the probational periods are excessively protracted, it will be invalid because of the abuse of rights. The extend or the renewal of the probational periods is prohibited for protection of the employees. And the contract of the probational periods which are indefinite should be annulled. If the rescind formal employment is sentenced for invalid or so, it should be taken for making formal employment at the expiration date of the probational periods.
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최영진 ( Young Jin Choi ) 경상대학교 법학연구소 2011 法學硏究 Vol.19 No.3
최근 고용형태가 다양화됨에 따른 시용, 수습, 인턴 등과 같은 소위 특수한 고용관계가 일반화되고 있다. 특히 정식근로계약을 체결하기 이전에 근로자의 능력, 적성을 평가하기 위하여 시험적으로 고용하는 시용제도가 있다. 시용은 근로자가 근로계약을 체결하고 입사를 했지만 시용기간을 두어 근로자의 적성과 업무능력을 판단한 후 정규사원으로서의 근로관계로 전환할지의 여부를 차후에 최종결정하는 제도다. 시용은 용어 자체가 법 규정에 명시되어 있는 것이 아니라 학설과 판례에 의하여 정의되고 있는 개념이다. 즉 시용은 근로기준법을 포함한 노동관계법제상에 이러한 고용을 규제할 수 있는 명확한 규범이 존재하지 않아 제반 분쟁이 야기되고 있다. 따라서 특수한 근로관계를 규율하는 법률적 기준을 마련해야 할 필요성이 높아지고 있다. 왜냐하면 사실상 이들에게 부당해고에 가까운 상황이 발생하더라도 현행 노동관계법상 관련규정이 없어 분쟁해결이 쉽지 않으며 근로자에게 일방적 불이익을 초래할 가능성이 높기 때문이다. 이러한 문제의식에 기초하여, 본 연구에서는 시용근로자의 법률관계에 대하여 살펴보았고, 이를 바탕으로 향후 시용에 관한 입법에 있어서 고려되어야 할 사항을 제시하였다. 그 내용은 다음과 같다. 첫째 시용기간은 합리적인 기간(예컨대 3개월이내)으로 제한되어야 한다. 둘째 시용근로자도 정규사원과 동일하게 근로기준법 제23조(해고 등의 제한)와 제26조(해고의 예고)가 적용되어야 한다. 또한 해고제한의 정당성 판단기준을 유형별로 예시할 필요가 있다. 셋째 최저임금법상의 최저임금액규정이 정비되어야 한다. 넷째 시용기간의 연장 또는 갱신은 원칙적으로 금지되어야 한다. According to the diversity of the employment pattern recently, the special employment relationship such as so-called trial employment, probationary worker, internship, etc. becomes generalized. Especially, there is a trial employment system which employ a worker tentatively in order to evaluate the worker`s capability and aptitude before making the labor relationship contract. This trial employment system is that a worker`s employment is determinated ultimately after evaluating the worker`s capability and aptitude during the trial employment period though he is employed with making an employment contract. The term, trial employment itself, is not specified in the law, but it is a notion defined by theory and judicial precedents. In other words, the trial employment is causing all complication due to the clear norms which regulate such a trial employment on all Labor Relations Act including Labor Standard Act doesn`t exist. Therefore, Needs of the preparing the legal standard regulating these special labor relationships are growing. The reason why is because it is difficult to dispute resolution due to the current procedural labor rules which protect the workers when the really close kind of unfair dismissal situation is occurred to them doesn`t existed. Basis to these critical mind, this study has scrutinized employer`s legal relation. Basis to this, this study suggested that details should be considered into when devising trial employment legislation afterwards. It is as in the following, first, the trial employment term should be limited to the rational term(ex. within three months). second, the Article 23(Restriction on Dismissal, etc.) and Article 26(Advance Notice of Dismissal) should applies pari passu to both trial employees and regular workers. besides, Legitimacy Judgement Standard of Restriction on Dismissal need to be illustrated by categories. third, Minimum Wage Rate Rule on MINIMUM WAGE ACT should be organized. fourth, the extension or the renewal of the trial employment period should be prohibited in principle.
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구미영 한국노동법학회 2023 노동법학 Vol.- No.88
Korea's parental and maternity leave system itself is very advanced considering international standards, but it has limits in accommodating the diverse needs of workers related to work-life balance and family care. This is because fixed work schedule adjustments such as leave or vacation is not enough to accommodate the individual needs of workers with family responsibilities according to their life cycle and family type. This paper examines whether the employer's obligation to adjust working conditions, such as working time for employees with responsibilities, is limited to systems specifically established by law (e.g., parental leave, etc.). Chapter 2 examines the constitutional and legal basis of the duty of accommodating the needs of workers with family responsibilities, and the legal significance of ILO Convention No. 156 (Workers with Family Responsibilities Convention,). Chapter 3 comparatively examines foreign laws and cases. Chapter 4 presents an interpretation theory by examining the significance and limitations of the Supreme Court's recent decision regarding the duty of accommodating the worker's needs for caring family in terms of working time.
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