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        試用期間의 勤勞契約 法理

        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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