노동관계법의 규제완화 경향에 대한 비판적 고찰

문무기(Moon, Moo-gi) 한국비교노동법학회 2021 노동법논총 Vol.52 No.-

1950년대부터 그 가동이 시작된 우리나라 노동관계법·제도 및 노동정책은 1970년대에 시작된 자본의 세계화와 국제적인 자유무역의 활성화와 함께 신자유주의 노동정책의 영향을 받기 시작하였다. 특히, 1997년과 2008년 두 차례의 심각한 경제위기 상황을 맞으면서 “노동시장의 유연화” 내지 “규제완화”의 경향성이 강하게 대두되었는데, 이러한 경향은 이른바 촛불혁명을 통해 집권한 현 정부에 이르러서도 크게 달라지지 않고 있다. 그러나 우리 산업사회에 심화되고 있는 “공동체의 붕괴”와 “사회 양극화 확대”가 해소되지 않는 한 “노동이 존중되는 공정사회”는 물론이고 더 나아가, “사람이 먼저”인 “차별없는 사회”는 다가오지 않을 것이다. 한 때는 영원할 것 같았던 로마제국이 중간계층의 몰락과 무산계급의 극빈화에 기인한 “사회 양극화”로 내부적으로 서서히 무너져갔음을 기억해야 하는 이유도 바로 이러한 위기의식에서 기인한다. The Korean Labor Law System & Labor Policy had started from 1950’s and had come under the influence of the Neo-liberalism, Globalization of Capital and the Activation of International Free Trade from 1970’s. Particularly, facing the double serious Economic Crisis in 1997 and 2008, the Flexibility of Labor Market and Deregulation of Labor Laws had become conspicuous. These trends has remained unchanged till the present Government, had come into being by so called Candle Revolution, have carried forward the National Labor Scheme. But without clearing up the Collapse of Community and Social Polarization in Korean Industrial Society, the Labor-regarding Fair-Society and Indiscriminating Human preferential Society would not come true. This is the reason why we should remember the origin of Decadence of Roman Empire, caused by the ruin of middle bracket and the destitution of proletarians.

청국장에서 분리한 바실러스 종으로부터 베타-글루코시다제의 분석 및 부분정제

문무상(Moo Sang Moon) 산업기술교육훈련학회 2014 산업기술연구논문지 (JITR) Vol.19 No.3

The strain obtained from Cheonggukjang produced a protein showing p-glucosidase activity in the experimental data of column chromatography and sodium dodecyl sulphate-polyacrylamide gel electrophoresis. An extracellular p-glucosidase of B acillus species isolated from Cheonggukjang was identified and partially purified through 75% ammonium sulfate precipitation, High Q anion exchange chromatography, and Bio-Gel P-30 and P-60 size exclusion chromatography. The molecular weight of 45,000 dalton was estimated by SDS-PAGE. {3-Glucosidase was produced in the culture medium containing cellobiose, but not produced in glucose medium which may act as a suppressor for the enzyme expression. Assay of |3-glucosidase activity was performed by measuring the release of p-nitrophenol from the substrate p-nitrophenyl-|3-D-glucopyranoside.

공무원 직장협의회제도의 문제점과 개선방안

문무기(Moon, MooGi) 한양법학회 2010 漢陽法學 Vol.29 No.-

The Act and Enforcement Decree on the Establishment Operation of Public Officials Trade Unions have many regulation clauses for the scope of public officials prohibited from joining Trade Unions, non-negotiable matters, effect of collective agreements. And most of public officials trade unions has pleaded that the Act and Enforcement Decree have restricted on the Fundamental Labor Rights unreasonably. This study focuses on concreting for legislative recommendations regarding the basic rights to live for civil servants and peace-making in public industrial relations through the activation of the Civil Servants Labor-management Council. First of all, there is a need to clear up the relationship between Public Officials Trade Union and Civil Servants Labor-management Council. The trade union and the council should be independent but cooperative each other. The nature of the civil servants’ council should clarified as a Labor-management Council as defined in the Act concerning the Promotion of Worker Participation & Cooperation and should be encourage to fulfill its role according to the Act. Therefore, regarding the scope of association and bargaining via the Civil Servants Labor-management Council should be enlarged. In principle, the scope of association for the civil servants’ council should be recognized for all public servants included police, the military and prison officers. The range of conference in council should be extended too, so all of the difficulties in the Industrial Relationship of Public Servants as to be able to be solved among the matters of bargaining. And the support systems for the activities of civil servants’ council demanded urgently, for example time-off for executives.

제주도 도깨비 信仰

문무병(Moon Moo-byung),박종성(토론자) 계명대학교 한국학연구원 2003 한국학논집 Vol.30 No.-

남북한 노동법제 통합과 경제적 협력증진 방안 연구 - 개성공업지구 사례를 중심으로 -

문무기(Moon, Moo-gi) 한국비교노동법학회 2020 노동법논총 Vol.50 No.-

남북관계는 한반도를 둘러싼 국제정세에 상당한 영향을 받으며, 최근 조 바이든 미대선 당선인 측의 실용적·현실적인 북미관계 전략이 예상되는 시점에서 긴장이 고조되고 있다. 문재인 정부는 그 국정전략으로 남북간 화해협력과 한반도 비핵화를 제시하여, 남북간 대화·교류의 조속한 재개를 통해 경제협력을 활성화하고 우리 경제의 미래 성장동력 창출 및 남북간 경제통일을 도모하고 있다. 이에 비해 북한은 1990년대 중반 이후 개혁·개방의 현실적 필요성에 기초하여 자본주의 시장경제적 요소를 적극적으로 수용하는 특별경제구역 관련 법령들을 상당수 제정·운영하는 등 “개방을 위한 법·제도”로서의 모습을 지속적으로 갖추어가고 있으나, 남북간의 대화·협력을 통해 극복해야 할 한계도 적지 않다. 즉, 개성공업지구 노동규정의 운영상황에서 드러나고 있는 현실과 법·제도 사이의 괴리는 노동력공급과 채용, 인사노무관리, 임금 및 보상제도, 복리후생 및 집단적 노사관계 등 다양한 측면에서 발견되고 있다. 이러한 현상은 남북한 사이의 정치적 내지 사회구조적 상이성이 초래하는 문제에 그치지 않고, 오랜 동안의 분단으로 인한 법·제도 특히 노동관계법 전반의 부조화·충돌에 따른 한계상황으로 평가된다. 그러나 남과 북은 지난 70여 년 동안 서로 다른 정치·경제·사회·문화 속에서 살아오면서 증폭된 노동법제의 상이성을 극복하고, 공통된 노동관계법제의 이념 도출을 통해 이를 극복해야 할 것이다. 특히 국제노동기구(ILO)의 핵심협약에서 제시하는 국제노동기준(Global Labor Standards)은 노동법제 통합의 선결과제이자 가장 중요한 이념지표가 되어야 할 것이다. 또한 남북관계가 지나치게 정치적·이념적 지형에 따라 요동치지 않도록 하기 위해서는 국제적·민간주도적 전문기구를 통해 남북간의 이질성을 최소화하고 극복하면서, 노동을 포함한 법·제도 전반을 유연하게 통합해 나가는 접근방법을 모색해야 할 것이다. In an effort to reconcile the Tension between South and North Korea, as well as tackle Denuclearization, the Government of Moon-Jae-In has chosen to focus on the Communication between South and North Korea that will ultimately promote Economic Cooperation, and as a result, foster Economic Growth through the Unification of the Economies of the two countries. Since 1990’s North Korea have changed Labor Related Laws of Special Economic Zones many times according to Reform & Open Policy so that have accepted the essential elements of Capitalistic Economic System, but there are many problems and limits to be overcome by Dialogue & Co-operation between South and North Korea. The working experience of Gaeseong Industrial Complexes(G.I.C.) had revealed the Estrangement between law&system and actuality in Manpower supply and Employment, Personnel Labor Management, Wage and Compensation system, Welfare and Prosperity, Collective Labor Relations etc. The last 70 years have seen North and South Koreas be exposed to vastly different political, social, and cultural experiences, and therefore, have seen the Manifestation of different Labor Law System. The solution to reconcile these differences must lie in the Conventions and Recommendations of ILO, which puts forth Global Labor Standards to serve as the starting point. In addition, Political Gains may entice the governments to shift economic polices in favor of gains that overlook the elements that concern the Labor Laws and related functions, but this must be avoided. And for the Unification of the Labor Law System between S. & N. Korea, the Specialized International Non-Governmental Organization will be worthy of notice for the flexible access routes.

고령자 고용촉진을 위한 법·제도 분석 및 개선방안

문무기(Moon, Moo-Gi) 한양법학회 2013 漢陽法學 Vol.24 No.3

Before the amendment of Act, when an employer sets a retirement age, he/she just shall ‘endeavor’ to set it at 60 years of age or above. But the amended Act on Age Discrimination Prohibition in Employment and Aged Employment Promotion(AADPEAEP) in 2013. 5. 22. ‘compel’ employer to set retirement age at 60 years of age or above(Article 19). The amended Act ‘force’ the employer and trade union formed by the majority of workers into the reorganization of wage system in workplace too. And the Minister of Employment and Labor shall provide counseling, advice and other necessary cooperation and support in regard of the personnel affairs, wages, etc., of the enterprise following the extension of the retirement age (Article 19-2). Mandatory retirement system is legal on the assumption that it secure workers’ social rights and fundamental labor rights guaranteed by the Constitution and does not discriminate against employees based on age for effective management of the company, without a just reason. For extending the retirement age and promoting the employment of the ages, the current Paid as Service Period System needs to be changed more reasonably, for example a Neutral Pay System against Age and Service Period or the Wage Peak System, with improving the retirement system. And the Claim for Working Hour Reduction or the Phased Retirement System, the endeavor for looking to many ways of aged employment promotion could be investigated in the sense of labor flexibility.

CHO 세포에서 재조합 단백질의 생산에 대한 저온 배양의 영향

문무상(Moo Sang Moon) 산업기술교육훈련학회 2014 산업기술연구논문지 (JITR) Vol.19 No.3

Mammalian cell culture is typically operated at the physiological temperature of 370C. However, recent research has shown that the use of low-temperature conditions results in changes in cell characteristics, such as increased specific productivity and extended periods of cell viability, that can potentially improve the production of recombinant proteins. Suspension culture of recombinant Chinese hamster ovary (CHO) cells producing recombinant anti-IL-8 antibody was performed to investigate the effect of anti-IL-8 antibody production at low culture temperature. In batch culture at 330C and 30°C, cell growth was suppressed, but cell viability remained high for a longer culture period. This enhanced anti-IL-8 antibody production was not just because of enhanced specific anti-IL-8 antibody productivity, but mainly because of the extended culture longevity. Taken together, this result demonstrates that the application of low culture temperature is feasible to enhance the production of anti-IL-8 antibody in rCHO cells.

재조합 단백질의 생산성에 대한 저온 배양의 영향 고찰

문무상(Moo-Sang Moon) 산업기술교육훈련학회 2019 산업기술연구논문지 (JITR) Vol.24 No.4

Mammalian cells producing recombinant proteins were typically cultured at the physiological temperature of 37℃. However, subphysiological culture of CHO cells suppressed cell growth, resulting in decrease of recombinant protein productivity in comparison to standard batch maintained at 37℃. At low temperature, cells were arrested in the G1 stage of the cell cycle and extended periods of their viability, enabling an extended production phase. This would greatly contribute to a more economic industrial process for the production of recombinant proteins. Meanwhile many studies reported that hypothermic cultures on recombinant protein production in rCHO cells were both cell-specific and product-specific. Although the mechanisms regulating these phenotypes during hypothermic culture are pooly understood, these data could be useful for future approaches to enhance the production of recombinant protein in rCHO cells.

북한의 개혁개방과 노동법제

문무기(Moon, MooGi) 한양법학회 2012 漢陽法學 Vol.23 No.3

North Korea has not yet to show the tangible outcome of reform and open policy like China or Vietnam, but the possibilities of change are hinted recently by the introduction of the open-door policy and capitalistic market economy. Accordingly, the possibility of changes in the North Korean labor law systems may occur when the environment is forged in the future. The conventional North Korean labor-related laws still remain very rigid in employment, lay-off and other labor flexibility elements. However, it is noteworthy that efforts to address these issues have been discovered in labor regulations, which applied to Special Economic Zones. Especially Gaseong Industrial Complexes is estimated as a touchstone of direct investment to the North Korea by private sectors at the first time and on a large scale. This business is meaningful that it has not only interests of economy considering its abundance of low-wage, high-quality labor force, the ease in securing industrial sites, familiar language and culture and a variety of potential tax benefits but also national reconciliation. However the business in the Gaeseong Industrial Complexes has many problems to solve, because there are some criticisms around the fundamental human rights of labor. To solve theses problems we should give some resolutions about it like these; At first, through the foundation of enterprise responsible for northern workforce supplement, South Korean enterprises can take the initiative in labor relationship from recruitment to termination and North Korean employees may have the feelings of belonging to their companies. The next is make northern employees do the best for their companies by the higher labor productivity. And we should prepare the environment for North Korean workers to take part in production management more actively and of themselves. The 3rd is the consolidation of direct paying system. If this system became not fixed, there could be room for doubt that the authorities of North Korea have stolen the wage of northern workers. The 4th thing is the democratization in the workplace. This means that the representatives of northern workers should be elected in clean and democratic way. Finally, it is requested for giving considerations to workers’ welfare and equality, which for the healthy and sound working conditions.

근로시간면제(Time-off)제도의 법리와 운영방향

문무기(Moon Moogi) 전남대학교 법학연구소 2010 법학논총 Vol.30 No.2

금년 1월 1일 개정된 노동조합 및 노동관계조정법에 따라 지난 13년간 유예되어 오던 노조전임자에 대한 임금지급 금지규정이 오는 7월 1일부터 적용되게 되었다. 이와 함께 근로시간면제(Time-off)제도가 도입되었고, 지난 5월 14일에는 근로시간면제의 허용한도가 노동부장관에 의해 고시되었다. 이로써 우리 노사관계에서 이른바 “잘못된 노사관행의 전형(典型)”으로 지적되던 노조전임자의 급여지급이 근절되는 동시에, 기업의 인사노무관리에 대한 순기능을 발휘할 수 있는 합리적이고 발전적인 노조활동이 법ㆍ제도적으로 허용될 수 있는 근거도 마련되었다. 그러나 이러한 기대에도 불구하고 실정법상 규정된 근로시간면제제도에는 다양한 법리적 난점들이 존재하고 있으며, 이를 둘러싼 노사간의 갈등과 혼란이 적지 않을 것으로 우려된다. 본 논문에서는 이러한 현안 과제를 중심으로 그 법리적 분석을 시도함으로써 향후 바람직한 근로시간면제제도의 운영방향을 모색한다. 잘못된 노사관행을 시정하는 동시에 노사 당사자의 자율과 책임을 강조한다는 측면에서 필자가 주장하는 논점을 정리하면 다음과 같다. 먼저, 현행법상 노조전임자에 대한 급여지급은 이번 실정법 개정으로 명백히 금지되었으므로, 노사의 자율로써 노조활동을 지원하기 위해서는 부분전임 내지 근로시간면제제도를 적극 활용하는 것이 필요하다. 즉, 노조전임자에 대한 무급이라는 원칙에 대한 예외로써 부분전임 내지 근로시간면제에 대한 유급을 허용하는 것이 노조법 제24조가 상정하는 골격이다. 둘째, 노조전임자의 급여지급을 약속하는 단체협약의 효력기간과 관련하여, 최종적인 효력개시일을 기준으로 2년의 기간동안만 단체협약이 유효한 것으로 보는 것이 노조법 부칙 제3조 및 제32조 제3항 단서 전단의 규정취지에 부합한다고 하겠다. 셋째, 근로시간면제의 대상이 되는 노동조합의 활동은 “건전한 노사관계의 발전”을 도모하기 위해 다소 포괄적인 범위까지 확대될 수 있는 것으로 해석되며, 노사간의 불필요한 혼란과 갈등을 최소화하기 위해서는 지나치게 엄격한 규제방식 보다는 노사의 자율적 선택을 존중하는 접근방법이 필요하다. 이를 통해 근로시간면제 한도설정과 관련한 위헌성 시비도 어느 정도 비켜갈 수 있을 것으로 기대된다. 넷째, 노조전임자의 급여를 지급하거나 근로시간면제의 한도를 초과 허용하는 단체협약의 법적 효력을 부인하는 것은 법리적으로 상당한 난점이 있지만, 이번 노조법 개정의 기본취지와 국제기준에 부합하는 성숙된 노사관계의 정착을 위해서는 그 효력을 부인하는 방향으로 접근하는 것이 현실적 선택으로 보인다. 다섯째, 근로시간면제심의위원회의 구성ㆍ운영에는 법리적ㆍ실무적으로 상당한 난점이 쌓여 있지만, 노사의 자율과 책임을 최대한 존중하는 접근방법을 견지하면서 평정심을 견지할 수 있도록 노력하는 자세가 정부 및 노사 모두에게 요청된다. The revised bill of the Trade Union and Labor Relations Adjustment Act (TULRAA) passed through the National Assembly in January 1, 2010, which completely prohibited employers from paying wages to full-time union officials and introduces the time-off system from July 1, 2010. Under this new system, workers are allowed to take time-off from working conduct the functions of maintaining and operating a trade union for the sound development of labor-management relations and to engage in bargaining & consultation with their employer, grievance handling, occupational safety activities, etc., without any loss of pay as long as they do not exceed the maximum time-off limit, if it is prescribed by the collective agreement or agreed upon by the employer. The maximum time-off limit has been announced by the Minister of Labor at May 14, 2010 after deliberation which has been decided by the Time-off System Deliberation Committee at sixes and sevens in last May 1. The amendment have the pursuit of settling the age-old industrial relations issues through tripartite agreement in a way to observe the basic principles of industrial relations and to guarantee as much labor-management autonomy as possible. So the time-off system should be expounded emphasizing labor-management autonomy in their implementation. Compared with the previous provisions, the new amendment introducing the time-off system is seen as more compatible with such Global Labor Standards as Workers’ Representatives Convention no. 135 and Recommendation no. 143 of ILO at 1971. But it was supposed that workers raised critical issues continuously over the ban on wage payment to full-time union officials, the need for labor-management autonomy and serious discussion should be raised in order to ensure their smooth and flexible implementation. Especially because the provision of Enforcement Decree of TULRAA permit to set the limit not only the form of the number of time-off hours but also the number of people who can take time-off, the argument about violation of constitutionality can be made. Regards to the qualifications, appointment of members and the operation of the Time-off System Deliberation Committee, have a little problems. These legislative mistakes cause rapid solutions. But regards to the legal efficacy of collective agreement violates Article 24, nevertheless there are many difficulties in legal analysis, the provisions of collective agreement could not be considered to remain effective thinking over the object of the amendment.