임의적인 추가급부에서의 비정규직 근로자 배제의 정당성

전윤구(Yun-Ku Chun) 한국고용노사관계학회 2005 産業關係硏究 Vol.15 No.2

근로관계에서는 근로자에 대해 합리적 이유 없는 차별이 행해질 가능성이 적지 않다. 특히 사용자가 정규직 근로자와 비정규직 근로자를 자의적으로 달리 대우하는 문제는 이미 법적 분쟁의 대상이 되고 있다. 비록 이 문제를 직접적으로 규율하는 명시적인 차별금지규정은 아직 입법되지 않았지만 적어도 법해석론의 차원에서는 사용자의 자의성에 대한 통제필요성과 구체화된 신의칙으로부터 도출되는 사용자의 일반적 균등대우의무에 비추어 그 정당성 판단이 가능하다는 것이 이 논문의 결론이다. 물론 사용자에게 부과된 균등대우의무의 구체적인 내용이란 모든 근로자를 획일적으로 같게 대우하라는 것이라기보다는 비교될 수 있는 상황에 있는 근로자를 객관적 이유 없이 어떤 유리한 대우나 조치에서 배제시키지 말라는 데 강조점이 있는 것으로 이해해야 한다. 이렇게 볼 때 근로계약 및 취업규칙, 단체협약, 노사협정 등에 따른 지급의무가 원칙적으로 존재하지 않음에도 불구하고 사용자가 임의로 지급하는 추가급부에 있어서 비정규직 근로자를 배제하는 현재의 실무관행이 언제나 정당화된다고 볼 수는 없다. 비정규직 근로자를 임의적 추가급부로부터 배제하는 행위가 정당한 것인지 여부는 당해 추가급부의 목적과 사용자의 배제조치 사이에 객관적 내지 직접적 관련성이 있는지에 따라 달리 판단할 수 있다. 한편 이 글은 객관적 적정성 통제가 아닌 비례성 심사가 필요한 경우도 있음을 보이기 위해서 위의 추가급여 배제사례와 대비되는 사례로서 트랜스젠더라는 것을 이유로 한 해고 사안을 제시하고 그 정당성도 판단해 보았다. This study deals with matters of the difference in employment conditions between regular employees and irregular employees including most of the fixed-term employees. This article argues that legal interpretations and legal principles support that an employer should not treat his fixed-term employees less favorably than comparable permanent employees without objective justification, even though there are no specific legislations ruling this kind of less favourable treatment for now. As a result, business practice is no longer assessed as unconditionally permissible that an employer excludes fixed-term employees from any additional benefits. Some arbitrary doings of the employer can amount to unlawful discrimination against fixed-term employees because it is contrary to the legal obligation of the employer. Whether or not the exclusion is lawful and permissable depends on how direct it is related to the object of the benefits.

노동법의 과제로서의 근로자 인격권 보호(Ⅰ)

전윤구(Chun, Yun-Ku) 서울대학교 노동법연구회 2012 노동법연구 Vol.0 No.33

최근 직장 내에서 점증하고 있는 근로자 인격적 이익의 침해현상에 대응하여 논문은 개개의 특별법이 제정되기 전이라도 근로자 개인의 인격권을 상정하여 이를 기초로 근로자를 보호하는 것이 필요하다는 점에서 근로자 인격권의 실체에 대한 학계의 논의를 살펴보았다. 그 결과 근로자 인격권은 노동법영역에서 애초 발원한 특유의 권리개념은 아니지만 그 실체가 있으며 하위 범주의 권리를 포괄하는 상위 범주로서 인격권 개념이 성립될 수 있음을 밝혔다. 근로관계에서는 사용자의 노무지휘권이나 시설관리권 등에 의해 근로자 인격권이 쉽게 침해될 가능성이 다른 유형의 법률관계보다 높기 때문에 인격권 개념을 매개로 침해의 사전예방청구가 중요하다는 점도 지적하였다. 다만 인격권은 지시권 등 사용자의 권리와의 충돌과 조정이 불가피하므로 이익형량이 필요하지만 그 이익형량의 판단기준이나 침해금지청구의 가처분의 자세한 검토에 대해서는 향후의 연구과제로 돌린다. In recent years, with an environment of affordable direction power of an employer and a lack of adequate regulation, there has been growing conflict of interests between an employer and an employee regarding job monitoring, privacy, discrimination, sexual harassment, mobbing, etc. This paper takes up the challenge from personality right of employees in workplace. Is there really personality right? What constitute personality rights? What are specific characters of personality rights? What is the criteria about a balance of an employer"s reasonable interest and an employee"s right? What can be considered in the legal proceeding in order to protecting employees" right? This paper explores these topics. The study conclude that it is desirable to newly introduce personality right of an employee to Labor Standard Act.

트랜스젠더를 이유로 한 해고와 차별금지

전윤구 ( Yun Ku Chun ) 안암법학회 2007 안암 법학 Vol.- No.25

대학구조개편기 대학교수와 강사의 근로기준법상 근로자성 검토

전윤구(Chun, Yun Ku) 노동법이론실무학회 2020 노동법포럼 Vol.- No.29

비정규직 관계법의 입법적 개선방향

전윤구(Chun Yun-Ku) 한국노동법학회 2008 노동법학 Vol.0 No.28

Act on protection of fixed-term and part-time workers and act on protection of dispatch workers, which are currently being enforced, are intended to enhance flexicurity of non-regular work while preventing their abuse and also preventing discrimination against non-regular workers in order to curtail excessive expansion of non-regular workers. This writing is to review problems that the act has produced and to come up with legal improvements in order to make up for current institutional shortcomings. First of all, this article deals with problems of the proposal to extend term limit to three years and its alternatives. Secondly, this study finds problems and betterment measure in discrimination rectification procedures. Thirdly, this writing proposes the need of regulation of temporary employment such as service subcontracting and service outsourcing. Besides, this suggests other legislative improvements such as representative from non-regular workers in labor council and the information duties of employer.

외국인근로자의 노동법적 지위

전윤구(Chun, Yun-Ku) 한국노동법학회 2012 노동법학 Vol.0 No.42

This study explores undocumented migrant workers’ right to organize trade union. The research starts from investigating the reason why the high court ruled that illegal foreign workers also have right to organize and join their association even though they violate Immigration Control Act. But I finally discover the grounds of the decision considerably weak. In consequence, the study concludes that migrant workers who are documented or in a regular situation shall have the right to form associations and trade unions in the State of employment for the promotion and protection of their economic, social, cultural and other interest, but illegal workers just have the right to join freely any trade union and any other association, subject only to the rules of the organization concerned and seek the aid and assistance of it. In addition, the research paper suggests the improvement of Act on the Employment, etc. of Foreign Worker in order to supply them with protections in relations to employment because the act is likely to drive them into the state of an illegal stay.

국적차별금지조항의 기원과 현재적 의의

전윤구(Chun, Yun-KU) 한국노동법학회 2013 노동법학 Vol.0 No.48

The article 6 of the Korean Labor Standard Act says no employer shall discriminate against workers on the basis of gender, or give discriminatory treatment in relation to the conditions of labor on the basis of nationality, religion or social status. This papers explores on the origin of nationality discrimination in the article 6 to examines foreign workers’ right at work in respect of discrimination. There are many sections in Korean LSA similar to the Japanese LSA. Nationality discrimination also originates in Japanese LSA. Thus the study explores the cause of the article 3 in Japanese LSA concentrating on the political and social environment of Japan when it was enacted. The paper found that the introduction of nationality discrimination was very closely related to the self-reflection on discrimination against Korean and Chinese employees during the Japanese colonial era. Korean lawmakers at that time accepted the principle and the cause without a shadow of doubt and sought to prohibit even race discrimination. In conclusion the study suggests the improvement of the Act on the Employment, etc. of Foreign Worker in order to supply them with protections in relations to employment.

차별시정신청권의 노동조합 확대방안에 관한 해석론적 쟁점 연구

전윤구(Chun Yun-Ku) 한국노동법학회 2012 노동법학 Vol.0 No.41

Contingent workers(part-time, fixed-termed, and agency workers) can file a charge of discrimination to the Labor Relations Commissions if they’ve been discriminated at work. But it have proved that many contingent workers, who suffered from such discrimination, don’t exercise such right to file fearing of discharges in practice. Then, this explores whether labor unions representing contingent workers may file a charge of discrimination on behalf of the aggrieved workers in Labor Relations Commissions. That is the system for labor unions in charge of claims. The system could allow labor unions representing contingent workers to remedy for discriminations against the workers. In the case of the claim, the labor union can have the status of the aggrieved party. Further this examines some legal interpretational issues, which could be triggered if labor unions can file the charge behalf of the aggrieved workers in Labor Relations Commissions.

근로감시의 한계에 대한 법적 규율에 관한 연구

전윤구(Chun, Yun-Ku) 한국노동법학회 2014 노동법학 Vol.0 No.49

In recent years, with an environment of affordable technology and a lack of adequate regulation, there has been an explosion in the use of electronic monitoring and surveillance in the workplace. As a result, there has been growing conflict of interests between an employer and an employee regarding job monitoring. This paper takes up the challenge from an employee"s privacy and personal information as the right of personality in workplace. In this paper, the topic can be divided into three parts. First this papers explores the origin of job monitoring to decide if it should be taken as working condition. Secondly, the study reveals that the legality of electronic monitoring and surveillance depends on a balance of an employer"s reasonable interest and an employee"s right of privacy in workplace. In conclusion, the study suggests the improvement of the Acts in relations to electronic surveillance including the Personal Information Protection.

대학교원의 단결권 보장과 법적 쟁점

전윤구(Chun, Yun Ku) 노동법이론실무학회 2019 노동법포럼 Vol.- No.28