새로운 저전력 전가산기 회로 설계

강성태,박성희,조경록,유영갑,Kang, Sung-Tae,Park, Seong-Hee,Cho, Kyoung-Rok,You, Young-Gap 대한전자공학회 2001 電子工學會論文誌-SC (System and control) Vol.38 No.3

본 논문에서는 10개의 트랜지스터를 이용한 새로운 저전력 전가산기의 회로를 제안한다. 회로는 six-transistor CMOS XOR 회로를 기본으로 하여 XOR 출력뿐만 아니라 XNOR 출력을 생성하며, 전가산기를 구성하는 트랜지스터의 수를 줄임과 동시에 단락회로를 없앰으로써 저전력 설계에 유리하게 하였다. 실측 회로의 크기 평가를 위해서 0.65 ${\mu}m$ ASIC 공정으로 의해 레이아웃을 하고 HSPICE를 이용해서 시뮬레이션을 하였다. 제안한 가신기의 셀을 이용하여 2bit, 8bit 리플 캐리 가산기를 구성하여 소비 전력, 지연 시간, 상승시간, 하강시간에 대한 시뮬레이션 결과로 제안한 회로를 검증하였다. 25MHz부터 50MHz까지의 클럭을 사용하였다. 8bit 리플 캐리 전가산기로 구현하였을 때의 소모되는 전력을 살펴보면 기존의 transmission function full adder (TFA) 설계보다는 약 70% 정도, 그리고 14개의 transistor (TR14)[4]를 쓰는 설계보다는 약 60% 우수한 특성을 보이고 있다. 또한 신호의 지연시간은 기존의 회로, TFA, TR14 보다 1/2배 정도 짧고, 선호의 상승시간과 하강 시간의 경우는 기존 회로의 2${\sim}$3배 정도 빠르게 나타났다. In this paper, a novel low power full adder circuit comprising only 10 transistors is proposed. The circuit is based on the six -transistor CMOS XOR circuit, which generates both XOR and XNOR signals and pass transistors. This adder circuit provides a good low power characteristics due to the smaller number of transistors and the elimination of short circuit current paths. Layouts have been carried out using a 0.65 ${\mu}m$ ASIC design rule for evaluation purposes. The physical design has been evaluated using HSPICE at 25MHz to 50MHz. The proposed circuit has been used to build 2bit and 8bit ripple carry adders, which are used for evaluation of power consumption, time delay and rise and fall time. The proposed circuit shows substantially improved power consumption characteristics, about 70% lower than transmission gate full adder (TFA), and 60% lower than a design using 14 transistors (TR14). Delay and signal rise and fall time are also far shorter than other conventional designs such as TFA and TR14.

6개월 상한 탄력시간제의 해석상 쟁점

강성태(Kang, Seong Tae) 한국노동법학회 2021 노동법학 Vol.- No.80

제정 노동법의 주요내용과 특징

강성태(Kang, Seong-Tae) 한국노동법학회 2013 노동법학 Vol.0 No.48

This article aims to reflect on 60 years history of Korean Labour Law with a focus on what were the resemblances and differences between Japanese Labour Law and Korean First Labour Law. It is frequently said that Korean Labour Law is originated from Japanese legal system because of historical backgrounds. Whereas if you look at debates on enactment of Labour Law in the Constitutional National Assembly, there were important differences between them. The main Acts regulating personal employment and collective labour relations were ,so called “4 Labour Acts”, Labour Standard Act(LSA), Trade Union Act(TUA), Labour Commission Act(LCA) and Labor Dispute Adjustment Act(LDAA). All these acts were established 1953. These Acts had many similarities to Japanese Labour Law from the point of view on basic structure system and formation. Among these Acts, LSA and LCA had very high similarity than others and TUA had systemic parallel but also the characteristics tried to contribute administration and control to Trade Union. On the last part of this paper, I recommend to attend the one big difference that the First Constitution tried to regulate “Equal Right to Share Profits in the Private Company”(ERSPPC) in express terms. ERSPPC was the unique fundamental right of workers prescribed by the establishment of the Constitution which is not guaranteed in any other countries. In such a big distinction to Japanese Constitution, the similarity in formation and contents seems to be signified that “4 Labour Acts” in Korea failed to carry out a faithful discharge of the important Constitutional obligation of ERSPPC. This idea is more plain considering the Acts in Japan was far from the standards on International Labour Standards and decentralised nature of the international legal norms. We must deal with the issue of where the responsibility for what was a pros and cons in “4 Labour Acts” The purpose of researching a history of Labour Law is not to celebrate its enactments but to know why there was not the regulation all present and correct. Just as the saying goes, history always repeats itself.

스마트 환경 하에서 근로관계의 법적 문제점스마트워크 가이드라인의 검토를 중심으로

강성태 ( Seong Tae Kang ) 한양대학교 법학연구소 2014 법학논총 Vol.31 No.1

Recently, working outside of workplaces is spreading widely around the world; using internet as well as various mobile devices makes it possible. For this measurement, Korean government named this situation as ‘Smart Work’ which once was called Telework. In 2011, the government made ‘the Guideline for the applications of labour laws on Smart Work’(hereafter ‘smart work guideline’ or only ‘guideline’). As for the definition of smart work, the guideline depends on two factors in the way most countries define telework: technical factor of using data communication equipment, and locational factor considering that it is beyond the boundary of main workplace. In the view of regulating working conditions of smart-workers, smart work guideline mainly depends on ‘2008 Telecommuting guideline’ introduced by Japanese Ministry of Health, Labor and Welfare. Although the system and contents might look like similar, smart guideline has differences in some aspects. ‘Framework Convention on Telework’ of EU as well as ‘Agreement on data processing in 2005’ of France stresses on voluntary charter of telework, equal treatment of teleworkers in working conditions and vocational training. Protection of workers’ privacy and collective rights of teleworkers are also highlighted. According to foreign criteria of labour standards, partial amendment or complementary measures should be set, such as following: specification of the protection of collective rights, detailed or elaborated regulations on night shift and holiday work, elimination of unnecessary regulations of Occupational Safety and Health Act as well as job-related accident, reinforcement of the regulations to secure the voluntariness, equal treatments for teleworkers and foundation of the regulations concerned with protection of privacy as well as personal information.

직업안정법상 `직업`의 재검토 - 근로자 개념을 중심으로 -

강성태 ( Kang Seong-tae ) 한양대학교 법학연구소 2016 법학논총 Vol.33 No.4

이 글의 목적은 직업안정법의 보호 대상이 헌법상 근로의 권리와 변화된 노동시장 상황에 적절하게 대응하는지를 살펴보려는데 있다. 직업안정법은 노동시장법의 기본법이므로 직업안정법의 입법 목적을 반영하고 최근 노동시장의 변화(비고용화 현상)에 대응하기 위해서는 직업안정법상 근로자를 넓게 파악해야 필요가 있다는 인식에서 출발한다. 이 글은 직업안정법상 보호 대상을 확대하기 위한 해석론과 입법론의 주장하고 있다. 먼저 해석론은 다음과 같다. 현행 직업안정법상 근로자의 해석을 확대해야 한다. 특히 근로기준법상 근로자 개념을 그대로 직업안정법상 근로자 개념으로 사용하는 현행 판례의 태도를 변경해야 한다. 현대 사회의 직업활동은 임금 근로자와 자영인인 취업자를 옮겨가면서 이루어지고 있는데도 판례는 이런 현대적 상황에 적절하게 대응하지 못하고 있기 때문이다. 입법론은 직업안정법상 직업의 개념을 국민 일반의 소득활동 전반을 포괄할 수 있도록 개정해야 하자는 것으로 특히 세 가지의 개정을 주장한다. 첫째, 직업안정법의 목적을 `근로자의 직업 기회 보장`으로부터 `모든 국민의 취업 기회 보장`으로 변경한다. 둘째, 직업소개의 정의(제2조의2 제2호)를 「직업을 불문하고 구인자와 구직자 사이에 취업관계가 성립되도록 알선하는 것을 말한다.」로 개정한다. 셋째, 근로자모집, 근로자공급사업 등에서 사용하는 `근로자`라는 용어는 직업안정법의 본래 목적에 맞게 그리고 입법 목적의 확대에 대응할 수 있도록 `취업자`로 변경한다. This Paper aims to review a meaning of an `employment` or a `worker` under the Employment Security Act(hereafter `the Act`). The Act is to strive for the employment security of every worker by means of giving him/her an opportunity to find employment in which he/she may develop and display his/her own ability. The primary end of this Act is also to protect workers who seek employments or jobs in a labor market. While the Act uses several words concerning with an employment or a worker such as “job placement”, “recruitment”, “labor supply services”, it has no definition of an employment or a worker. The courts have ruled that an employment under the Act should be a job of a worker under the Act, not an independent contractor. Recently the supreme Court have decided that a worker under the Act is same as an employee under the Labor Standards Act(hereafter `the LSA`). The courts, as a result of the case law, has excluded many of economically dependent workers, who work by independent contract of/for service in formality but have the same or similar degree of personal or economic subordination to their `employers` as normal employees, from protections of labor law including the Act. According the case law, economically dependent workers have been judged as the self-employed or independent contractors by application of `control test` made by the supreme court on December 9, 1994 and on December 7, 2006. The case law concerning as the meaning or coverage of a worker under the Act can not accord with the propose of the Act and the changing situations in a labor market. The primary purpose of this Act is to protect workers who are in adverse condition in a labor market so that most of economically dependent workers should be covered the protections under the Act because they have the same economic disadvantages in a labor market as an employees under the LSA.

사무관리직 근로자의 단결권보장

강성태 ( Seong Tae Kang ) 한양대학교 법학연구소 2009 법학논총 Vol.26 No.3

Managerial or supervisory workers rights to form or join trade union are restricted significantly under the Trade Union and Labour Relations Adjustment Act(hereafter `Trade Union Act`) in Korea. Because the Act prohibits `an employer or other persons who always act in their employer`s interests` from joining trade union(Sec. 2(2)(a)) and most of managerial or supervisory workers are regarded as persons who act for employer`s interests by lots of collective agreements. Some of courts decisions included workers performing supervisory function in the lower part of an enterprise among the category of Sec. 2(2)(a) under the Act. This attitude against trade union rights of managerial or supervisory staffs, however, is not compatible with the requirement of the Constitution of Korea and international labour standard concerning to freedom of association in labour relations. According to Sec. 33(1) under the Constitution or Sec. 2 under ILO`s Convention no. 87, all workers, including managerial and executive staffs, should enjoy the right to organize in spite of the nature of the functions or the hierarchical level of workers. In this study, I would review the existing viewpoint that denied the right of managerial or supervisory workers to form or join trade unions and suggest new approaches as followings. (1) An excessively broad interpretation of the expression `an employer or other persons who always act in their employer`s interests` under Sec. 2(2)(a) of the Trade Union Act, which denies managerial or supervisory staffs their right of association, may seriously limit trade union rights. Sec. 2(2)(a) under the Trade Union Act, therefore, should be interpreted to make a harmony with the principle of freedom of association. In other words the expression of Sec. 2(2)(a) of the Act should be limited to cover only those persons who genuinely represent the interests of employers. (2) In order to deny managerial or supervisory employees the rights to belong to the same trade union as other workers, two requirements should be met; first, that such workers have the right to form their own associations to defend their interests, and second, that the categories of such staff are not defined so broadly as to weaken the organizations of other workers in the enterprise or branch of activity by depriving them of a substantial portion of their present or potential membership.

사법 : 비정규직법 시행 1년의 평가 -차별시정제도의 현황과 개선과제를 중심으로-

강성태 ( Seong Tae Kang ) 한양대학교 법학연구소 2008 법학논총 Vol.25 No.4

The non-regular workers (protection) law was enacted or amended in December 21, 2006 and has been put in force since July 1, 2007. The law includes three Acts, namely `Act on the protection, etc. of fixed-term and part-time employees`(enacted. `the fixed-term employee Act`), `Act on the protection, etc. of dispatched workers(amended. `the dispatched workers Act`) and `the labor relations commission Act`(amended. `LRCA`). The most important Act among them is, of course, the fixed-term employee Act because the most of non-regular workers is fixed-term employees and the Act has the remedial procedures for discrimination against non-regular workers as main feature of the law. Korean government announced that the law aimed at reducing unjust discrimination against non-regular workers and preventing the excessive use of them. The reality of the law, however, places a main focus on the former so that while employers have more freedom in the use of non-regular, on the one hand, they have more restrictions at setting up working conditions(wage, benefit and so on), on the other hand. This paper is composed of three parts. In first part, it takes a review the effect of implementation of the law`s first year. In second part, I advocate reform of the law in order to achieve the law`s original purpose, that is to protect non-regular workers. The reform should be begun by changing the remedy procedures though the Labor Relations Commission. In the last part, this paper is to disagree the recent opinion of government that the law makes labor market situation worse and is to criticize its new attempt to amend the law more business-friendly.

사법분야 투고논문 : 쟁의행위 기간 중 근로계약의 법적 성격과 그 효과

강성태 ( Seong Tae Kang ) 한양대학교 법학연구소 2013 법학논총 Vol.30 No.1

Paragraph (1) of Article 33 in the Constitution provides all workers with the right to collective action in order to enhance working conditions. For securing the right to collective action pursuant to the Constitution, the Trade Union and Labor Relations Adjustment Act(hereafter ``the Act``) confirms the protections for "industrial action" which means actions or counter-actions that obstruct the normal operation of a business, such as strikes, sabotage, lock-outs, or other activities through which the parties to labor relations intend to achieve their claims; restriction on civil claims for damages because of industrial action(article 3),limitation of criminal claims against industrial action of trade unions(article 4) and prohibition of dismissal of or discrimination against a worker on the grounds of participation in lawful collective activities(subsection 5 of article 81).The Supreme Court, however, has decided that all kinds of protections under the Act could be given only in the case that the industrial action might satisfy with four requirements of ``lawful industrial action``: 1) the industrial action should be begun and led by a body which must be qualified to a representative in collective bargaining such as a trade union; 2) the purposes of the industrial action should be to facilitate self-governing negotiation or bargaining between labor and management for the enhancement of working terms and conditions; 3) the industrial action should be begun only after the employer rejected collective bargaining by the specific requests of workers and it should obey the procedures required by applicable laws and regulations including vote of majority of union members for strike; 4) means or ways of industrial action should be harmonized with the employer`s property right and shall not take any exercise of violence. Because of these restricted legitimacy of case law, a strike might be illegal very easily. This paper argues that the case laws concerning industrial action have gone beyond the protection of the right to collective action under the Constitution so that they have to be changed. Dealing with the problems concerning as the effect of industrial action to employment relationship, the Court has taken a theory of ``suspension of employment relationship``. According to the theory, the parties of employment contract, an employee and an employer, should not fulfill each one`s primary duty; duty to work of an employee and duty to pay a wage of an employer. The Court have also required the four conditions of ``lawful industrial action`` in application of ``suspension of employment relationship`` effect. This paper argues that an interpretation of employment relationship during industrial action should be changed into the way harmonized with the purpose of protection of the right to collective action.

고령자 고용법제의 현황과 개선 방안

강성태(Kang Seong-Tae) 동아대학교 법학연구소 2011 東亞法學 Vol.- No.52

베이비 붐 세대의 고령화로 인하여 우리 사회는 고령화 사회(2000년)로 진입한 지 불과 26년 만에 초고령 사회(2026년)에 진입하게 된다. 그러나 이러한 고령화 속도에 비하여 정부의 정책 대응은 신속하고 효과적이지 못하다. 특히 노동시장과 사회보장의 영역은 고령화의 부정적 영향을 직접적이고도 강하게 받는데, 고령화로 인하여 노동시장에 참여하는 인구가 감소되어 경제활력을 약화시키고, 또한 사회보장비용을 증대시켜 국가 재정을 강하게 압박하게 된다. 고령화에 대비하는 정책의 기본 방향은 간단하고 명확하다. 부양인구를 늘이고 피부양인구를 줄이는 고령자 고용을 촉진하는 것이다. 즉 고령자의 고용을 유지시키고, 안정시키며 나아가 확대하여, 노동시장에 필요한 노동력은 계속 확보하면서 동시에 사회보장비용은 줄이는 이른바 두 마리의 토끼를 동시에 잡아야 한다. 정부의 기본 정책 방향 역시 고령자 고용을 촉진하고 있지만, 문제는 세부 계획들이 제대로 추진되고 있는지이다. 이 글은 위와 같은 인식을 기초로 하여, 고령자 고용정책의 토대가 되는 법적 규율의 현황과 문제점을 검토해 보는데 목적이 있다. 나아가 이러한 문제점들을 개선하기 위한 방안들 즉 고령자 고용정책의 실효성을 제고하기 위한 방안들을 제시하고자 한다. 현재 고령자 고용정책의 결과를 분석하여 보면, ‘높은 고용율과 낮은 고용의 질’을 나타내고 있다. 즉 ‘사용자책임경감법제’의 현실적 효과가 강하게 나타나고 있다. 그러나 고용정책의 실효성은 고용의 질적 수준의 확보를 통해 가능하고, 고용의 질은 근로조건의 향상과 더불어 그에 수반되는 사회보장 혜택을 통해 확보될 수 있으므로, 각종의 사회보장 정책이 더불어 추진되어야 한다. 이와 함께 베이비붐 세대인 ‘가까운 장래에 고령에 달할 자’도 고령자 고용정책의 주요한 대상이 되어야 한다. 이상의 관점에서 볼 때, 고령자 고용에 관한 현재의 정책은 다음 두 가지 방향으로 전환되어야 할 것이다. 먼저 일자리의 유지 정책을 일자리의 창출정책에 우선하여야 한다. 이를 위해서는 정년 연장, 고령자 우선 퇴출 관행의 시정, 고령자 고용 유지의 지원 등이 필요할 것이다. 다음으로 일자리의 유지정책은 현재 일자리의 개선과 병행되어야 한다. 이를 위해서는 지금 비정규직에 집중되어 있는 일자리를 적정한 일자리로 바꿀 필요가 있다. 요컨대 정년연장의 촉진을 통한 일자리 유지와 지속가능한 일자리로의 전환이 핵심적인 방안이다. With the change of the population to aging and aged, the government’s labour force policies have focused on the age employment promotion in recent years. The main principle of the aged policy is quite obvious. That is to increase the employment to population ration for the aged. Though the government have been pursued the principle, the results of the policies have been very disappointed. In this context, this research keep eyes on “The policies Measure against Low Fertility and Population Aging” published in government, especially the employment concerned ones and try to suggest an complementary measures and alternative one. We carry out a through inspection of the aged policies concerning employment and social security such as the legal system related to mandatory retirement age, employment supporting to senior employees, acceleration of employment for the aged and so on. To resolve the employment and social security problems accompanied population aging society, we will emphasize more sustainable employment and improvement in social services for the aged. In this consideration, I emphatically declare the importance of extension of retirement age and transfer of sustainable employment for the aged. We hope to contrive the effective schemes for the aged employment protection and promotion on the basis of this research and the follow-up studies.

다양한 발목각도에 따른 발가락벌리기 운동이 엄지벌림근 단면적에 미치는 영향

강성태 ( Seong-tae Kang ),강선영 ( Sun-young Kang ),김기송 ( Ki-song Kim ),전인철 ( In-cheol Jeon ),정성대 ( Sung-dae Choung ) 대한물리의학회 2020 대한물리의학회지 Vol.15 No.2

PURPOSE: This study examined the changes in the cross-sectional area (CSA) of the abductor hallucis muscle during various ankle positions while performing toespread- out (TSO) exercise. METHODS: Thirty subjects with an average age of 22.1 years were recruited for this study. All subjects were firstly measured for the angle of their first metatarsophalangeal joint using a goniometer. Those with angles greater than 15° were allocated to the HV group. The remaining subjects were placed in the normal group. The CSA of the abductor hallucis was measured by ultrasound in the resting position with no movement and three ankle positions: neutral (0°), plantarflexion (30°), and dorsiflexion (30°). All data were analyzed using a two-way mixed analysis of variance between the groups (normal and HV group) and within the groups (resting, neutral, plantarflexion, and dorsiflexion) to determine the group x position interaction effects. RESULTS: During TSO exercise in the normal group, the CSA of the abductor hallucis was significantly greater in both the plantarflexion and neutral positions compared to the resting position (p^adj < .01), and plantarflexion was significantly greater than the dorsiflexion position (p_adj < .01). During the TSO exercise in the HV group, the CSA of the abductor hallucis for plantarflexion was significantly greater than it was for the resting, neutral, and dorsiflexion positions (p_adj < .01). CONCLUSION: Based on the above results, the TSO exercise in plantarflexion is an effective rehabilitation exercise for subjects with HV.