의료용 고출력 X-band 마그네트론의 출력 주파수 제어기술 연구

김상훈(Sanghoon Kim),장광호(Kwang Ho Jang),김근주(Geun-Ju Kim),이정훈(Jeong-Hun Lee),김인수(Insoo S. Kim),김정일(Jung-Il Kim) 대한전기학회 2022 대한전기학회 학술대회 논문집 Vol.2022 No.7

방전 및 산화촉매 필터로 구성된 디젤 배기계의 성능평가

김영권(Youngkwon Kim),김태화(Taehwa Kim),김민우(Minwoo Kim),신귀수(Gwisu Shin),김근주(Keunjoo Kim),오영택(Young Taig Oh) 한국자동차공학회 2005 한국자동차공학회 춘 추계 학술대회 논문집 Vol.2005 No.5_1

The high-voltage discharge/oxidation catalyst filter was designed to reduce the particulate emission in automobile. The filter was located on the exhaust pipe of engine. The electrical power of low current which have the high voltage was applied. The experimental measurement on smoke density was performed by the implementation of the automobile named, "Carnival", a product of KIA Motor ㏇ at the uniform engine speed and brake on. The smoke opacity in optical absorption measurement showed that the high voltage discharge/oxidation catalyst filter leads to reduce the amount of emission. To characterize the performance of the filter, we used various experimental equipment. The results showed that the adoption of filter reduced the amount of the particulate matters.

테라헤르츠파를 활용한 반도체 패키지 불량 검출

임미현(Meehyun Lim),윤지녕(Jinyeong Yun),김성열(Sungyeol Kim),이강민(Kangmin Lee),김대중(Daejung Kim),김근주(Keunjoo Kim),김정일(Jungil Kim),김재홍(Jaehong Kim) 대한전기학회 2015 정보 및 제어 심포지엄 논문집 Vol.2015 No.10

법정 병가제도 도입의 정책적 쟁점

김근주(Kim, Keun-Ju) 한양법학회 2021 漢陽法學 Vol.32 No.2

Since COVID-19, there have been increasing social needs for the right to rest when sick. Accordingly, Korean government has announced a comprehensive policy plan for the Korean New Deal to introduce Medical Care and Sickness Benefits on 14th July 2020. Apart from the introduction of medical care and sickness benefits, however, statutory sick leave is required for workers to take a leave in practice while it is not recognized under current labor law system. In this regard, imperatives of the introduction of sick leave system as statutory minimum standards need to be reviewed. The current sick leave system is stipulated in collective agreements and rules of employment. On this, it is possible to consider extending the regulations which have been previously applied to major companies and public sector companies to private sector companies (by way of regulations under 〈Labor Standards Act〉) similar to the extended application of public holidays for private sector companies in 2018. And it is also possible to have 〈Equal Employment Opportunity and Work-Family Balance Assistance Act〉, which has recently introduced various systems for work and life balance, regulate sick leave in a way similar to regulations on family care leave/time off. The important point is that sick leave system shall have mutual consistency with judicial order in general. After the payment plans of medical care and sickness benefit is concretely specified, structure and contents of the legal system, term and payment methods of statutory sick leave shall be determined in accordance with it. It seems that detailed discussions on term, payment methods and legal basis of statutory sick leave and medical leave can be progressed only after discussions regarding matters on waiting period and protection of medical care and sickness benefits under labor laws become activated. When statutory sick leave is implemented, plans to embrace special types of worker between self-employed and employee shall be considered as well. Under industrial accident compensation insurance and employment insurance, special types of worker between self-employed and employee is similarly regarded with employees. Issues including the methods of identifying income and application standards discussed under the above systems may as well be applied to discussions regarding medical care and sickness benefits. Considering that sick leave and time off systems regulated under collective agreements and rules of employment are structured around the systemized companies like public sector companies and major companies, consideration shall also be given on how the existing regulations on collective determination of working conditions would be changed after the introduction of medical care and sickness benefits and statutory sick leave. If sick leave or time off has already been under protection by collective agreements, rules of employment and other regulations, it is also necessary to consider how to design the method of merge between the new benefit system and the existing one.

자기베어링 시스템을 가진기로 이용한 스퀴즈 필름 댐퍼의 동강성 계수 규명

김근주(Keun-Joo Kim),이종원(Chong-Won Lee) 한국소음진동공학회 2002 한국소음진동공학회 심포지엄 Vol.2002 No.1

연차휴가제도의 보상적 성격에 관한 비판적 검토

김근주(Keunju Kim) 서울대학교 노동법연구회 2015 노동법연구 Vol.0 No.39

흔히 『근로기준법』 의 연차휴가제도를 보상적 성격의 휴가제도라고 표현하고 있다. 연차휴가는 비정기적 휴식제도로서 일정기간 동안 근로의무의 면제를 통해 정신적 · 육체적 휴양의 기회를 제공하고 문화적 생활의 향상을 기하고자 하는 취지에서 인정되는 것으로, 연차휴가에 관한 입법례를 살펴보면 일정한 근속기간이 경과한 후 고용 존속에 수반하여 부여되는 것이 보편적이다. 하지만『근로기준법』상 연차휴가제도는 출근율을 기반으로 하는 요건을 충족해야만 부여되는 휴가이므로, 그 법적 성격을 설명하는데 있어서 ‘보상적 성격의 휴가제도’라는 표현보다 더 적정한 것은 없을 것이다. 그렇다면 국제기준 또는 다른 나라의 입법례와 달리 유독 우리나라에서만 연차휴가제도가 보상적으로 운용되는 이유는 무엇인지, 그 법적 타당성은 어디에 있는지가 명확하게 규명될 필요가 있다. 이러한 문제의식 하에서 이 글에서는 휴가제도의 전체적 구조, 연차휴가제도의 연혁, 휴가제도의 각 요건별 검토를 통하여 연차휴가제도의 보상적 성격의 타당성에 관한 검토를 수행하였다. 그리고 이러한 검토 과정에서 현행 연차휴가제도의 보상적 성격이 목적으로 하는 바가 명확하지 않으며, 고용 형태 등에 따라 차별적으로 규정되어 있다는 점을 확인하였다. Annual Holidays is paid time off granted by employers for rest of employees. Most countries around the world have the provisions in Labour Law to mandate that employers give a certain number of paid leaves per year to employees regardless of employment status. On the contrary, in Korea the Employment Standards Act(ESA) section 60 provides requirement for acquisition on annual holidays based on absence ratio in employment. This legislative form is different from international labour standard and EU directive as well as other countries. In this difference, we can find that annual holidays system in Korea have unique characteristic, so called “Compensative Characteristic of Annual Holidays” In this article, I try to resolve a few questions relating to the characteristic, why it is built, what it is aiming at, whether it is valid in the legal system to regulate employment relations, and so on. The first method for this purpose is to systematise the rest periods system in ESA and to confirm the compensative characteristic of similar concepts such as weekly rest. The next step is reviewing the history of related articles in ESA and finding the legislative trends about it. The Last and the most important thing is to make an interpretation relating to provisions of annual holidays, “once an employee worked for 80% of total working days of the first year, he is entitled to use 15 days’ annual leave during the next one year” and “Even if an employee has not completed his first year, he can use annual leave. In that case, he can use 1 day of leave if he had worked one full month.” These are intended to compensate for employment itself in a literal sense, but these are discriminating against non-standard workers or employees who exercise employment rights such as industrial action or leave of absence for maternity(or medical) reasons.

일-가정 양립을 위한 근로시간 단축제도

김근주 ( Keun Ju Kim ) 한양대학교 법학연구소 2012 법학논총 Vol.29 No.3

Long-time work have negative effect on work-family balance and the quality of worker`s life. The rest will be needed in the point of employee`s life-cycle, primarily in child and family care. This study examines the ways for realizing work-family balance and propose the improvement focused on measures Switching Part-Time Work system on Equal Employment and Work-Faimily Balance Assistance Act(EWBA). In EWBA, If an employee applies for a reduced number of work hours in lieu of full day of childcare leave, the employer should allow the employee to work shorter workdays. Similarly, EWBA provide for switching part-time work system for family care. In spite of these provisions, they are actually vastly underutilized as of yet, and there is no methods for to guarantee on effectiveness that. Flexibility for part-time work should be ensured for balancing work-family. To make better use of the system, it should be changed when full-time worker request employer to transpose into a part-time worker, legal obligation for employer should be established for consultation and agreement. Moreover, It should be extended the boundaries of claim for part-time work in full-time employee to family care. Last but not least, the right of defense for the employee`s claim, to great barrier for his/her business, is not clear to the scope, so It should restrict the urgent necessity in relation to the business.

영국의 사업장 내 징계해고절차에 관한 연구

김근주(Keun-Ju Kim) 한국노동연구원 2010 노동정책연구 Vol.10 No.1

징계절차의 정당성은 적법절차의 원리에 따른 근로자의 변론권 확보라는 법이론적 관점과 사업장 자체의 분쟁해결 가능성 및 분쟁 대상 명확화라는 정책적 관점에서 볼 때 중요하지만, 이에 대하여 근로기준법은 별도로 규율하고 있지 않다. 판례는 주로 단체협약 및 취업규칙 규정에 근거한 징계절차의 정당성을 중심으로 판단하면서, 집단적 규범으로 규정되지 않은 ‘일반적 절차적 정당성’의 인정에는 소극적이다. 법이론적 타당성과 노사정책적 필요성에 따라 향후 징계의 절차적 정당성을 입법화하는 것이 바람직하지만, 이 경우 절차 위반의 효력의 범위와 정책적 실효성의 확보라는 측면에서 문제점이 발생할 수 있다. 이 글에서는 이에 대한 시사점을 얻기 위해 징계해고절차의 입법화의 경험이 있는 영국을 살펴보았다. 영국은 부당해고제도가 도입된 후 징계해고절차를 판례법리로 규율하여 오다가, 2004년 ‘3단계 필수절차’를 도입하여 제도적으로 근로자의 변론권을 보장하였다. 그러나 법적 효력과 분쟁해결 효과라는 정책적 목적에 부합되지 않아서 폐지하였고, 현재 ACAS 지침을 통한 가이드라인 방식으로 규율하고 있다. 영국의 이러한 변화 과정에서는 해고절차 위반의 효과 및 기업 내 분쟁해결제도의 실효성 등에 관한 많은 논의가 있었는데, 이는 향후 우리의 제도적 개선방안 논의에 많은 도움이 되리라 생각한다. Prior to 2004, the handling of breaches of procedure in unfair dismissal cases was based on case law in UK. The House of Lords judgement in Polkey case provided that a dismissal could be unfair purely on procedural grounds. Employment Act 2002 introduced mandatory "three step processes" to be followed in the workplace the handle disciplinary and dismissal matters raised by an employer. This legislation is desirable in the respect of the right of employee, following the public consultation, the Government in UK has decided to repeal this section, so as to revert to the situation which applied previously based on the Polkey line of case. In these alternation, there was many discussion and I think that it will become help in hereafter our legislation. For example, it is considered that it will be possible to regulate Code of practice in National Labour Relation Commission without legislation amendment in the legal evaluation of dismissal process in the monetary compensation system which was introduced with amendment of Labor Standard Law in 2007.

영국의 직업소개업 규율과 시사점

김근주 ( Keun Ju Kim ) 한양대학교 법학연구소 2016 법학논총 Vol.33 No.2

「직업안정법」은 「헌법」상 규정하고 있는 ‘적정임금이 보장되는 고용의 증진에 노력할 국가의 의무’를 구체화하고 있는 법률로써, ① 취업기회 제공, ② 산업에 필요한 노동력 제공, ③ 직업안정 도모라는 입법 취지를 달성하고자 하면서, 그 기본적 이념으로 근로자의 기본적 인권 보호를 설정하고 있다. 그러나 구인 · 구직 방식의 다각화 · 복잡화에 따른 현재의 고용 시스템 하에서 「직업안정법」은 고용서비스의 기본법으로서의 역할을 수행하기에 미흡하며, 이에 따라 전체적인 개편의 요구가 강하게 제기되고 있다. 이러한 논의의 연장선에서, 이 글에서는 직업소개업에 관한 오랜 규율의 역사를 지니고 있는 영국의 직업소개업 규율을 살펴보고, 향후 「직업안정법」개편 논의 시 참고할 수 있는 시사점들을 얻고자 한다. 최근 영국 직업소개업 규율의 가장 큰 특징은 직업소개업에 대한 관리 · 감독을 위하여 직업소 개업감독부라는 별도의 근로감독기관을 설치 · 운영하고 있다는 점이다. 또한 직업소개업에 관한법률에서는 그 적용대상을 구직자로 규정하면서 넓은 의미의 근로자(worker)까지 포함시키고 있다. 그리고 직업소개업자의 근로관계 불개입 원칙 등도 규정하여, 직업소개업자의 자의적 소개를 예방하고자 하고 있다. 이처럼 영국 직업소개업의 적용범위, 이행과 감독 체계, 구직자의 직업 선택권을 보장하기 위한 정보제공 의무 등의 규율 등은 현행 「직업안정법」 개편 논의에서 참고할 사항들로서, 향후 이에 대한 입법적 개선 논의들이 이루어져야 할 것이다. This article aims to find policy implications from employment agency regulations in United Kingdom. Employment Agecy is one of common way to find job in UK, though statistics are disputed, there are currently between half a million and one and a half million agency workers in the UK, and probably over 17,000 agencies. The basic legislation regulating agency work is the Employment Agencies Act 1973(the Act), it has been considerably changed since in the early 1990s. The major change is originated in Deregulation and Contracting Out Act 1994, The conduct of employment agencies and employment businesses regulations 2003(the Regulations), The Gangmasters Licensing Act 2004(Gangmasters Act). The Regulations govern the conduct of the private recruitment industry and establish a framework of minimum standards the clients, both work-seeker and hirers. It regulates various problems about employment agencies and businesses, such as requirements before placing a worker with a hirer, job advertisements, fees to hiring companies(transfer fees), entering into contracts on behalf of work-seekers and hirer, protection of work-seekers and hirers, travel and accommodation for work-seeker and so on. The distinct feature to regulate agency work in UK is the scope of the Regulations and the inspectorate system to make relevant regulations effective. Employment Agency Standards inspectorate(EAS) is part of the Department for Business, Innovation and Skills for ensure compliance with the Act and the Regulations. EAS has powers to tackle employment agencies by seeking compliance with the employment agency legislation. Gangmasters Act provides licensing scheme for laboour providers operating in the regulated sectors. After the 2004 Morecambe Bay cockling disaster, Parliament enacted the Gangmasters Act requiring agencies (gangmasters) in the agricultural, shellfish and food packing sectors to be licensed. According to Gangmasters Act, The Gangmasters Licensing Authority issues these and it oversees and enforces standards requiring employees to be treated fairly.

제주지역 근로조건 개선을 위한 정책과제

김근주 ( Kim Keun-ju ),유선우 ( Ryu Sunwoo ) 제주대학교 법과정책연구소 2016 국제법무 Vol.8 No.2

이 글은 제주지역 근로조건 개선을 위한 시론적 연구로서, 현행 법체계 하 에서 지역단위의 근로조건 개선 정책을 어떻게 추진할 수 있을지에 관하여 분석하였다. 현재 지방자치단체를 중심으로, 생활임금을 통한 최저근로기준 향상이라는 움직임이 나타나고 있다. 생활임금은 지역단위 근로조건 개선을 위한 가장 기본적 방식으로 인식되고 있지만, 구체적인 방식에서는 지방자치단체마다 차이가 있다. 주로 생활임금 논의는 공공부문에 한정적으로 나타나고 있지만, 제주도와 같이 산업별·직종별 단일성이 강하게 나타나는 지역에서는 생활임금을 민간 부문에까지 확대하는 방안도 고려해 볼 수 있다. 더 나아가 「제주특별자치도 설치 및 국제자유도시 조성을 위한 특별법」 제6장(고용 및 노동서비스 증진)에서는「지방자치단체를 당사자로 하는 계약에 관한 법률」에 대한 특례(예외)규정을 두는 등 공공조달계약을 통한 노동조건 확산에 관한 자치권을 행사할 수 있는 법적 근거가 마련되어 있다. 이를 바탕으로 제주도는 공공조달계약에서의 노동조건 활용이 용이하다. 결국 현행 노동관계법령은 국가 단위의 최저 근로조건을 획일화하고자 하지만, 이는 한계가 발생할 수밖에 없으며, 이러한 상황에서 제주도가 `지역 단위 근로조건 규율`에 관한 한 선도적 모델이 될 수 있는 정책적 논의들이 필요하다. This study provides a picture of the employment protection in Jeju Province, examining how local-level policy reforms can be promoted under the current legislation. Korea has witnessed a gradual improvement of minimum working conditions in local authorities by introducing a living wage. Such an inplementation has been accepted as the most fundamental means to improve working conditions, but local authorities show variations in terms of specific ways that each implements. Although the discussion about implementing a living wage has been restricted mainly to public sectors, it can be expanded to private sectors of local areas that present a great level of industrial and occupational unity like Jeju Province. In addition, 「Improvement of Employment and Labour Services (Chapter 6)」of「Special Act on the Establishment of Jeju Special Self-Governing Province and the Development of Free International City」 specifies an exceptional rule of “contract to which a local government is a party”, which provides Jeju Province with a legal basis to exercise authority of improving working conditions through public procurement contracts. In other words, the current labour legislations that aim to standardize minimum working conditions at national level are highly likely to cause limitations when it comes to applying them to different local authorities. In this light, an in-depth policy discussion is needed for Jeju Province to become a pioneering model that can provide local-level regulations on working conditions.