근로자파견법상 고용간주조항의 재검토

노상헌 한국사회법학회 2014 社會法硏究 Vol.0 No.23

Employment considering article in worker dispatching law has a legislative purpose to prevent business of dispatching from extending and popularizing by compelling employers to observe duty of direct employment. Meanwhile, it is regarded dispatched worker as employed worker when dispatching period is over 2 years, employers should make their option to terminate the dispatching contract or employ the dispatched worker and maintain labor relationship. This situation can also causes employment instability to dispatched worker. Although it is a disputable issue, it should be maintained direction to accomplish duty of direct employment because the direct employment is the aim of labor law. Even though the reason why employment considering article was revised to direct employment article in 2006 is not clear, we can not conclude that the reason is to correct unconstitutionality of employment considering article. As a sanction article against illegal dispatch is enforced, in my opinion, the purpose of the revision is that labor and management should make ‘the content’ of labor relationship clear in accordance with labor contract rather than ‘the effect’ of employment considering. Also, in revision of worker dispatching law in 2012. 2. it imposed a duty of direct employment on employers without reference to employment period when it comes to illegal dispatching case. With this, it can be concluded that a legislative settlement about a duty of direct employment to employers is fulfilled.

동아시아 국가의 외국인근로자 유입과 법적 보호

노상헌 한국비교노동법학회 2010 노동법논총 Vol.19 No.-

Following up to the logic of the market for achieving competitive power, a capital movement is stimulated and it makes a labor movement ordinary. According to the figures from UN, it is assumed there are 175 million migrant workers around the world (50million in Asia) and the number of countries emigrant or immigrant them. With this circumstance, here comes a summarization of the laws for the migrant workers. Although Japan doesn’t change their stance to migrant the labors for the unskilled work, it is a fact that they accept migrant workers by indirect way for the field with insufficient labor force. There are a number of migrant workers in the field generally called 3D and almost all of them are illegal workers. They didn’t find a solution for illegal immigrant and work. Due to the fact that Taiwan has the legal migrant workers supply system, there are not so many illegal migrant for the work. However, it is a problem that there is a commission for the process. The migrant workers are under their labor law as a worker and it means they could be treated same as native workers. Singapore and Malaysia treats guest workers differently from their nationality and type of occupation. They treat specialized technician equally and induce a settlement. On the other hand, Singapore is very strict management system for unskilled workers. Our system in Korea is very similar with Japan’s in terms of the category, but there is a difference we run working permit system for migrant worker and in spite of it, there are many illegal migrant workers. It is because of the economy scale, the type and the effect of labor law system and the structure of the labor market. There might be no dissent of the basic principle for the labor law and it should be applied to the migrant workers after they get into our own labor market.

2020년 노동법 중요판례평석

노상헌 대한변호사협회 2021 人權과 正義 : 大韓辯護士協會誌 Vol.- No.497

The judicial precedent is accumulation of interpretation and application as integration of the facts and law. The article reviews major decisions of the Supreme Court on labor law cases in 2020 which are categorized into three categories: employment law, labor relations law and non-regular labor law. In labor cases, it appears that the Supreme Court prefers to prioritize the strict interpretation and fairness of related law over existing practices and the parties’ presumed intentions. Specifically, the existing case law considering an additional rate for calculating an additional allowance was changed in the calculation of the hourly ordinary wage, and the ruling on timing and validity of violation of reemployment duty after dismissal and the judgment on the legal nature of union activities done by the union members, not the workers, are the judgments that established the interpretation of the law. Furthermore, the judgment that arranged the legal character, contents, and permits of direct employment duty shows the perspective of the Supreme Court’s labor law interpretation. 판례는 사실과 법의 통합으로서 해석과 적용의 축적이다. 2020년 대법원 판결 중에서 노동법적으로 중요한 의미가 있는 판결들을 개별적 근로관계법, 집단적 노사관계법, 비정규직 노동관계법으로 분류하여 평석하였다. 노동사건에 관한 대법원 판결은 기존에 형성되어 온 관행과 당사자의 추정적 의사보다는 관련 법령의 엄격한 해석과 공평성을 중시한다는 경향이 이어지고 있는 것으로 보인다. 구체적으로 시간급 통상임금 산정에서 가산수당 산정을 위한 가산율을 고려한 종래 판례법리를 변경하였고, 경영해고 후 우선 재고용의무 위반 시점과 위반의 효력에 관한 판결과 소속 근로자가 아닌 조합원의 쟁의행위 참여의 법적 성격에 관한 판결 등은 법해석을 정립한 판결에 해당한다. 나아가 파견법상 직접고용의무의 법적 성격과 내용 및 효력범위 등을 정리한 판결은 대법원 노동법 해석의 시각을 보여준다.

산업안전보건법과 중대재해 대책

노상헌 한국사회법학회 2020 社會法硏究 Vol.0 No.42

산안법은 안전보건에 관한 기준 확립, 재해예방, 쾌적한 작업환경의 조성을 통하 여 노무제공자의 안전과 보건을 유지하고 증진함을 목적으로 하고 있다. 개정된 산 안법에서 중대재해 관련 규정 중 작업중지의 범위를 명확히 하고 확대하였다. 이는 중대재해 발생 시 작업중지를 통하여 결과 책임을 사업주에게 무겁게 묻겠다는 취 지이다. 산안법은 형벌을 부과하기 위한 법이 아니며, 안전보건관리를 지원하는 법이다. 형벌은 최후 수단이고 비범죄화를 지향하면, 산안법 틀 안에서 벌칙을 강화하기 위 해서는 이론적 논증이 필요하다. 산재는 기본적으로 과실범이다. 과실은 범죄로 성 립되지 않거나 범죄 성립이 되어도 그 책임을 완화하는 것이 형사법 원칙이다. 기본 적으로 과실의 관점에 서면, ‘비용절감’과 ‘공기단축’을 위한 중대한 과실, 나아가 미필적 고의마저 인정될 수 있는 중대재해에 대해서도 실효적으로 대응할 수 없다. 안전보건조치 규정과 감독행정이라는 산안법의 입법목적으로는 ‘중대재해 범죄’에 는 실효적으로 대응할 수 없다는 점에서 중대재해기업처벌법 제정이 논의되고 있다. 중대재해기업처벌은 안전보건조치와 관리체계를 주된 의무로 하는 산안법을 넘는 사 람의 생명과 공중재해에 대한 처벌로서 형사법 영역으로 연구되어야 한다. The Occupational Safety and Health Act aims to maintain and promote the safety and health of labor providers through establishing safety and health standards, industrial disaster prevention, and creating a pleasant working environment. The Amended Occupational Safety and Health Act clarified and expanded the scope of suspension among the provisions related to serious accidents. The amendment intended is to hold the employer accountable for the consequences of work suspension in the event of a serious accident. The Occupational Safety and Health Act is not a law to impose penalty, but to support safety and health management. If the law aims for non-criminalization and punishment is the last resort, theoretical proof will be needed to strengthen penalties within the framework of the Occupational Safety and Health Act. Industrial accidents are basically criminal negligence. It is the basic principle of criminal law that negligence does not constitute a crime, or mitigates the responsibility of the criminal negligence. However, in terms of negligence, it is hard to respond to serious accidents by willful negligence or intention arising under the name of “cost reduction” and “duration reduction”. The enactment of the Corporate Manslaughter Act is being discussed for ‘serious accident crimes’, because the Occupational Safety and Health Acts cannot deal with serious accidents crimes effectively. The Corporate Manslaughter Act should be studied as punishment of crimes for human life and public accidents beyond the Occupational Safety and Health Act, which mainly focuses on safety and health measures and management systems.

고용에서의 차별금지법리 ― 동일가치노동 동일임금 원칙과 비정규직 차별금지법리 ―

노상헌 한국비교노동법학회 2009 노동법논총 Vol.17 No.-

Call for a Quiet Revolution in Adult Christian Education

노상헌 통합연구학회 1989 통합연구 Vol.2 No.2

중소기업의 안정적 인력수급을 위한 법제개선방안

노상헌 한국법제연구원 2005 법제연구 Vol.- No.28

The purpose of this paper is to promote for small and medium enterprises (SME) by the improve the welfare of employees in SME. The business environment in which the SME find themselves remained bleak in general and that their economic turnaround would be harder than was the case for larger enterprises. Their difficulties were attributed to problems such as insufficiency in technology and modern management, lack of qualified and needed human resources. Therefore policies were developed by the legislations to help SME create better working conditions, shorten working hours. Also, policies were advanced to help SME with personnel training and development in order to acquire the type of human resources needed. Now in Korea private sector enterprises are under legal obligation to pay a retirement allowance to their employees(LSA §34). A lump sum retirement allowance is a major pillar of enterprise welfare measure retirement allowance are paid in proportion to the number of years of service at a specific company. Besides the working hours legislation is provided in the LSA, the 44-hours workweek set by the act was gradually shorten 40-hours since 2004. In this paper I tried to argue on three issues. First, we need the system will be designed to help those SME which cannot maintain retirement pension systems on their own. Namely it is SME Retirement Allowance Mutual Relief System. Second, To reduce working hours, introduction of the five-day-week system by the labor-saving measures. Three it seems reasonable to suppose that a system will be designed to transfer of employee between large enterprises and SME. In this system a worker, though his status of large enterprise’s employee remains unchanged, is required to work in SME for a certain period for to encourage the modernization and business upgrading of SME.

고용차별금지법과 차별시정제도의 법적 쟁점

노상헌 서울시립대학교 서울시립대학교 법학연구소 2013 서울법학 Vol.20 No.3

The prohibition of discrimination in employment is an important problem which confront us. It becomes an essential issue that the labor law removes the discrimination and offers equal employment opportunities, fair employment conditions for all persons. From this point of view this article reviews the American Employment Discrimination Law and aims to obtain some suggestions. America has improved anti-discrimination legislation since 1960s and has prohibited extensive discriminations. The purpose of anti-discrimination legislation in employment is for eliminating existing discriminations and for making sure of equal treatment. At this point of view, the dual system for correction of discriminatory treatment in Korea has an advantage that the employee can choose a more friendly and accessible agency. For the effective decisions and recommendations of the National Human Rights Commission, it has to be given the right to bring an action in a court in the case of non-observance. Even though an effect of the American judicial remedy is limited because Korea has no class action, punitive damages, the state's right to bring an action is required to solve the discrimination. Finally, newly introduced request for correction of the Minister of Labor is mentioned. And the role of a labor inspector is important to protect the employees under the circumstances that the number of contingent workers has increased. 고용관계에서의 차별은 긴급하게 해결하여야 할 사회적 과제이다. 차별을 시정하고 평등한 고용기회와 균등한 근로조건을 확보하는 일은 우리 노동법이 성취하여야 할 가장 핵심적인 가치가 되었다. 이러한 관점에서 미국의 차별금지법제와 구제제도를 검토하여 시사점을 얻고자 하였다. 미국은 1960년대 이후에는 차별금지법이 입법되어 왔고, 고용관계에서의 차별에 관한 미국의 인식은 매우 광범위하고 이를 엄격하게 제한하고 있다는 것을 알 수 있다. 고용상의 차별금지법이 추구하는 일관된 원칙은 존재하는 차별을 신속하게 시정하여 동등한 처우를 확보하는 것이다. 현행 복수의 차별시정제도에 대하여 관점을 달리하여 다양한 접근성의 보장이라는 점에서 피해당사자가 보다 우호적이고 접근 가능한 제도(기관)를 선택할 수 있다는 장점을 고려하였다. 또한 국가인권위원회의가 수행하는 차별 판단 및 권고 결정이 실효성을 가지기 위해서는 그 권고가 수용되지 않는 경우 실효성 확보 수단으로 소송권이 필요하다는 점을 비교법적으로 검토하였다. 물론 우리의 경우에는 차별소송의 영향력을 확대할 수 있는 집단소송이나 징벌적 손해배상제도를 채택하고 있지 않기 때문에 미국식의 EEOC 구제제도의 효과는 제한적일 것으로 생각되지만, 차별을 해소하기 위한 국가소송제도가 필요하다는 점은 변함이 없다. 마지막으로 새로이 도입한 고용노동부장관의 직권 차별시정제도를 언급하였다. 비정규직근로자의 증가 등으로 노동의 양극화가 확산되는 현시점에서 노동법에 관한 이해를 바탕으로 근로자 보호규정의 집행력을 담보하기 위한 근로감독관의 역할을 강조하고자 하였다.

인생의 하프타임, 목회자의 하프타임

노상헌 두란노 2004 목회와 신학 Vol.- No.186

노동판례리뷰

노상헌,권오성,양승엽,신수정,정영훈 한국노동연구원 2018 노동리뷰 Vol.157 No.-