연구발표논문초록 : Coke 생성에 의한 Nickel 촉매의 비활성화

심재진,김영걸 (정) ( Jae Jin Shim,Young Gul Kim ) 한국화학공학회 1982 춘계총회초록집 Vol.- No.-

THERMODYNAMICS AND PHASE EQUILIBRIA OF POLYMER - SOLUTE - SUPERCRITICAL FLUID SYSTEMS BY SUPERCRITICAL FLUID CHROMATOGRAPHY

심재진 ( Jae Jin Shim ) 한국화학공학회 1991 추계학술발표논문집 Vol.- No.-

노인일자리사업 참여자의 근로자성에 대한 연구

심재진 ( Jae Jin Shim ) 한국사회보장학회 2013 사회보장연구 Vol.29 No.2

This article, in accordance with the judgment of the Supreme Court about the definition of an employee, examines whether the participants in the Elderly Job Supporting Program(EJSP) is employees, based on the actual situation of their employment relationship. As a result, the first type of the elderly(dispatched-worker type) is not an employee of their agency because the agency simply does job placement and it does not pay those dispatched. This article concludes that with the execption of the dispatched-worker type, all the four types of particpants (Gonik-typ, Bokji-typ, Kyoyuk-type, Sijang-type) in the EJSP are employees of the operating agencies of the EJSP. the second, except for staffing jobs, business and concludes that workers in institutions of all types of jobs performed by the project participants. It has proved that the three types of particpants(Gonik-typ, Bokji-typ, Kyoyuk-type) are definitely employees without any doubt left since their actual employment relationships satisfies all the criteria which the Scupreme Court uses in deciding whether persons concerned are employees. The process of judging whether the Sijang-type participants are employees is rather complicated because they appears self-employed according to constitutions of the operating agencies. The constitutions provides that all the participants are equal in deciding every matter of the agencies. It seems that the payment of the participants depends on the turnover of the agencies. However on a closer look of their actual employment relationship, they are all controlled by the agencies while they are working. Unlike their constitution, they are paid a fixed amount monthly. Even where the agencies have no avenue, the participants are paid through governmental budget funded to the agencies. Since the Supreme Court decides the employment status of persons concerned, relying on their actual employment relationship, the last type of participants are employees.

산업안전보건법의 집행 체계와 방식

심재진(Shim, Jae Jin) 서강대학교 법학연구소 2016 법과기업연구 Vol.6 No.3

산업안전규율체계의 실효성을 강화하는 방향에서 이 글은 산업안전보건법의 집행의 면에서 영국의 사례를 소개하고 이를 한국과 비교하여 시사하는 바가 무엇인지를 살펴본다. 이 글은 산업안전보건법의 집행에 있어 시사점을 줄 수 있는 세 가지의 차이점을 확인한다. 우선 영국에서는 한국에서보다 집행의 방식이 더 유연하고, 단계적이다. 영국의 개선 및 금지통지에서는 이를 이행하지 않을 시에 이행하지 않은 것 자체로 형사적인 처벌이 각각 이루어진다. 또한 개선 및 금지통지와 병행하여 혹은 이러한 관리감독에도 불구하고 사고가 발생하는 경우 산업안전보건법 위반으로 기소를 하게 된다. 개선통지, 금지통지, 그리고 기소가 단계적으로 이루어지며, 사업주 등의 산업안전보건법 위반의 정도에 따라 유연하고 다양하게 대응할 수 있다. 한국에서도 개선 및 금지통지와 유사하게 근로감독관이 시정지시 또는 시정명령 등의 조치를 하도록 되어 있으나, 시정지시는 그 위반에 대한 독자적인 제재수단이 없고, 시명명령은 범죄인지 또는 과태료대상인 경우 범죄인지수사에 함께 병과될 수 있을 뿐이지 사전적으로 될 수 있는 것은 아니다. 두 번째로 집행방식이 영국은 사전예방적인데 비해 한국은 사후관리적이라는 점이 확인되었다. 이 점은 한국에서의 집행과 관련한 법조항 등의 문제에서 발생한 것은 아니고, 예산이나 인력의 현실적인 제약에서 비롯된 것이다. 세 번째로 산업안전보건법의 집행을 위한 궁극적인 제재수단으로서 기업 자체의 형사적 책임이 영국에 비해 상당히 미약한 점을 확인하였다. 이는 산업안전보건법의 집행의 실효성을 약화시키는 한 요인이 될 수 있을 것이다. 산업안전보건법 집행을 유연하고 단계적으로 수행하기 위해서는 행정명령을 영국의 개선(혹은 금지)통지의 역할을 할 수 있도록 개선할 필요가 있다. 그것은 산업안전보건법 제51조의 시정명령을 활용하거나 새로운 조항을 마련하는 방법으로 가능할 것이다. 그리고 산업안전보건법의 집행을 실질적으로 예방중심으로 수행할 수 있도록 인력과 예산, 재정 등의 확충이 필요할 것이다. 마지막으로 법인의 형사책임을 강화할 수 있는 여러 방안을 모색할 필요가 있을 것이다. This article looks at the enforcement of the Health and Safety Act 1974 of the UK in an effort to draw some implications for Korea in terms of improving the effectiveness of its equivalent law. There are three implications for Korea in terms of the enforcement of the health and safety law. The first is that enforcement measures of Korea are rigid and disproportional while those of the UK is flexible and proportional. Administrative remedy for the violation of the health and safety law, such as improvement notice and prohibition notice of the UK, needs to be introduced in order to make the law work properly. Secondly the enforcement of the health and safety law of Korea should put its focus on the prevention of industrial injuries and deaths rather than on the management of undertakings in which industrial injuries and accidents already took place. The current focus on the latter results from insufficient resources and budget for the enforcement of the law. Conversely the enforcement of the law in the UK is made in response to the risk gap before the risk is realised. Thirdly punishment of undertakings for the violation of the health and safety law should be strengthened in order to make them more liable for its violation. The UK directly puts criminal liability on corporations by means of imposing unlimited fine on them. On the contrary, criminal liability of corporations is imposed on the condition that its officer or employees is guilty of the violation of the health and safety law. Fines for corporations are very small given the fact that their turnover is significant. This is because fines are initially designed to be imposed on persons but not corporations.

정규직 전환시 비정규직 근무기간 불인정의 정당성

심재진(Shim, Jae Jin) 서강대학교 법학연구소 2017 법과기업연구 Vol.7 No.2

이 글은 비정규직 근로자의 정규직 전환과정에서 발생한 분쟁사례를 검토한다. 이 사례에서는 정규직 전환된 근로자의 초임호봉을 정하는데 있어서 비정규직 근무기간을 경력으로 인정하는 회사규정을 적용하지 않고 비정규직으로 일했을 때의 급여에 맞추어 호봉을 산정한 것에 대해 다툼이 있다. 이 사례에서의 법적 쟁점은 이러한 호봉산정이 근로기준법상 균등처우조항에 위반되는지와 취업규칙의 불이익 변경 조항에 위반되는지 이다. 대상사건은 기간제법 등의 법적 효과에 의해서가 아닌 비정규직의 정규직 전환은 근로조건에 관한 노동법적 규율체계에 대단히 난감한 상황을 창출함을 보여주고 있다. 이 글은 이 문제에 대한 법원의 판단이 ‘배제’와 ‘회피’로 귀결된다고 주장한다. 대법원과 원심법원 모두 공통적으로 일반직의 호봉산정에 있어서 비정규직 근무기간을 인정하다는 취업규칙 조항의 적용대상에서 원고들과 같은 근로자집단을 배제한다. 그 결과로 법원의 판단에 따르면 원고들과 같은 근로자집단은 자신들의 호봉산정의 방식을 기존과 다르게 변경할 때 마치 존재하지 않은 것처럼 취급을 받게 된다고 이 글은 지적한다. 다음으로 법원은 고용형태가 근로기준법 균등처우조항의 차별금지사유인 ‘사회적 신분’에 해당하는 지에 대해 노골적으로 판단을 회피한다. 또한 법원이 제시한 비교대상자 선정법리는 불충분할 뿐만 아니라 유사한 다른 차별금지법을 전혀 고려하지 않아 부적절하다고 주장한다. 이 글은 입법론과는 별개로 해석론상 고용형태가 사회적 신분의 의미에 포함되어야 한다고 제시한다. This article looks at a case in which it is disputed whether unfavourable treatment against a worker whose employment status is changed from fixed-term worker to a worker with indefinite term is legitimate. This article aims at the extent current labour law protects such a worker from unfavourable treatment in comparison with a worker with indefinite term. A study of this sort matters particularly when the newly elected government recently announced a plan to covert non-standard workers to standard worker in public sector. The first legal mater disputed in the case is whether changes of relevant work rules according to which wages of converted workers has to be determined in consideration of their longevity of non-standard employment are legitimate. According to employment law, changes of work rules are not valid if they are unfavourable against relevant workers and are agreed on collectively by such workers. By deciding that such rules do not apply to the converted workers in the case, the court excludes employment protection as if the workers did not exist. The second legal matter dealt with in the case is whether the denial of the changed work rule in is in breach of the equal treatment clause of the Labor Standard Act. The equal treatment clause provides that an employer must not discriminate against their workers on the grounds of sex, nationality, religion and social status. The fact that wages of the workers converted to standard employment were significantly lower as the employer did not consider the period during which they had been employed as non-standard workers was certainly an unfavourable treatment. However it was not uncertain that the ground of ‘social status’ includes employment type such as that of the workers in the case. Suprisingly the Supreme Court avoided the matter. Instead they decided that the employer’s treatment was not in breach of the equal treatment clause on the grounds that other standard workers were not comparators of the converted workers due to their difference of the process they acquired their standard employment status. The explanation of the Court on comparators were inadequate given that comparators were determined only by similarity of work regardless of the differences of the employment process under the Fixed-term Workers Protection Act.

유동층생물반응기를 이용한 고농도폐수의 처리

심재진(Jae Jin Shim) 大韓環境工學會 1995 대한환경공학회지 Vol.17 No.12

남녀고용평등법의 실효성문제에 대한 고찰 - 동일가치노동동일임금 과 차별의 정의 조항을 중심으로

심재진(Jae Jin Shim) 민주주의법학연구회 2002 민주법학 Vol.22 No.-

N/A

반독립형 연속 가변 댐퍼를 이용한 지능형 현가시스템의 개발

심재진(Jae Jin Shim),김진한(Jin Han Kim),김대원(Dae Won Kim),권대훈(Dae Hun Kwon),배준영(Joon Young Bae),이두형(Doo Hyung Lee) 한국자동차공학회 1999 한국 자동차공학회논문집 Vol.7 No.4

콩미세분말로 제조된 두유 및 전두부의 물성

심재진(Jae-Jin Shim),서지현(Ji-Hyun Seo),소한섭(Han-Sup Soh),유병승(Byoung-Seung Yoo),이삼빈(Sam-Pin Lee) 한국식품영양과학회 2003 한국식품영양과학회지 Vol.32 No.1

전지활성생대두미세분말(micronized full-fat soyflour, MFS)로부터 제조된 두유는 의가소성의 비뉴턴성 유체로서, 고형분 증가와 응고제의 첨가 및 가열에 따라 점도가 증가하였다. MFS용액은 열처리에 따른 점도가 급격하게 증가되는 시점의 온도는 응고제의 첨가 및 단백질의 함량이 증가함에 따라 낮아졌다. 충진형 전두부제조에 적합한 응고제는 가열된 MFS용액에 응고제 첨가 후 MFS용액의 점도를 완만하게 변화시키는 GDL, MgSO₄가 적합한 것으로 나타났으며 전두부용 응고제는 0.1% salt, 0.1% GDL, 0.2% MgSO₄ㆍ7H₂O로 조제되었다. 고형분과 물의 비율이 1 : 6.0인 MFS60용액을 121℃에서 3분간 가열하여 응고제를 첨가하여 제조된 전두부는 견고성과 깨짐성이 양호한 조직감을 나타내었으며, 여기에 SPI를 첨가하여 총단백질이 7.1%인 MFSS60용액으로 제조된 전두부의 경도와 깨짐성(brittleness)은 각각 120 g, 176 g으로 조직감이 개선되었다. Rheological properties of micronized full-fat soyflour (MFS) milk were determined according to solid content, heat-treatment and type of coagulants. Heat-treated MFS milk showed a pseudoplastic flow pattern. The consistency and flow index of heated MFS milk was greatly affected by increasing the concentration of MFS and/or soy protein isolate (SPI). Apparent viscosity of MFS milk was gradually decreased by heating below 60℃, but was drastically increased by raising temperature further. Addition of coagulants and SPI resulted in dropping the temperature that allows to increase apparent viscosity drastically. A coagulant for MFS tofu was formulated based on the gelling property of a single coagulant. The textural properties of MFS tofu were improved using 7.1% total protein fortified with SPI.

사회복지사업법 제정사 연구

심재진 ( Jae Jin Shim ) 한국사회보장학회 2011 사회보장연구 Vol.27 No.2

Current Korean legal system on social welfare is characterized by two distinguishing features: lack of state responsibility and dependency on private sphere; insufficiency of public infra structure on social welfare. This article explores their origin by means of socio-legal analysis of the introduction of the Social Welfare Services Act (SWSA) of 1970. The SWSA of 1970 was introduced in the two socio-legal contexts. The first was that the then Government sought to regulate non-profit incorporated organizations which, funded by foreign voluntary agencies, carried out most of the social welfare services needed for poor people, orphans, and so on. Although the Government did not play any meaningful role in funding such organizations or directly subsidizing those people, it had to monitor and supervise those organizations. In particular, terms and conditions under which the organizations were to be established and run had to be regulated given their significance for social welfare services. The second context behind the introduction of the SWSA of 1970 was that foreign voluntary agencies started to withdraw from Korea in the late 1960s. The amount of the fund that they donated for social welfare services comprised most of the budget actually spent in the 1960s for social welfare services. In preparation of their withdrawal, the then Government sought for an alternative to such foreign aid instead of financially taking the charge of social welfare. In these contexts, provisions on corporations for social welfare, accounting for 16 of 25 sections of the SWSA of 1970 in total, mainly constitutes the Act. Under the Act, all charitable organizations would have to be chartered as a corporation for social welfare in order to perform social welfare services. Consitutional rules for a newly created corporation for social welfare were provided for in the Act. Furthermore a provision in which all charitable organizations were entitled to jointly raising funds for social welfare was made in the Act. However there were no provision for state responsibility for social welfare and the establishment of local administrative offices for social welfare. The then government ignored the petition by a main body representing all non-profit organification for social welfare services for the establishment of such offices. This legislative stance is contrasted with the Japanese SWSA of 1951 from which the Korean Act borrowed its legislative framework. The Japanese Act clearly provided that the state had the responsibility of providing social welfare services and was obliged to establish local administrative offices for social welfare. Overall it is certain that the two main features regarded as the main characteristics of Korean legal system on social welfare is dated back to the 1960s when the SWSA of 1970 was introduced. The features, although gradually modified over last four decades, since have not changed. These findings will go further than previous studies on the legislative history of the Act in the sense that the former approaches the introduction of the Act more thoroughly both in a socio-legal context and in systemic development of social welfare law.