최근의 공조기술(공조설비의 자동제어기술) - DDC기술을 중심으로 -

최홍기,Choi, Hong-Ki 대한설비공학회 1985 설비저널 Vol.14 No.3

빌딩중앙관제장치

최홍기,Choi, Hong-Ki 대한설비공학회 1984 설비저널 Vol.13 No.2

초고령사회를 대비한 고령자 고용의 쟁점과 과제

최홍기(Choi, Hong-Ki) 한국비교노동법학회 2020 노동법논총 Vol.50 No.-

전 세계에서 가장 빠른 속도로 초고령사회에 진입하고 있는 우리나라에서의 고령자 고용은 노인을 부양하기 위한 사회적 부담을 줄이면서, 초고령사회에 효과적으로 대비하는 중요한 방안이 아닐 수 없다. 즉, 앞으로 다가올 초고령사회에 있어서 고령자 고용은 급속한 고령화에 대응하는 핵심적인 정책영역으로서, 고령화에 따라 발생하는 제반문제를 근본적으로 접근·해결할 가능성이 있다. 그렇기 때문에 고령자가 계속적으로 일을 할 수 있고, 양질의 일자리를 찾을 수 있도록 하는 고용환경 및 고용시스템을 체계적으로 정비하는 것이 무엇보다 중요하다. 초고령사회에 있어서 고령자 고용은 고용유지와 고용촉진을 종합적으로 포괄하는 정책이 필요하다. 고령자 고용정책의 기본방향은 현재 노동시장 내에 있는 고령자가 계속적인 근로를 통해 가능한 한 오래 머물 수 있는 고용환경의 정비를 위한 차원에서의 ‘고용유지’ 정책과 노동시장에 재진입 하려는 고령자의 진입장벽을 제거하는 ‘고용촉진’ 정책을 통해 구상되어야 한다는 것이다. 물론 실제 고령화의 진전정도와 노동시장 상황 등에 따라 고용유지 정책과 고용촉진 정책 간의 비중은 상이하게 나타날 수 있으나, 기본적으로 고용유지와 고용촉진을 포괄하는 정책이 구상되어야 하며, 이것이 현행 고령자고용법제에 충실히 반영될 수 있어야 한다. 한편, 초고령사회에 있어서 고령자의 고용문제가 심각하게 대두될 수 있다면, 고령자의 고용유지 및 고용촉진이 기업에게도 유리하게 비춰질 수 있어야 하며, 종래의 고용경직성에 대한 부담을 덜어내야만, 고령자 고용에 대한 의욕이 높아질 수 있다는 점을 함께 고려해볼 필요가 있다. 따라서, 이와 관련한 노동법제의 해석 및 운용도 함께 다시 한번 검토해 보아야 한다. 그밖에도 고령자 고용은 청년고용에 지나친 간섭을 초래해서는 아니 되며, 고령자 고용정책과 청년 고용정책은 조화를 이룰 필요가 있다. 저출산·고령화가 급속히 진행되고 있는 현재의 상황에서, 일할 의욕과 능력이 있는 고령자가 활약할 수 있는 장을 만든다는 것은 근로자 개인과 기업뿐만 아니라 사회, 국가 전체의 중요한 과제라 할 수 있다. 향후 초고령사회의 진전된 논의를 기대해본다. South Korea is entering into the super-aged society at the fastest speed in the world and employment of aged is the important task for reducing the social burden on elderly care and preparing for the super-aged society effectively. For the approaching super-aged society, the employment of aged is the key policy for responding to the rapid aging and it holds potentials in fundamentally approaching and solving overall issues caused by aging. Therefore, it is necessary to systematically arrange the employment environment and employment system which help the aged to be involved in labor continuously and find a good job opening. In the super-aged society, employment of aged requires a policy that comprehensively covers employment promotion and employment stability. The basic direction of aged employment policy needs to be devised under the ‘Employment Stability’ policy in the aspect of arranging the environment where the aged in the labor market are able to stay longer by continuous work and under ‘Employment Promotion’ policy which removes the aged’s entry barrier for re-entering the labor market. Of course, the proportion of employment stability policy and employment promotion policy may vary depending on actual progressing of aging and labor market situation. However, the policy basically needs to cover both employment stability and employment promotion and the policy needs to be reflected in the current aged employment law. Meanwhile, if the issue of employing the aged rises seriously in the super-aged society, employment stability and employment promotion for aged may seem advantageous for companies. Also, it is necessary to reduce the burden toward employment inflexibility to enhance the desire for employing the aged. These matters must be considered. Therefore, interpretation and management of related Labor Act need to be reviewed together. Furthermore, aged employment policy should not cause disturbance on job openings for youth and should be in harmony with youth employment policies. In current situation of low birth rate and rapid aging, arranging an opportunity for the aged with desire and ability to work is the important task for the society and the government. Thus, there should be more advanced discussions on employment of the aged in the future.

사내하도급근로자 가이드라인의 개선과제 — 개정된 산안법의 내용을 중심으로 —

최홍기(Choi, Hong-Ki) 한국비교노동법학회 2020 노동법논총 Vol.48 No.-

By recognizing the need to improve the working conditions of in-house subcontract workers substantially, since 2011, the Korean government has enacted and operated “Guideline for protecting in-house subcontract workers’ working conditions,” instead of discussing the distinction between in-house subcontracting and dispatch. This guideline seeks to protect and improve working conditions for in-house subcontract workers. Also, for the sake of proper operation, the guideline plays a specific role in forming a social order for the protection of in-house subcontract workers by promoting protection and improvement of the working conditions of the in-house subcontracting workers, and by providing criteria and direction for the original contractor and subcontractor’s compliance and efforts. On the other hand, on January 15, 2019, the “Occupational Safety and Health Act,” which prevents industrial accidents and regulates matters related to workers’ safety and health, was thoroughly revised and implemented. It is worth noting that many of the significant revisions included matters related to in-house subcontracting. Therefore, this study objectively analyzed and reviewed the main contents of the revised Occupational Safety and Health Act, and then examined whether the guideline for protecting in-house subcontract workers should reflect the contents of the reinforced industrial accident prevention measures for contractors. Until the legislative reorganization concerning in-house subcontracting is done, discussions will need to concentrate on in terms of enhancing the effectiveness of the guideline for protecting in-house subcontracting workers.

조기재취업수당제도의 법적쟁점과 평가

최홍기 ( Hong Ki Choi ) 한국사회보장학회 2012 사회보장연구 Vol.28 No.4

Although unemployment insurance is the latest developed social insurance (Sozialversicherung) system, it functions as the critical means in the country`s labor market policies these days and has great significance than other social insurance. On the other hand, demands of the times on the unemployment insurance challenge the research in the field of social security. In other words, through systematically matching its significance, function and the purpose to some extent from the academic perspective on the various systems on the Employment Insurance Act that is established for the social security, precise interpretation in the field of the Employment Insurance Act needs to be established. By specifically analyzing and accessing the disputes and precedents related to the unemployment insurance that are occurred lately, we should find the limitations and problems that current law has and should be able to provide reasonable improvement. When considering these points, the research that attempted analysis and evaluation for reemployment benefits and associated ruling has its significance. Although precedents related to the employment insurance are not accumulated and detailed reasoning is not entirely satisfactory, this ruling is very positive in that we specifically judge the supply requirements by identifying the actual facts based on the purpose of introducing the early reemployment benefits system.

근로시간 제도의 유연화를 위한 과제

최홍기(Hong Ki Choi) 원광대학교 법학연구소 2024 圓光法學 Vol.40 No.1

노조법상 근로자 개념에 대한 재검토

최홍기 ( Choi Hong-ki ) 고려대학교 법학연구원 2021 고려법학 Vol.- No.102

근로자 개념은 노동법 적용의 출발점이자, 핵심적인 연결점으로써, 노동법의 성격과 외연(外延)을 획정하는 데에 있어서 중요한 기준이 된다. 다시 말해서, 노동법의 적용여부를 둘러싼 판단은 ‘근로자’라는 지위와 직결되고 있으므로, 그 개념적 경계를 획정하는 문제는 이론적으로나 실무적으로도 중요한 과제가 아닐 수 없다. 근로자 개념을 둘러싼 문제는 우리나라뿐만 아니라, 주요 외국에서도 오랜 논쟁의 대상이 되어오고 있다. 현행 헌법은 노동기본권과 관련한 규정을 두면서 ‘근로자’라는 용어를 사용하고 있는데(헌법 제32조 제1항, 제33조 제1항 내지 제3항), 그 의미에 대해서는 달리 밝히지 않고 있다. 결국, 헌법상 노동기본권 규정에 기초해 제정된 노동관계법령상의 근로자 정의규정을 구체적으로 살펴볼 필요가 있다. 이때, 개별적 근로관계법의 기본법이라 할 수 있는 근로기준법(이하, ‘근기법’)과 집단적 노사관계법의 기본법인 노동조합 및 노동관계조정법(이하, ‘노조법)은 ‘근로자’의 정의규정을 각기 달리 두고 있다. 즉, 근기법은 “직업의 종류와 관계없이 임금을 목적으로 사업이나 사업장에 근로를 제공하는 사람”을 ‘근로자’로 정의하고 있는데(근기법 제2조 제1항 제1호) 비해, 노조법은 “직업의 종류를 불문하고 임금ㆍ급료 기타 이에 준하는 수입에 의하여 생활하는 자”를 ‘근로자’로 정의함으로써(노조법 제2조 제1호), 양 법률상의 근로자 개념을 어떻게 이해하고, 해석할 것인지가 논쟁의 주요한 대상이 되고 있다. 최근 대법원은 이른바 학습지 교사 판결을 통하여 노조법상 근로자 개념의 판단을 위한 기준을 구체적으로 정비하고, 이를 통해 근기법상 근로자 개념과의 명확한 구분을 시도하였다. 그리고 일련의 후속판결을 통해 종래의 일시적 실업자 및 구직 중인 자를 넘어, 근로계약관계가 아닌 다른 계약관계에 기초하여 취업 중인 노무제공자에게까지 노조법상 근로자의 지위를 적극 부여함으로써, 노조법상 근로자 개념을 둘러싼 논의를 다시 한번 촉발시키고 있다. 하지만, 현행 노조법상 근로자 개념을 해석하는 부분에 있어서는 다음과 같은 점이 중점적으로 고려되어야 한다. 즉, 헌법 제33조에서 근로자의 노동3권을 규정하면서 ‘근로자’라는 용어를 사용하고 있는데, 헌법은 스스로 근로자 개념을 정의하고 있지 않으므로, 하위법률에 그에 대한 구체화를 위임하고 있다. 따라서, 노조법상 근로자를 확정하기 위한 목적론적 관점은 노동3권의 보장 필요성이 중요시 되는데, 이것은 노동조합을 설립 내지 가입할 수 있는 자가 누구이고 단체교섭권과 단체행동권의 보장 및 그에 따른 성과가 누구에게 귀속되는가를 확정하기 위해 반드시 필요한 개념이라 할 수 있다. 결국 헌법 제33조가 노동3권을 보장한 목적과 노조법의 보호목적을 근거로 노조법상의 근로자 개념을 확정해야 한다. 헌법 제33조는 근로조건의 향상을 목적으로 노사가 집단적 사적자치를 통해 근로조건을 결정할 수 있도록 종속노동을 행하는 자에게 노동3권을 보장한 것이라는 점을 분명히 할 필요가 있으며, 새로운 형태의 노무제공자에게 대해서는 입법정책적 관점에서 노동법적 보호방안을 강구할 필요가 있다. Concept of a worker is the starting point and key connection point for application of Labor Law. It also serves as the important criteria for defining the characteristics and extension of Labor Law. In other words, as the applicability of Labor Law is directly related to the status of “Worker”, defining the conceptual boundary is the crucial task in both theoretical and practical aspects. The issues related to the concept of worker have been controversial not only in South Korea but also in major foreign countries for a long time. The present Constitution has regulations on the fundamental labor rights and uses the term “Worker” (Paragraph 1 of Article 32, Paragraph 1 or Paragraph 3 of Article 33 of Constitution). Still, it does not clarify the meaning of “Worker”. After all, it is necessary to examine the regulations on definition of worker in Labor Relations Act enacted based on the regulations of fundamental labor rights in the Constitution in details. The regulation on definition of “Worker” differ in Labor Standards Act, which is the fundamental act for Individual Labor Relations Act, and Trade Union and Labor Relations Adjustment Act, which is the fundamental act for Collective Labor-Management Relations Act. While Labor Standards Act defines “Worker” as “A person who provides the labor service to the business or workplace under the purpose of wage regardless of type of occupation” (Sub-Paragraph 1, Paragraph 1, Article 2 of Labor Standards Act), Trade Union and Labor Relations Adjustment Act defines “Worker” as “A person who make a living on wage, pay, or other equivalent income regardless of type of occupation” (Sub-Paragraph 1, Article 2 of Trade Union and Labor Relations Adjustment Act. There is ongoing controversy on how to understand and interpret the concept of worker in accordance with Labor Standards Act and Trade Union and Labor Relations Adjustment Act. Recently, the Supreme Court reorganized the standards to determine the concept of worker under Trade Union and Labor Relations Adjustment Act in so-called “Ruling on Home-Visit Teacher” and tried to differentiate the concept of worker from Labor Standards Act. Also, the series of subsequent rulings granted the status of worker not only to the existing temporary unemployed person and job seeker but also to workers who are employed under the contractual relationship different from the labor contractual relationship under Trade Union and Labor Relations Adjustment Act. This once gain sparked off the controversies over the concept of worker under Trade Union and Labor Relations Adjustment Act. However, in regard to interpretation of concept of worker under the present Trade Union and Labor Relations Adjustment Act, following points shall be mainly considered. Article 33 of the Constitution regulates three labor rights of the worker and uses the term, “Worker”. As the Constitution does not define the concept of worker, the subordinate acts are consigned to define the concept of worker in details. Therefore, in the teleological aspect for defining the worker under Trade Union and Labor Relations Adjustment Act, it is important to guarantee the 3 labor rights. This concept is essential to define who is eligible to establish or join the labor union, to guarantee collective bargaining right and collective action right, and to confirm attribution of performance. Thus, the concept of worker under Trade Union and Labor Relations Adjustment Act shall be defined accordance with the purpose of guaranteeing the three labor rights in Article 33 of Constitution and purpose of protection in Trade Union and Labor Relations Adjustment Act. Article 33 of Constitution needs to clarify that three labor rights are guaranteed to the one involved in subordinate labor so that the labor and management are able to determine the labor conditions based on the collective private autonomy for the purpose of enhancing the labor conditions. For new type of workers providing labor service, it is also necessary to seek protective measures under the Labor Law in the aspect of legislative policy.

4.0 산업시대와 집단적 노사관계법 체계의 개편

최홍기 ( Choi Hong-ki ) 단국대학교 법학연구소 2019 법학논총 Vol.43 No.4

The rapid progress of Information and Communication Technology (ICT) in the 4th industrial revolution is requiring cancelation or reformation or conventional concept of ‘Labor’ made during 1st industrial revolution and continuing until now. In response, the conventional labor method where a laborer continuously works at a certain work place, belongs to a specific user, and provides standardized labor to set labor time may collapse completely. Thus, making legal and institutional frames for regulating the newly rising labor offering method reasonably would be the core and preferential task for responding to the 4th industrial era. Collective Labor-Management Relations Act is also related. In the situation where number of people involved in ICT field is sharply increasing, there is a doubt on whether the structure and contents of Collective Labor-Management Relations Act formed and developed for conventional factory workers would function as the normative standard for solving problems in newly rising employment forms. Furthermore, it’s time for conventional opposing and conflicting labor-management relations in industrial fields to change into future-oriented and cooperative relationship. Thus, it is necessary to find the new regulations for Collective Labor-Management Relations Act. This study suggested normalization and flexibility collective autonomy and vitalization of management autonomy as measures for reforming Collective Labor-Management Relations Act. This legally and flexibly guarantees system for adjusting and coordinating the diversity and conflict in interests in industrial field through rationality. This also holds important significance in industrial democracy and development of national economy.

특성화고등학교 용접실습에서 직업기초능력 향상을 위한 문제중심학습

최홍기(Hong Ki Choi),이경택(Kyung Taek Lee) 한국교원대학교 뇌기반교육연구소 2021 Brain, Digital, & Learning Vol.11 No.2

The purpose of this study is to investigate the effect of PBL (Problem-Based Learning) on ‘key competencies’ in a welding practice of a specialized high school. In order to achieve the purpose of this study, a practical class with PBL was developed and applied to students in a welding practice of a specialized high school facility department, and a basic vocational competency test presented in the related prior studies was examined. First, the welding practice with the industrial facility department was analyzed, and the study material and draft for the teaching·learning process to which the PBL was applied were developed, and then corrected and supplemented through expert verification. Next, the industrial facility department students in C industrial specialized high school located in Daejeon were divided into 19 experimental and control groups, respectively, and PBL was applied to the experimental group and traditional learning methods were applied to the control group. Pre/post-tests were conducted to the experimental group and the control group before and after class as a vocational key competency test sheet, and the results were analyzed using the corresponding sample t-test. The results of the study through the above process are as follows. The basic vocational competency of the experimental group improved significantly, and that of the control group did not show any significant change. Therefore, it has been empirically confirmed that PBL has positive effects on the improvement of students basic vocational competency in industrial facility department welding practice.

박동성안구돌출증의 (搏動性眼球突出症) 1예 (例)

최홍기(Hong Ki Choi),정석현(Seok Hyun Jung),최남숙(Nam Sook Choi) 대한안과학회 1969 대한안과학회지 Vol.10 No.1