ATmega128을 활용한 습도 제어 화분 관리 시스템 설계 및 구현

김재훈(Jae-Hun Kim),김대섭(Dae-Seop Kim),김상민(Sang-Min Kim),김진국(Jin-Guk Kim,),김홍영(Hong-Yeong Kim),박성균(Seong-Gyun Park),임지훈(Ji-Hun Im),이철균(Cheol-Gyun Lee) 대한전기학회 2014 대한전기학회 학술대회 논문집 Vol.2014 No.7

쟁의행위 법제도의 개선

김홍영(Kim, Hong Young) 성균관대학교 법학연구소 2009 성균관법학 Vol.21 No.3

For advanced industrial relations, to improve the legal system as to industrial actions, we shall make the policies which are ‘self adjustment of labor disputes and peaceful industrial actions’ to promote social dialogue of labor and management. To promote self settlement of labor and management, the appropriate pressure methods are guaranteed to labor and management. So, as to labor sides, in case of strike which is only denial to offer one's work service, the freedom of strike shall be recognized and the crime of business interference shall not be applied to that strike. Therefore the policy of exclusion of the crime of business interference to apply to a strike is proper. This article is suggestions that in the Criminal Act the crime of business interference should be maintained, but in labor law an express provision should be made newly that the strike shall be applied the crime of business interference by the Criminal Act. As to management sides, the freedom to continue operations shall be recognized, so the policy to relax the prohibition of alternative work is proper. The current labor law has a provision to prohibit alternative work, that no employer shall hire persons or use replacements during a period of industrial action so as to continue works which have been stopped by industrial actions. But that provision of prohibition is criticized by many arguments, and not exited in most other countries's labor laws.

상여금의 임금성 여부

김홍영(Kim Hong-Young) 서울대학교 노동법연구회 2006 노동법연구 Vol.0 No.21

법학전문대학원에서의 노동법 교육방법론

김홍영(Kim Hong-Young) 한국노동법학회 2010 노동법학 Vol.0 No.35

The educational method on labor law at law school is for the educational goal of law school and to consider relations in bar exam. The basic courses are subject on the Labor Standard Act and the Trade Union and Labor Relations Adjustment Act. And the courses must not put emphasis on theories but case laws. It is important to study and to understand the case materials, to apply it to another case. The standard case book of the basic courses have thirty subjects to contain about two or five cases, totally about ninety cases. For the efficient and accurate understanding, the students should study the cases by full text. If not to relate case law to facts, it is difficult to understand issues and logics. In the lecture at class room, the professor should use the interrogatory method of teaching, that is in the form of questions and answers. Form now on we should decide detailed curriculum of labor law courses, educational contents and methods, forms of bar exam, etc. It is necessary of cooperation of professors and readership of the Korea Labor Law Society.

부당해고 구제절차에서의 금전보상 제도 및 이행강제금 제도

김홍영(Kim Hong-Young) 한국노동법학회 2007 노동법학 Vol.0 No.25

(1) The Labor Standard Act revised on the beginning 2007, introduces the money compensation system and the penalty money system for compulsory performance, but eliminates the criminal case punishment regulation against an unfair dismissal. The Labor Relations Commission shall make a remedy order to the employer, who dismissed the employee unfairly, to reinstate the employee, or to compensate money to the employee who dose not want reinstatement. In case that the employer does not execute a remedy order up to the time period, the Commission shall issue the penalty money to him. Therefore the new systems, that are the money compensation system and penalty money system for compulsory performance, let the remedy for unfair dismissal more effective. (2) The Commission can make an money compensation order, only if the employee dose not want reinstatement, but can not by employer's application or of the Commission's own authority. The currant relief systems for unfair dismissal are two separate tracks. The one is that the Labor Relations Commission make a remedy order, and the other is that the court make a judicial decision in civil proceedings. To give the power to the Commission, to make an money compensation order in spite of the employee's will, let the dispute more complicated and the resolution system more ineffective. Because that the employee who is dissatisfied to a money compensation order, but wants reinstatement, is able to make the civil suit of the separate way. (3) The total money of compensation must be sufficient, so far as the money compensation system is applied positively. The compensation becomes accomplished, not only wages for dismissed period but also the money to compensate against the loss of the future labor profit which it follows in job loss. In this article, I propose an model which calculates job loss compensation considered one's tenure of office and wage level. (4) The relief process by the Commission for unfair dismissals are completed systematically and perfected by the introduction of the penalty money system for compulsory performance. Those are thought desirable features that the Commission shall repeat to issue penalty money until the employer perform a remedy order, and that levy standards are different top and bottom in type of violation. (5) In the current law any one who has violated remedy order which were finalized shall be punished. As the method to compel to perform an administrative order, the economic compulsion like penalty money is more desirable than the punitive punishment. So the punitive punishment should be eliminated in the law.

사회통합과 비정규직 노동법의 변화

김홍영(Kim, Hong-Young) 한국법학원 2013 저스티스 Vol.- No.134-3

사회통합에 관해 노동법적 분야에서 가장 중요한 주제는 비정규직에 대한 규율일 것이다. 이 글에서 필자는 비정규직 중 특히 기간제 근로에 집중하여 노동법의 역할을 조망하였다. 사회통합을 위하여 기간제 근로를 규율하는 노동법의 역할은 노동법의 근본이념 내지 기본정신인 ‘노동의 존중’에 충실하여야 한다. 기간제 근로에서는 고용의 불안, 임금 등 근로조건의 차별 및 저하 등의 현상이 나타나는데, 이는 기간제 근로자의 노동을 교체 가능한 저가의 상품처럼 취급하는 ‘노동의 소외’이다. 이 논문에서는 기간제 근로에 대한 현행 법제도의 규율을 고용의 보장과 근로조건의 보장 두 측면에서 고찰하면서 노동의 존중의 측면에서 재평가하였다. 현행 기간제법의 차별시정제도는 제대로 활용되기 위해서는 근본적인 개선이 시급하다. 그렇지만 한편으로는 우리의 노사관계는 차별시정제도만으로는 기간제 근로자에게 적정한 임금 등 근로조건을 보장하기에 근본적으로 한계가 있다. 그러므로 기간제 사용이 예외적이도록 제한하여야 할 필요가 높다. 현행 기간제법처럼 사용기간의 제한을 지속하는 경우에도 교체하여 반복 사용하는 것을 막아야 하며, 고용에 대한 불안을 해소할 수 있는 방안이 모색되어야 한다. 이러한 규율 태도가 노동의 존중을 위한 것이며 사회통합에 기여하는 것이라 생각한다. The regulation for non-regular workers will be the most important topic in the field of labor law about social integration. In this article, I view the non-regular workers in fixed-term employment by focusing on the role of labor law. To social integration, the role of the labor laws governing fixed-term employment shall be faithful to respect the labor. Respect for the labor is the fundamental ideology or the basic spirit of the Labor Law. The insecurity of employment and the discrimination and the degradation phenomena of working conditions such as wages, about fixed-term employment appears. Fixed-term workers are treated like commodities replaced by available low-cost, which is the alienation of labor. This paper was to investigate two important aspects of the current legal regulations on a fixed-term employment, the guarantees of employment and the guarantees of working conditions, in terms of respect for the labor while reassess. Of the current the fixed-term employment act, the correction system of discriminatory treatment in order to be properly utilized, there is an urgent need fundamental improvements. On the other hand, however, the correction system alone to ensure adequate wages and working conditions for fixed-term workers, there is a limit because of our labor relations specificity. So that the fixed-term employment should be restricted to be used exceptionally. Even if the current regulation by use period restrict lasts, the changed and repeated use of the fixed-term should be prohibited and the measures that can relieve anxiety about employment should be sought. I think these regulations attitude will respect for the labor and that will contribute to the social integration.

PSC박스거더 장대교량의 ILM 시공시 교량길이의 수축량산정과 실물교량 적용결과 분석

김홍영(Kim, Hong Yung),신철호(Shin, Chul Ho),이종빈(Lee, Jong Bin),김태섭(Kim, Tae Sup) 한국콘크리트학회 2009 한국콘크리트학회 학술대회 논문집 Vol.2009 No.11

노동분쟁에 대한 노동위원회의 역할과 개선과제

김홍영(Kim Hong-Young) 한국노동법학회 2005 노동법학 Vol.0 No.21

KTX 승무업무는 도급이 가능한 업무인가?

김홍영(Kim, Hong Young),양현(Yang, Hyun) 성균관대학교 법학연구소 2013 성균관법학 Vol.25 No.2

Seoul High Court recently judged Korea Railway, an operator of the KTX had not established employment relationship but also dispatched relationship with the KTX female attendants. It seems contradictory judgement unlike the existing ruling with respect to similar matters. The decision is based on that the work of the KTX female attendants can be divided into safety services and passenger services performed independently each other. In the respect of KTX female attendants serve in a coach, however, it is difficult to spilt their duties. Moreover, the judgements presented weak grounds and only the extremely superficial indicators to prove the contractor(Korail Retails)'s management and personnel independent from Korea Railway, which such ruling is difficult to agree. Rather implied employment relationship established In the jurisprudence of the Supreme Court, it would be reasonable to admit the establishment of a direct working relationship between the KTX female attendants and Korea Railway.

출연연구기관 융합기술 연구네트워크 구조 분석

김홍영(Hongyoung Kim),정선양(Sunyang Chung) 한국기술혁신학회 2015 기술혁신학회지 Vol.18 No.4

본 연구는 국가과학기술연구회(구, 기초기술연구회 및 산업기술연구회) 산하 출연연 24개 기관이 출연금과 정부수탁과제로 집행한 최근 3개년간(2011~2013)의 연구과제중 국가과학기술표준분류의 중분류 기준으로 2개 이상의 기술을 연구하는 융합기술 연구과제를 사회연결망분석 기법을 활용하여 기술간에 어떠한 네트워크 구조를 가지고 있는지를 분석해 보았다. 분석결과 출연연의 융합연구는 국가연구개발사업의 전체 융합연구와 비교할 때 더 활발하고, 다양한 기술분야에서 수행되고 있음을 확인할 수 있었다. 또한 외부기관과 공동연구에 의한 융합연구보다 내부에서 더 활발히 융합연구가 이루어지고 있음을 확인하였다. 그리고 융합기술의 네트워크 중심성을 파악하여 융합연구의 중심역할을 하는 기술이 내부중심형 기술과 외부중심형 기술로 분류된다는 것을 확인하였다. 융합연구는 단순히 기술간의 융합만을 뜻하는 것은 아니다. 출연연은 융합연구 활성화를 위해서 단순히 다기술 연구만을 수행하지 말고, 신기술, 신산업을 창출할 수 있는 융합연구 영역도 창출해야 할 것이다. 이러한 관점에서 본 논문은 출연연의 융합연구 현황 및 네트워크 분석을 통해 출연연의 융합연구를 활성화를 위한 역할에 대한 정책적 시사점을 제시하고 있다. This paper examines the presence of network structures among convergence technologies focusing on national R&D projects performed by GRIs(Government-sponsored Research Institutes) in Korea. The dataset of convergence technology projects, which were conducted by 24 GRIs over 3 years (2011-2013), are analysed using the network analysis method. In this paper, a convergence technology project is defined as a project that consists of 2 or more then 2 technologies according to the intermediate classification of National Standard Classification of S&T. The research results confirm that convergence researches of government-sponsored research institutes are performed more actively than the entire convergence researches of national R&D projects. Furthermore, technological fields of GRIs’ convergence projects are found to be much more varied. This paper also shows that in-house researches are more active than collaborative ones with external organizations. According to the network centrality analysis, it is identified that the network central characteristics of convergence technologies can be classified into internally oriented technologies and externally oriented technologies. Convergence technologies do not just mean simple mixture of different technologies. Therefore Korean government-sponsored research institutes should make more efforts to create convergence research areas which could generate new technologies and industries more effectively than simple multidisciplinary technology researches. From this perspective, some policy suggestions can be derived on the role of government-sponsored research institutes for activating convergence researches through the analysis of status of convergence researches and networks of institutions.