교섭창구단일화와 관련된 노동위원회 분쟁의 현황과 평가(Ⅰ) - 공정대표의무 위반을 중심으로 -

전형배,강선희,김용진 노동법이론실무학회 2015 정기학술대회 Vol.2015 No.01

외국인근로자의 노동인권

전형배 한국비교노동법학회 2010 노동법논총 Vol.18 No.-

Approximately 213 million individuals or 3.1% of the world's population currently reside in a country other than where they were born. According to ILO statistics, about 40 million persons are working as migrant workers. In addition, ILO estimates that a 50 million are members of a migrant worker's family. This means that one in every forty or fifty persons is a migrant. In case of Korea, there are about 550,000 migrant workers, which occupy 2% of economically active population. Most of these migrant workers are working under the labor condition of lower wage and longer working hours compared with the domestic workers. This differences cause serious discrimination problems concerning the human rights of migrants connected to the national migrant workers policy. This article approaches these problems from the human rights' (in employment) point of view. This view point can analyze the human rights of migrants with the aspects below - individual rights, collective rights, social security rights, and rights to migrant worker's family. This study suggests a few reforms on the legal system affecting migrant workers. First, host state must provide migrant workers with enough information on the jobs they will take charge of. Second, host state has to guarantee the initial period of one working year which is provided for in the law concerned as a basic employment contract term. Third, migrant worker should have the rights to unemployment insurance, which is linked to the period of stable residency. Fourth, to secure migrant workers' right to equal pay for the equal value work, systemic and careful job evaluation should be set up. Fifth, there should be strict restriction on the employers who conduct human rights abuse repeatedly. Sixth, migrant workers in irregular condition have the collective rights to assemble, so that state should get rid of any obstacles to it. Last, careful access is needed when dealing with the accompanying family members who require much more social consideration and support.

영국의 경영상 해고와 시사점

전형배 노동법이론실무학회 2014 정기학술대회 Vol.2014 No.06

근로자파견에 관한 판례법리 분석

전형배 대한변호사협회 2014 人權과 正義 : 大韓辯護士協會誌 Vol.- No.443

고용노동부가 2013. 9. 발표한 「2013년 상반기 근로자파견사업 현황」에 따르면 2013년 6월말을 기준으로 파견사업 허가업체 수는 전국적으로 2,168개이고 파견근로자의 수는 133,083명이다. 위통계에 따르면 1998년 이후 근로자파견업체와 파견근로자의 수는 매년 증가세에 있다. 이에 따라 파견근로와 관련한 법적 분쟁도 늘어나고 있는데 이 논문에서는 대법원의 판례를 주된 소재로 하여 관련분쟁의 유형을 정리하고 그에 따른 판례 법리의 경향을 종합·분석하려고 하였다. 먼저, 초기의 판례 법리는 도급과 파견의 구분 혹은 파견과 묵시적 근로계약관계의 구분이 중요한 쟁점이 되었고 이는 지금도 파견과 관련하여 큰 쟁점이 되고 있다. 이에 따라 본문에서는 도급, 파견, 묵시적 근로계약관계를인정한 대표적인 사례를 언급하고 판례로부터 추단할 수 있는 3자의 구분 기준을 정리하였다. 다음으로, 근로자파견이 성립되었을 경우 사용사업주가 파견근로자에 대하여 부담하는 안전보호의무의 법적성격에 대한 판례를 분석하였는데 최근 대법원은 이를 묵시적 계약관계에 따른 채무로 파악하고 있다. 끝으로, 구 근로자파견법 아래에서 불법파견 혹은 파견업체의 변경이 있는 경우에도 고용의제 규정이적용될 수 있는가를 판단한 판례를 검토하였다. 특히, 후자의 쟁점은 파견실무에서 종종 일어나는 현상이라서 향후 정립되는 판례 법리를 주의 깊게 살펴볼 필요가 있다. 본문에서는 위 판례를 순서대로 요약하여 설명한 후 그간 이루어진 학계의 논의를 정리하고 각 판결이 남기고 있는 법리적 시사점을 제시하였다. According to the government statistics, the number of temporary work agencies is2,168 and that of agency workers is 133,9083 as of June 2013. These numbers are increasingconstantly since 1998. As the number of workers involved in agency works increases, legaldisputes concerning agency works are rising and the courts have made a few important decisionswhich constitute the legal interpretations about agency work. This paper sums up those decisionsand analyzes legal logics of those precedents. The court decisions contain following issues: ① apractical criteria for judging between genuine subcontract and sham subcontract, and a helpfulcriteria for distinguishing the implied contract of employment from the illegal use of labor, ②end-user’s duty of care against agency workers based on contractual relationship, ③ requirement for constructive employment relation between end-user and agency workers which is regulated inAct on the Protection, Etc of Temporary Agency Workers.

노동판례리뷰

전형배,양승엽,강선희,김린 한국노동연구원 2021 노동리뷰 Vol.190 No.-

중대재해기업처벌법 입법안 소고

전형배 노동법이론실무학회 2020 노동법포럼 Vol.- No.30

The beginning of the campaign to enact the Corporate Manslaughter Act in Korea is largely influenced by the UK legislation of the Corporation Manslaughter and Corporate Homicide Act 2007. Several types of heavy punishment legislation on the corporate have been initiated by the 20th National Assembly considering the UK law. The Bill initiated by the Justice Party in June also has referred to the UK’s 2007 Act. But they all focus mainly on strengthening the sentence without breaking through the old penalty system of the Occupational Health and Safety Act. In my opinion, the special bill should clarify that Occupational health and safety crimes are not crimes of individual workers but crimes of corporations, and ask for primary responsibility for the company. This article suggests the direct criminal liability of corporations, their primary responsibility on occupational safety and health crimes, and other measures to the chief executive officer responsible for the corporate crimes.

산업안전보건법의 해석과 정책 방향

전형배 한국노동연구원 2021 노동리뷰 Vol.200 No.-

산업안전보건법의 적용범위 확대와 대표이사에 대한 책임 강화

전형배 노동법이론실무학회 2017 노동법포럼 Vol.- No.22

The Occupational Health and Safety Act(OSHA) article 1 provides that the purpose of the Act is to maintain and promote the safety and health of employees through prevention of industrial accidents by establishing standards on industrial safety and health and clarifying where the responsibility lies, and through creation of a comfortable working environment. The main point of this purpose clause is that this act considers the health and safety issues on the employees who have employment contracts with the employers. But today’s way of supplying labours is not restricted to the employment related methods, which means OSHA should cover the different types of labour-supplies. This article shows some types of labour-supplies which should be taken care of, and the legislative method to protect them. In addition, this article also suggests new type of order for the CEOs to take health and safety lectures by way of an administrative order, because the effective enforcement of health and safety policy in the premises depends on the CEOs’ attitude toward the health and safety system.

노동조합 전임운용권과 권리남용

전형배 민주사회를 위한 변호사모임 2010 노동판례비평 Vol.14 No.-

인사평가의 정당성

전형배 노동법이론실무학회 2016 노동법포럼 Vol.- No.17

‘Korea Labor Standard Act’ provides as follow: an employer shall not, without justifiable cause, dismiss, lay off, suspend, or transfer a worker, reduce his/her wages, or take other punitive measures against him/her. Commonly speaking, there are 3 types of dismissal as to each cause: general dismissal, penalty dismissal, and redundancy. Among them, the fairness of performance appraisal has a close relationship with general dismissal. The general dismissal could be defined as a termination of employment contract by the reason of breach of employment contract. Therefore, the breach of contract is the justifiable cause in general contract. According to the Supreme Court Decisions, bad performance review could be a justifiable cause of dismissal, but the Court has not presented a clear and fair criteria for performance appraisal. This paper is one of the models which show the fairness of performance appraisal. The fairness this paper suggests is composed of 4 elements as follows: ① reasonableness of criteria composition, ② fairness of applying the criteria, ③ validity of result, ④ procedural fairness.