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In Korean criminal procedure, a corporation could be punished only through the Joint Penalty Provision. In order to apply the Joint Penalty Provision, a natural person’s violation of the law must first be confirmed. This natural person is called a violator. The the Korean Supreme Court rules that the violator is the person who bears the specific and direct obligation to fulfill the each content of the laws, not the person responsible for safety and health in premise generally such as general manager of health and safety. This article presents an amendment model of charging the general manager of health and safety, analyzing the concept of “considerable attention and supervision” enacted in the current law.
There is a lot of discussion on the teaching method at law under the Korean law school system. This discussion is resulted from the reflective consideration on the teaching methods conducted widely at undergraduate law lecture level. The main critique on the classical method is that it inclines to theory education too much, not solving the real legal problems relevantly. Not a few scholars have been suggesting case method teaching and problem based lecture, answering this challenge. This article deals with the case method of teaching which optimizes lecture process and efficiency. By the way, when one adopts case method to law lectures, there may be various specific ways of adoption as many as the number of lecturers. Though the manner this article is introducing is only one type of them, the researcher of this article carried out an actual lecture with new case method of teaching, which helped strengthen the credibility of the research outcome. The actual lecture was done in first semester(2008) and 24 students took this class. The lecture process has 5 steps to organize the class systematically and communicate the legal points to the students, using judicial precedents. To evaluate the scholastic achievements and satisfaction of students objectively, the researcher conducted three surveys composed of a few questions, requiring students to give grade on a scale from 1 to 10 and compared the scores of the intermediate examination and those of the final examination. This research suggests following 6 recommendations about the case method of teaching at labor law. First, before lecturing a main legal theory, cast a question connected with the theory on the students. Second, sum up the correspondence hand out by 2 pages. Third, when explain the judicial precedents to the students, stressing out the important points clearly. Fourth, motivate the students to be active in the quiz at the end of lecture. Fifth, be confident of special effect of this teaching method. Finally, develope the various types of examination questions to evaluate the students objectively.
This article is aimed at situation where clients use contractors. It tries to analyze the general health and safety responsibilities of clients and contractors to protect each other and their workforce. These responsibilities, if not properly managed, can lead to events that could prove costly to all parties. This article mainly focuses on the United Kingdom's health and safety legislations and case studies showing what can happen when things go wrong. As well as the immediate effects, further consequences can arise from delays to the work itself and claims for damages. Even though the British occupational health and safety system is somewhat different from our country's system, this paper sums up the United Kingdom's laws and experiences to 3 parts. First, General Clauses at laws play important role in the British heath and safety system. Second, Throwing away common law doctrines, she introduces strict responsibilities on employers by statue laws. Last, There are special legislations on the high risk industry such as construction industry.
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.
우리나라 산업안전보건법은 1981년 12월에 제정된 후 1990년 1월 전부개정된 바 있다. 이후 약 28년 만에 전부개정안이 마련되어 2018년 11월 1일 정부 제안으로 제20대 국회에 제출된 상태이다. 이번 개정안은 법률의 전부개정이다 보니 조문의 배열이 많이 바뀌었고 현행 산업안전보건법에서 규정하고 있지 아니한 새로운 제도 도 상당수 도입되어 있다. 이에 따라 이글에서는 산업안전보건법 전부개정안의 내용 을 개괄하여 보고, 전부개정에 따라 필요한 구체적인 후속조치로서 무엇이 필요한지, 그리고 전부개정안임에도 여전히 부족한 부분이라고 생각되는 것은 무엇인지 살펴보 았다. 법률의 보호대상에 특수형태근로종사자와 배달종사자를 포함시키고, 사망사고 등 중대재해가 빈발하는 도급사업에서 도급인의 책임을 강화하였으며, 화학물질관리 제도를 근로자 건강장해예방이라는 시각에서 개혁한 점 등이 큰 변화이다. 그럼에도 보건부문에서 지속적으로 제기된 사항이 반영되지 못한 것은 아쉬움이 있는바, 전면 개정이후에도 필요한 보완을 위하여 지혜를 모아야 할 것이다. The Occupational Health and Safety Act was enacted in December 1981 and was fully revised in January 1990. After about 28 years, full amendments were made and submitted to the 20th National Assembly on November 1, 2018. This amendment is a full amendment to the law, so the arrangement of the articles has changed a lot and many new systems have been introduced that are not prescribed in the current Act. This article outlines the amendments and explains what is needed as a concrete follow-up to the amendments. The main changes are as follows: ⓵ the protection of special type workers and delivery workers, ⓶ the reform of the chemical management system reflecting perspective of workers' health disorder preventing, ⓷ the strengthening of contractors' responsibilities in contracting projects where serious disasters such as deaths are frequently happen. Nevertheless, it is regrettable that the health chapter of the law is not able to reflect the issues that have been continuously raised, so that the wisdom should be gathered for the necessary supplements even after the full revision.
Lately, Korea Supreme Court made a decision that representative director should be liable for pay damages to employees which are caused by his willfully sham closing of business based on the civil act article 750(torts). In addition to that judgement, Japan court decided that representative director should be liable for pay damages to employees which are caused by his management failure based on the Japan commercial article 266-3(1). The article Japan court referred to corresponds to Korea commercial act article 401(1). The Civil Act Article 750 provides that any person who causes losses to or inflicts injuries on another person by an unlawful act, willfully or negligently, shall be bound to make compensation for damages arising therefrom. The Commercial Act Article 401(1) provides that If directors have neglected to perform their duties wilfully or by gross negligence, they shall be jointly and severally liable for damages to third persons. These two decisions mentioned above are good examples that the civil act article 750 and the commercial act article 401(1) could play an important role to check the company directors' management. And also, if a management decision has a close relation to employment protection, those clauses could function as a check restraint used by employees