고용상 성차별 사건 판례의 검토 = Analysis: The Korean Supreme Court Decisions on Employment Discrimination

다국어 초록 (Multilingual Abstract)

The purpose of this article is to analyze the Korean Supreme Court Decisions on Employment Discrimination. Despite long history of Korean EEO law, there are only 8 or more Supreme Court decisions. Thus it is the limit of this research that there are not enough cases to generalize the position of Korean Court on employment discrimination. However, it is still worthwhile to analyze the Court’s primary employment discrimination cases because it might be a starting point of Korean legal theory of employment discrimination.
This article includes the analysis of 4 cases. The first case is so called “marriage dismissal” case. The second case was filed by married women workers who were the victims of constructive dismissal. These women were forced to resign under the reduction of workforce policy, just because their husband were working for the same company. In both cases, the Korean Court focused on whether the plaintiff proved that they were fired by employers. It was very strict standard for women workers. The third case was related with the criteria of RIF. The contested criteria had adverse impact on married women, though, the Court refused to apply the EEO law to this case. The last case was the only case woman worker won. It seems to be the first case the Korean Court applied the concept of indirect discrimination under the Korean EEO law.
The analysis of these four cases illustrate that the Korean Court still does not have the legal framework to test employment discrimination cases. It seems not to accept the unique concept and characteristic of EEO law. The Court still deal with these cases under the general labor law framework. Even though Korean EEO law states the shifting the burden of proof to employers, the Court hesitate to apply this provision.

목차 (Table of Contents)

• Ⅰ. 들어가며
• Ⅱ. 주요 판례의 검토
• Ⅲ. 판례의 평가
• Ⅳ. 마치며
• 〈Abstract〉

참고문헌 (Reference)

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