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韓國勞使協議制度에 관한 硏究
- 韓國勞使協議制度에 관한 硏究
- Other Titles
- A STUDY ON THE SYSTEM OF LABOUR-MANAGEMENT COUNCIL IN KOREA
- Issue Date
- 대학원 법학과
- 이화여자대학교 대학원
- The frequent occurance of labour disputes during the process of industrialization have laid crucial restraints on the social stability and national development in Korea. Here we have had a facing problem to establish the stability of labour relation and the labour-management co-operation system. Under these circumstances, it has been emphasized to enforce The Labour-Management Council system to cope with this problem. The enactment of The Labour-Management Council Law on December 30, 1980, brought a good opportunity for its settlement as the co-operative labour relation system. But, there are still many problems and preconditions to be fulfilled for its substantial settlement and development.
This thesis is to search such problems and preconditions, further, to suggest some measures for the reform to them. The programs of this thesis are as follows.
Ⅱ. The meaning and characteristics of The Labour-Management Council System in Korea.
Ⅲ. The developing procedure and background of The Labour-Management Council System in Korea.
Ⅳ. The content and legal framework of The Labour-Management Council System in Korea.
Ⅴ. The problems of The Labour-Management Council in Korea.
Ⅵ. The settlement and substantialization of The Labour-Management Council System in Korea.
The basic problem of The Labour-Management Council System in Korea is that it has been introduced and expanded as the counter-presentation to the restriction of The Collective Barganing System and as a result, that it has been confused with the Collective Barganing system. The object of The Labour-Management Council System is that it recognize workers' participation and plan to promote common interest of labour and management by means of co-operation and consultation. Therefore, it must be clearly differentiated from The Collective Barganing System that pre-supposes conflicting labour relation systems and plan to improve working condition. Besides, two systems have not substitutive relations but mutual-complemental relations because that two systems are labour relation systems to modernize labour relation and to improve substantive workers' position. Therefore, these two systems should be developed parally as two pedestal of labour relation systems. By the way, eventhough the existing Labour-Management Council law made it clear in principle that these two systems should be discriminated from each other, it put them so close in some aspect such as the regulations about establishment and composition of Council. Furthermore, the company union system has brought the co-existence of these two systems in a single company. As a result, The Labour-Management Council System contains the possibility of being overlapped by The Collective Bargaing System and it may weaken the activity and the function of the labour union. The best way to overcome these problems is that The Labour Management Council System must be operated as the system of substantive workers' participation in management.
The workers' participation in mamagement is important mark to differenciate The Labour-Management Council System from The Collective Bargaing System, at the same time, the future of The Labour-Management Council System depend on it. And the upbringing of workers' participation, with the establishment of profit-distribution system, is a indispensable precondition for the settlement and substantiality of The Labour-Management Council system in Korea. Therefore, Workers' participation in management must be approved positively within our Constitutional order. And the benefit of workers' co-operation for the improvement of productivity should be repaid to workers through profit-distribution system, therefore, it is required that The Labour-Management Council system should contain such a system.;勞使協議制란 勤勞者의 經營參加를 本質로 하면서 相互協調와 協議를 통하여 勤勞者의 福祉增進과 企業發展을 도모하는 協同的 勞使關係制度이다. 따라서 對立的 勞使關係를 前提로 하면서 勤勞者의 團結과 團體交涉 또는 團體行動을 통하여 勤勞條件의 維持, 改善을 도모하는 團體交涉制度와는 制度的으로 區別되어야 한다. 또한 勤勞者의 協調와 生産性向上등의 企業發展에의 協力을 誘導할수 있는 「給付」를 勤勞者에게 제공하는 것을 그 制度的 出發点으로 하여야 할 것이다.
이러한 觀点에서, 本 論文은 우리나라 勞使協議制가 진정한 勞使 關係의 安定 및 勞使協調體制의 確立이라는 時代的 使命에 부응할 수 있도록 하고자 그 問題点을 指摘하고 改善方案 및 先行條件을 提示하고 있는 것이다.
이리하여 第2章에서 우리나라 勞使協議制가 團體交涉制度와는 基本原理와 目的, 憲法的 根抛, 當事者, 處理對象과 方法面에서 制度的으로 區別되는 協同的 勞使關係制度로서의 意義를 밝히고 비록 消極的이나마 經營參加的 勞使協議制로서의 意義 및 機能등을 규명하였다.
第3章에서 우리나라 勞使協議는 時代的 當面課題의 遂行을 위한 基礎整備作業으로서 團體交涉制度의 制約에 대한 反對給付로서 導入, 擴大, 定着되었다는 發展過程과 成立背景을 규명하였다.
第4章에서 우리나라 現行 勞使協議制의 基本原則과 苦衷處理制度 등의 內容 및 法的 構造를 批判的인 視角에서 分析 論議하였다.
第5章에서 우리나라 勞使協議制가 團體交涉과의 現實的인 混在, 勞動組合의 機能을 弱化시킬 수 있는 可能性 勞使雙方의 認識과 理解의 不足등과 같은 運營上의 問題 뿐 아니라 設置上, 構成上에서도 상당한 問題点 및 未備点을 안고 있음을 指摘하고 그 改善方案을 提示하였다.
第6章에서 우리나라 勞使協議制가 진정한 協同的 勞使關係制度로서 定着하고 內實을 期하기 위해서는 勤勞者에 대한 給付로서 經營參加와 成果分配의 提供이 先行되어야 한다고 主張하였다.
第7章에서 結論으로 勞使協議制와 團體交涉制度는 代替的 關係가 아니므로 倂行하여 發展시켜야 勞使關係의 진정한 安定을 도모할 수 있다는 것과 經營參加制度를 活用·育成하고 成果分配制度를 確立하여야 勞使協議制度가 勞使協調體制로서 定着·發展될 수 있다는 것을 主張하였다.
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