저자의 연구 키워드

저자의 연구 키워드

#갱신기대권

#계속 고용 거절의 합리적 이유

#계속 고용 기대권

#고령자

#고용승계기대권

#교섭대표

#교섭창구 단일화

#교원노조법

#구제신청대상

#규범적 효력

#그 밖의 징벌

#근로관계 결정규범

#근로관계 자동종료약정

#근로자

#기간제근로자

#기술·노력·책임·작업조건 등

#남녀고용평등법

#노동기본권

#노동위원회

#노동조합의 정의

#노조법 제32조 제3항 단서

#단체협약

#단체협약 불이행 및 위반

#단체협약 해지

#단체협약의 시정명령제도

#단체협약의 종료

#단체협약의 효력

#단체협약의 효력확장제도

#동일가치노동 동일임금 원칙

#동일노동 동일임금

#동종의 근로자

#미조직근로자

#법상 노조 아님 통보

#부당노동행위

#불리한 처우

#불이익 취급

#비교대상자

#비교방법에 따른 불리한 처우와 합리적 이유

#비정규근로자

#비정규근로자에 대한 차별시정제도

#사업의 완료에 필요한 기간

#사업장에서의 복수노동조합

#사정변경원칙

#설립심사제도

#성차별

#성희롱 피해자 등에 대한 불리한 처우 금지

#소수 노동조합

#시용기간

#시정명령 불이행시 형사처벌

#시정명령의 내용

#시정신청대상

#여후효

#연공급 임금체계

#외부 규율설

#위법성

#위탁·용역·도급계약 등 아웃소싱계약

#유리성 원칙

#인사평가

#인사평가로 인한 결과(임금 삭감 등)

#일반적 구속력

#자동연장협정

#정규직 전환 기대권

#정규직 전환 채용 기대권

#정년 후 재고용 기대권

#지노위 및 중노위의 판정

#지배·개입

#지역적 구속력

#직접적 효력

#차별금지

#차별금지 대상

#차별적 처우

#취업규칙

#편입설

#평등원칙

#합리적 이유

#합리적인 이유

#해고자

#행정관청

#협약능력

#협약자치의 한계

#a review system of the registration of trade unions

#act on trade unions for teachers

#administrative agency

#administrative order to modify unlawful contents of collective agreement

#after-effect

#Article 32 Subparagraph 3 Proviso of Trade Union and Labor Relations Adjustment Act(TULRAA)

#automatic extension clause

#collective agreement

#collective bargaining representative

#Comparable Employee

#Consignment Contract etc. Outsourcing Contract

#criminal penalty for the order violations

#decisions of NationalLabor Relations Commission and Local Labor Relations Commissions

#definition of trade unions

#direct effect

#Discriminatory Treatment

#dismissed persons

#doctrine of fundamental change of circumstances 〈clausula rebus sic stantibus〉

#Dominating or Intervening

#effect of the collective agreement

#Elderly

#Employment Relations Automatic Termination Agreement

#Equal Employment Act

#equal wage for equal labor

#etc.

#Expectant Right to Continued Employment

#expiration of collective agreements

#extension system of collective agreements

#favorability principle(Günstigkeitsprinzip)

#Fixed-term Employee

#Gender Discrimination

#general binding force

#geographical binding force

#illegality

#incorporation theory

#independent governing theory

#Irregular Employee

#Labor

#labor fundamental rights

#Labor Relations Commission(LRC)

#Less-favorable Treatment

#less-favorable treatments and reasonable grounds by a comparative method

#limit of industrial autonomy

#minority trade union

#multiple trade unions at a workplace

#nonfulfillment and violation of collective agreement

#nonnative effect

#normative effect

#Other Punitive Measures

#outlawed trade union notification

#Period Required to Complete a Project

#Personnel Evaluation

#Principle of Equal Pay for Equal-value Work

#Principle of Equality

#Probationary Period

#Prohibition of Discrimination

#Prohibition of the Disadvantageous Treatment against a Sexual Harassed Employee

#Reasonable Ground

#Reasonable Grounds for Refusing Continued Employment

#Renewal Expectant Right

#Responsibility

#Right to Expect Conversion to Regular Employment

#Right to Expect Employment Succession

#Right to Expect Re-employment after Retirement

#Right to Expect to be Converted to Regular Employment

#rules of employment

#Seniority-Based Pay Systems

#single bargaining channel

#Skills

#Subject Matters of Correction Request

#Subject Matters of Remedy Request

#subjects of the anti-discrimination

#termination of collective agreement

#the anti-discrimination procedure for irregular employees

#the capacity to conclude collective agreements

#the norms of decision on labor relations

#The Results of the Personnel Evaluation (Wage Cut, etc.)

#unfair labor practices

#Unfavorable Treatment

#unorganized workers

#workers

#workers performing the same kind of job

#Working Conditions, etc.