지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
초록· 키워드
오류제보하기
Korean Union Labor Law had denied plural union system until 1997. In other word, if a labor union was established in a company already, new labor union that the member of labor union are duplicated can not to be established in same company.
In this point, Korean Labor Union Law contained unconstitutionality that violate the right to organize which Constitution Law guarantee. Therefore, many scholars and labor unions have argued to eliminate the clause that prohibited new labor union in same company.
In result, when Labor Union law was amended in 1997, the clause that had been prohibited new labor union was removed. So, there is no problem to establish new labor union in same company.
In the spite of that, the additional rule of Labor Union Law has a grace period of the application of the law and plural labor union system is prohibited until the end of this year. However, the grace period will be expired to end of this year. Beginning next year, any employees can organize new unions in same company.
In this way, if many kinds of labor unions are organized suddenly, many employers and Korean Government worry about occurring a lot of labor disputes between labor unions and employers or other labor unions. So, Korean Government tried to unify plural labor union of collective bargaining.
In Japan, plural labor unionism has been stabilized since Japanese Labor Union Law was enacted in 1946. All of labor unions have the right of collective bargaining in Japan. In this point, japanese collective bargaining system is very different from American collective bargaining system which only the labor union that won in the election has the right of collective bargaining with employer(exclusive collective bargaining system).
In Japan, employer has to bargain in good faith all labor unions. If the employer not to keep neutral attitude, the action of the employer will be unfair labor practice.
As you know, Korean labor law system and labor unionism are very similar to Japanese Labor Law and Unionism. So, it is very useful to research about Japanese Labor Law and Unionism.
In this point, Korean Labor Union Law contained unconstitutionality that violate the right to organize which Constitution Law guarantee. Therefore, many scholars and labor unions have argued to eliminate the clause that prohibited new labor union in same company.
In result, when Labor Union law was amended in 1997, the clause that had been prohibited new labor union was removed. So, there is no problem to establish new labor union in same company.
In the spite of that, the additional rule of Labor Union Law has a grace period of the application of the law and plural labor union system is prohibited until the end of this year. However, the grace period will be expired to end of this year. Beginning next year, any employees can organize new unions in same company.
In this way, if many kinds of labor unions are organized suddenly, many employers and Korean Government worry about occurring a lot of labor disputes between labor unions and employers or other labor unions. So, Korean Government tried to unify plural labor union of collective bargaining.
In Japan, plural labor unionism has been stabilized since Japanese Labor Union Law was enacted in 1946. All of labor unions have the right of collective bargaining in Japan. In this point, japanese collective bargaining system is very different from American collective bargaining system which only the labor union that won in the election has the right of collective bargaining with employer(exclusive collective bargaining system).
In Japan, employer has to bargain in good faith all labor unions. If the employer not to keep neutral attitude, the action of the employer will be unfair labor practice.
As you know, Korean labor law system and labor unionism are very similar to Japanese Labor Law and Unionism. So, it is very useful to research about Japanese Labor Law and Unionism.
#일본의 복수노조
#자율교섭
#노사관계
#성실교섭의무
#공정대표의무
#부당노동행위
#일본노동법
#중립의무
#쟁의행위
#고과사정
#승격
#대량관찰방식
#차별
#지역일반노조
#Self-Collective Bargaining
#Japanese Plural Unionism
#Labor Relationship
#Duty to bargain in good faith
#Duty to keep neutral attitude
#Labor Management
#Unfair Labor Practice
#Strikes
#Japanese Labor Law
#Promotion
#Discrimination
#Area-general Union
목차
Ⅰ. 문제제기
Ⅱ. 복수노조의 법적 지위
Ⅲ. 복수노조문제와 부당노동행위
Ⅳ. 복수노조 병존 하의 노무관리
Ⅴ. 우리나라에 대한 시사
〈Abstract〉
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UCI(KEPA) : I410-ECN-0101-2010-336-001655292