인문학
사회과학
자연과학
공학
의약학
농수해양학
예술체육학
복합학
DBpia AI
AI 에이전트
AI 아이디어
AI 리더
AI 뷰어
Citeasy
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지원사업
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커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
초록·키워드
The main characteristic of the current amendment on dismissal laws is the introduction of mandatory deposit system for implementation and dismissal compensation system.
This amendment can be evaluated in a positive manner on the ground that it ensures the effectiveness of relief order from the Labor Relations Commission and improves the elasticity of relief system.
Especially, the amendment to notify a lay-off worker of the cause and time of dismissal in a written form is very desirable because there have been continued disputes between parties on the settlement of factual relation regarding the existence of dismissal measure.
Despite this forward-looking amendment of the dismissal law, this paper tries to complement several insufficient aspects of the amendment.
First, the diversification of relief method needs to be considered after taking the concept of constructive dismissal in British law into account.
Second, we need to contemplate how to reinforce the reconciliation on dispute resolution process. Moreover, in the long run, the labor court needs to be introduced in order to improve the dismissal relief system.
Third, dismissal conditions need to be stipulated in a statutory form in order to accept the principle of appropriate dismissal process and to rationally manage the interests between labor and management.
Fourth, the period of dismissal notice needs to be adjusted in proportion to the length of service in order to make full use of the function of dismissal notice.
Fifth, although the intension of resignation is declared, the revocation should be allowed within a certain period of time(for example, 7 days) in order to secure the legal stability.
This amendment can be evaluated in a positive manner on the ground that it ensures the effectiveness of relief order from the Labor Relations Commission and improves the elasticity of relief system.
Especially, the amendment to notify a lay-off worker of the cause and time of dismissal in a written form is very desirable because there have been continued disputes between parties on the settlement of factual relation regarding the existence of dismissal measure.
Despite this forward-looking amendment of the dismissal law, this paper tries to complement several insufficient aspects of the amendment.
First, the diversification of relief method needs to be considered after taking the concept of constructive dismissal in British law into account.
Second, we need to contemplate how to reinforce the reconciliation on dispute resolution process. Moreover, in the long run, the labor court needs to be introduced in order to improve the dismissal relief system.
Third, dismissal conditions need to be stipulated in a statutory form in order to accept the principle of appropriate dismissal process and to rationally manage the interests between labor and management.
Fourth, the period of dismissal notice needs to be adjusted in proportion to the length of service in order to make full use of the function of dismissal notice.
Fifth, although the intension of resignation is declared, the revocation should be allowed within a certain period of time(for example, 7 days) in order to secure the legal stability.
본문·목차
인공지능 문자 인식 모델을 통해 추출된 텍스트로, 일부 오타나 오류가 포함될 수 있으나 지속적으로 개선 중입니다.
오류를 발견하셨다면 해당 부분을 드래그한 후 ' 를 통해 신고해주세요.
오류를 발견하셨다면 해당 부분을 드래그한 후 ' 를 통해 신고해주세요.
최근 본 자료 전체보기
UCI(KEPA) : I410-ECN-0101-2013-336-000553515
