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논문 기본 정보

자료유형
학술저널
저자정보
저널정보
중앙대학교 법학연구원 法學論文集 法學論文集 제41권 제3호
발행연도
2017.1
수록면
299 - 330 (32page)

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초록· 키워드

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In the case of that a labor-management council decides the matters concerning working conditions, the effect of the decision be questioned. When we accept the effect of collective agreement for decision of labor-management council about the matters concerning working conditions, there is possibility that the right to bargain collectively for trade union representatives may weaken, and that the decision of labor-management council can be abused for the purpose of avoidance from the rules of the industrial action or unfair labor practice on the Trade Union and Labor Relations Adjustment Act, from authentication voting of union members on the constitution of a labor union. Thus, it is necessary to clarify about the requirement for recognition of efficacy and judgment standard as a collective agreement for the resolution of labor-management council. Considering that the matters concerning working conditions is the subject matters of the collective bargaining, and that the purpose of the labor-management council system and the collective bargaining system are different from each other, and that the matters concerning working conditions is not called out on the Act on the Promotion of Worker Participation and Cooperation(APWPC) as the matter of the labor-management council resolution, it is judged that the matters concerning working conditions cannot be decided at the labor-management council. Therefore, the resolution of the labor-management council about the matters concerning working conditions has no effect to determine the working condition of an employees. Because the labor-management council is only a conference system, not taking a legal position as the contracting parties. But the resolution of the labor-management council about the matters concerning working conditions can be recognized as a collective agreement in case of that the resolution is satisfied with the formal-practical requirements as a collective agreement or is based on the delegation article of a collective agreement. Unless the resolution is not satisfied with the formal-practical requirements as a collective agreement or without the delegation article of a collective agreement, the resolution cannot be recognized as a collective agreement. And also, the resolution of the labor-management council about the matters concerning working conditions cannot be recognized as a work rules, because the resolution procedure does not follow the provisions concerning the work rules on the Labor Standard Act. But although the resolution of the labor-management council about the matters concerning working conditions cannot be recognized as a work rules, both parties may request a sincere commitment to the promise.
#단체협약 #노사협의회 #의결사항 #단체교섭 대상 #근로조건 #Collective Bargaining Agreements #Labor Management Councils #Resolution #Subject matters of Collective Bargaining #Working Conditions

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참고문헌 (23)

참고문헌 신청
Gaylor / 1953 / The Legal Effect of Collective Agreement in Great Britain / Proceedings of New York University Six Annual Conference on Labour : 147 ~ google schola 菅野和夫 / 2007 / 日本勞動法 / 법문사 google schola 고용노동부 / 2011 / 노사협의회 운영 매뉴얼 google schola 국회법제실 / 2011 / 법제실무 / 세븐스가든 google schola 김기섭 / 1993 / 노·사 합의된 단체협약체결권 사항 조합원 총회 추인에 따른 효력 / 노동법률 (32) google schola

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