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This paper examines the background and circumstances leading to the adoption of International Labor Organization (ILO) Convention No. 190 and Recommendation No. 206 concerning the elimination of violence and harassment in the world of work. Through discussions and an evaluation of the main contents of the ILO Convention and Recommendation, this paper identifies the characteristics of workplace bullying in Korea and areas for improvement of the so-called workplace anti-bullying law that came into effect in Korea on July 16, 2019. On June 21, 2019, the ILO adopted the Violence and Harassment Convention (C190) and its accompanying Recommendation (R206), which establish the right of everyone to a world of work free of violence and harassment. In defining violence and harassment in the world of work as a range of unacceptable behaviors and practices, the Convention focuses on the harm that may be caused by violence and harassment, whether physical, psychological, sexual, or economic. It also recognizes the specificities of gender-based violence and harassment. The Convention is applicable to every sector in the formal and informal economies across rural and urban areas and covers all workers irrespective of their contractual status, including job applicants, job seekers, volunteers, trainees, interns, apprentices, and workers whose employment has been terminated. The C190 expands the concept of the world of work beyond the immediate physical workplace, covering situations linked to or arising out of work. Moreover, it demands that violence and harassment involving third parties whether they are clients, customers, patients, or members of the public be considered and addressed. It further requires action to mitigate the impact of domestic violence in the world of work, providing a lifeline to victims of domestic violence who might otherwise lose their jobs or be forced to choose between income and safety. Compared to the C190 and R206, the workplace anti-bullying law in Korea has room to improve. First, under the current law, only people in a workplace with five or more employees a threshold for the application of the Labor Standard Act can be legally protected from bullying. A further revision of the legal system is thus inevitable so that the scope of legal protection expands to include workers in workplaces with fewer than five employees, self-employed workers, and special types of employees. Second, it needs to define what gender-based harassment is. Even though Korea has a legal definition of sexual harassment, no specific understanding on gender-based harassment exists. Third, to eliminate bullying and harassment at work, it is necessary to protect people from harassment by third parties. Lastly, although the law in Korea makes provision for the establishment of guidelines or support as government’s effort to prevent bullying and harassment in the workplace, the law does not require mandatory education on workplace bullying. To institute preventive measures, it therefore needs to make education on bullying and harassment mandatory in the world of work.

목차

Ⅰ. 문제의 소재
Ⅱ. ILO 협약 제190호의 채택 논의
Ⅲ. ILO 제107회 총회 논의
Ⅳ. ILO 제108회 총회 논의
Ⅴ. ILO 협약 및 권고의 평가 및 시사점
Ⅵ. 결론
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키워드

ILO 협약 제190호 권고 제206호 직장내 괴롭힘 폭력 젠더괴롭힘 일의 세계 직장내 괴롭힘 금지법 ILO Convention 190 ILO Recommendation 206 workplace bullying violence and harassment in the world of work gender-based harassment workplace anti-bullying law

저자

• 박수경 [ Sookyung Park | 한국방송통신대학교 법학과 박사후연구원 ]

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