Earticle

초록

영어

The right to work in safe and healty environment is one of the most basic rights of works. Nervertheless, there are still many cases in which a worker is infringed on human dignity by being shamed, hostile, insulted by the dominance, subordination, business supervision of business owner or seniors. Moreover, recent assaults and abuse of power in the workplace, resulting in extreme choices of workers have emerged as serious social issues that bullying in the workplace can no longer be neglected. Since 2019, Korea enacted labor law regulations on harassment prevention law at work. These amendments are very meaningful to regulate the protection of employee’s human rights, personality rights, rights of health and to define employer’s duty in employment policy. Recent trends show the move toward recognizing harassment from the perspective of human rights. This is very encouraging phenomenon for employee and employer. However, under the current system, in particular all matters, when workplace harassment by senior staff with impure intention is perpetrate, remidies system for employee are feeble and helpless. The workplace harassment by senior staff and employer through personnel management actions is generally done with the aim of inducing employees to leave. The reason for this approach is to prevent legal disputes that could arise from the ouright dismissal of the employee, as dismissing employee without a very compelling reason is impossible under current korean law. In this regard, I examine the judicial past cases related to workplace harassment by senior and identify how workplace harassment by senior staff actually reflected in the judgment, its jurisprudence, and judgment criteria. Outcomes in judicial precedents related to workplace harassment by senior staff reveal the imitations of current remedies for workplace harassment. This article suggests new countermeasures to protect employee; strengthening authority of labor supervisor, remedies by labor relation commission, introduction of right to request suspension & prevention. It is desirable to establish an enforcement law that can comprehensively retrieve a employee from harassment by senior staff, taking into account Korea's cultural and social uniqueness.

한국어

직장 내 괴롭힘의 주체가 사용자이고 표면적으로는 사용자의 업무지시권 혹은 인사 권의 행사이지만 실제로는 불순한 목적을 가지고 근로자를 가혹하게 처우하거나 괴롭 히는 경우가 있다. 그러한 경우 현행 근로기준법은 직장 내 괴롭힘의 신고대상자와 처리의무자를 사용자만으로 규정하고 있어 이러한 부당한 사용자의 행위가 제대로 규 제되지 못하는 경우가 있다. 사각지대에 있는 피해근로자를 제대로 보호하기 위해서는 사용자의 업무인사권 행사를 통한 악의적인 직장괴롭힘에 대한 국가의 적극적인 개입 이 필요하다. 신고대상자 및 사후조치의 주체로 사용자 외에 근로감독관 등이 포함되 는 것이 합리적일 것으로 생각되며, 노동위원회를 구제기관으로 추가하고 사후구제뿐 만 아니라 진행중인 직장내 괴롭힘을 시기적절하게 중단시키고 예방할 수 있는 중지예 방청구권 등의 명문화가 필요하다고 할 것이다.

목차

국문초록
Ⅰ. 서론
Ⅱ. 직장 내 괴롭힘 금지 규정
Ⅲ. 업무인사권을 이용한 악의적 직장 내 괴롭힘
Ⅳ. 기존 구제수단의 문제점과 개선방향
Ⅴ. 결론
참고문헌
Abstract

키워드

저자

• 윤우일 [ Woo-il Yoon | 아주대학교 법학전문대학원 교수 ]

참고문헌

발행기관

간행물

표지보기 관심저널 등록

• 간행물명

  아주법학 [Ajou Law Research]

• 간기

  계간

• pISSN

  1976-3115

• 수록기간

  2007~2026

• 등재여부

  KCI 등재

• 십진분류

  KDC 360 DDC 340