Earticle

本稿は防貧機能を持つ国民年金と救貧機能を備える基礎年金とのある べき改革方向を提示することを目的としている。拠出制度の国民年金が老 後の安定的で持続可能な所得保障制度として機能するためには、事故に備 えた保険制度としての防貧機能に特化すべきである。租税方式ではない保 険料方式の国民年金制度としては当然ともいえる。ところが、国民年金制 度を取り巻く様々な誤解や無責任な避難によって制度に対する不信が高ま り、保険制度としての防貧機能より民間の貯蓄性保険商品のように扱われ ている。国民の自助努力をもとに設計された国民年金制度であれ、公的年 金制度の持つ世代関連帯が大きく揺らぐようになれば、保険料方式ではな く租税方式の基礎年制度も大きな変革を余儀なくされる。つまり、国民年 金が防貧機能を強く持てば持つほど、救貧機能を持つ基礎年金は国民年金 の成熟するまでを部分的に埋める経過的な老人貧困救済の役割を担うよう になり、対象や給付水準も国民年金のそれと密接な関連性を持たざるを得 なくなる。こうした観点から本稿は事前に誠実に保険料を納めてきた国民 とそうでない国民を選別し、ニーズに比例した給付を保障するや役割を強 化するためには、国民年金の防貧機能の最大化こそ救貧機能の極大化であ ることを明らかにし、国民年金と基礎年金との望ましい関係を模索する。

The labor contract means a contract which is entered into in order that a worker offers work for which the employer pays its corresponding wages that could be canceled by non-fulfilment of one’s duty. The Korean Labor Act Article 23 provides “An employer shall not, without justifiable cause, dismiss, lay off, suspend, or transfer a worker, reduce his/her wages, or take other punitive measures (hereinafter referred to as “unfair dismissal, etc.”) against him/her.” but we do not have guidance or interpretation of the Ministry of Labor, there were many significant difficulties in determining the justification of the dismissal. The Korean government has announced the 2016 Fair HR Guidelines, proposed standards for the dismissal. Employers, the lack of business skills of workers failed to significantly and consistently if they import a great loss to the company, do not want to continue to maintain a working relationship. In particular, SMEs and the self-employed are often do not have circumstances conditions and give themselves to strengthen the capacity of the poor performer. Actually, there is very big burden if the management continues to maintain a working relationship with the poor performed employees. According to the Ministry of Employment and ‘Fair HR Guidelines’ for the dismissal of the poor performers it should be used as the final procedure. In this paper, I investigated the cases with The Fair HR Guidelines for dismissal of poor performers and propose the problems and solutions.

The Industrial safety and health law takes the system that imposes the duties on employer for preventing the industrial accidents and disciplines the employer who does not obey the duties. Changes in the labor environment because of technological progress result in new labor types and occupational cluster. At the same time they increase the class of safety vulnerability in society. It affects industrial safety and security risk. On the other hand, the employer can’t perceive the duty to perform because of vast and different amount of Industrial safety and health law. For maximal efficiency of Industrial safety and health law, an interested party, that is the employer and the worker, understands the value of it and obeys it. In other words an interested party should take the friendly attitude toward it. So the friendly attitude of an interested party toward it solve its problems and improve its effectiveness. To take it, first of all , its system need to change. that is to be divided into many specialties according with the kinds of business and to include the content that takes the system of voluntary prevention, enlarges scope and subject of application. In conclusion, the employee and the employer recognize the space of enterprise is the place to realize the human dignity and try their best to do it.