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Das Arbeitsrecht dient dem Schutz des Arbeitnehmers. Grundstäzlich soll das Arbeitsnormgesetz auf alle Arbeitnehmer ohne Diskriminisierung angewendet werden. Aber die Hauptvorschriften der Arbeitsbedingungen finden nach Maßgabe der §11 Arbeitsnormgesetz auf die Arbeitsverhältnisse der arbeitnehmer, die im kleinen Betrieb arbeiten, keine Anwendung in Korea. Die Vorschriften des Kündingungschutzes, der Arbeitzeit, usw. gelten nicht für die Betriebe, in denen in der Regel fünf oder weniger Arbeitnehmer beschäftigt werden. Schließlich werden die Hauptvorschriften der Arbeitsbedingungen nach der Große des Betriebs different angewendet, obwohl die Arbeitnehmer, die im kleinen Betrieb arbeiten, im Vergleich zu der im großen Betrieb arbeitenden Arbeitnehmer die gleiche or ähnliche Arbeitsleistung erbringen. Der betriebliche Geltungsbereich wurde durch die Änderung des Arbeitsnormgesetzes und Rechtsverordung in Korea erweitert. Es kann verfassungswidrig sein, den betrieblichen Geltungsbereich des Arbeitsnormgesetzes nach der Große des Betriebs einzugrenzen. Aber das koreaniche Verfassungsgericht hat entschieden, dass der Gesetzgeber nach der angemessenen Berücksichtigung der Zahlungsfähigkiet des Inhabers und Verwaltungskapazität des Staates auf die kleine Betriebe keine Anwendung der einigen Vorschriften des Arbeitsnormgesetzes finden kann. Die Anwendungsausnahme von Kleinbetrieben knüpft daran an, dass die Inhaber derartiger Betriebe Schwierigkeiten bei der Anwendung des komplizierten Arbeitsnormgesetzes haben. Die Rechtsprechung der koreanischen Verfassungsgericht hat insbesondere die folgenden Gesichtspunkte herausgearbeitet: Finanzausstattung der Arbeitgeber des kleinen Betriebes, Verwaltungskapazität des Staates. Trotz der Gründen der Anwendungsausnahmen von Kleinbetrieben besteht es die Schutznotwendigkeit für die im kleinen Betrieb arbeitenden Arbeitnehmer. Denn sie bleiben in Unsicherheit des Arbeitsplatzes und arbeiten mit dem niedrigen Arbeitslohn. Danach gibt es leider keine Möglichkeit, dass sie durch den Kollektivvertrag(Tarifvertrag, Betriebsvereinbarung) geschützt werden können. Zur zeit waren Gesetzentwürfe der Änderung des Arbeitsnormgesetzes im National Assembly gelangt. Sie enthalten die Ausdehnung des Geltungsbereiches für die Kleinbetriebe im Arbeitsnormgesetz. Der Gesetzgeber muss diese Entwürfe fortschrittlich im Gesetzgebungsverfahren diskutieren. Die Hauptvorschriften des Arbeitbedingungschutzes(Arbeitzeit, usw.) im Arbeitsnormgesetz sollen auf die im kleinen Betrieb arbeitenden Arbeitnehmer angewendet werden.

The Constitution explicitly protects the right to take Collective Action as basic workers' rights. Although Trade Union and Labor Relations Adjustment Act provide regulations associated with the right to collective action, its practice is restricted. The Labor Union Act provide us with Labor dispute and Industrial Action. Article 3. and Article 4. include the provisions to reduce the burden on workers from Industrial Action and Collective Bargaining; "No employer shall claim damages against a trade union or workers in cases where he/she has suffered damage because of collective bargaining or industrial action under this Act" and "The provisions of Article 20 of the Criminal Code shall apply to justifiable activities undertaken to achieve the purpose of Article 1 as collective bargaining, industrial action, or other activities by trade unions". Three fundamental workers' rights are labour rights regulated by the Constitution. These are the right adopted in many countries as well as the international norms admitted by UN and ILO. There is no doubt that industrial action is considered as the the practice of the right to collective action. The Industrial Action called 'union', 'dispute situation', 'their claims achievement', 'use of force' has already included illegal substances. Employers lodged a compensation claim against the exercise of the workers' right to strike, which is used state punishment power if it comes to that. It is said that it is an unfair practice, the conduct should be limited. If workers are going to take Industrial Action, it is certain that it is done in a fair way. Moreover, it is required to establish the concept of the industrial action that are not included collective action. Limitaion or restrictions of actions that are not included in the concept of the industrial action will be applied.

A new act for supporting job seekers(kyushokusha-sienho) was legislated in Japan recently. It is aiming at supporting persons who are under unemployment and at the same time taking vocational training trying to get a new job. Global economic crisis enlarged the size of unemployment and this should be considered in a different way because of its structural features. In Japan, there had been a few temporary measures to cope with mass unemployment, which included giving money for persons under the vocational training. The Act was legislated with the continuous needs for supporting persons under the unemployment afterwards. Basically the Act holds two aspects in the point of view of what it aims. Does the Act pursue employment stability or income security? This is closely connected with another question of priority, that is getting a new job through training or securing minimal income with the condition of participating in training. In Japan, thee answer is more or less close to the former. Also it takes different characters at the same time. First, it can be thought as an extension of employment insurance. Second it also is another way of public assistance. This a little ambiguous complex makes financial systems of the Act very difficult, mainly who will be in charge of the business, finances of employment insurance or general account of the state. There actually has been a huge gap between employment insurance and public assistance until now. Act for supporting job seekers helps persons who are not under coverage of employment insurance, but still have the will of training for getting a new job, trying to escape the stigma of public assistance. It gives a certain amount of money in cash to the persons who are participating in a vocational training sincerely. It has some positive effects, helping persons to get a new jobs, avoiding the traps of welfare - moral hazard. But still has many problems as well, above all things the difficulties in the relations with other systems of social security. Now we are under similar situation of mass unemployment, and experiences in Japan can be one model of law system for these problems, certainly is suggesting an inspiration for our systems.

In der vorliegenden Arbeit geht es um eine Evolution der Rechtsformen für den Fremdpersonaleinsatz im deutschen Recht. Früher ging es bei der Rechtsprechung des Bundesarbeitsgerichts meistens um die Abgrenzung von Werkvertrag und Arbeitnehmerüberlassung. In vielen Fällen der Rechtsprechung des BAG wurden die Fremdpersonaleinsätze als eine Arbeitnehmerüberlassung anerkannt. Und zwar wurde die Regulierung auf die Arbeitnehmerüberlassung verstarkt. Diese regulierte Arbeitnehmerüberlassung gab den Unternehmern Gelegenheit, Erscheinungsformen des Fremdpersonaleinsatzes zu entwickeln. Das ist als eine Evolution der Rechtsformen für den Fremdpersonaleinsatz zu bewerten, so dass Erscheinungsformen des Fremdpersonaleinsatzes aufgrund der Privatautonomie der Unternehmen hoch entwickelt wurden. Zuerst erfaßte der Trend zur Fremdvergabe solche Tätigkeiten, die wie Reinigungsarbeiten, Wartung oder Logistik etc. zur unwesentlichen Teilbereichen der Unternehmen gehörten. Inzwischen erstrecken sich Erscheinungsformen des Fremdpersonaleinsatzes auf die Kerntätigkeit der Unternehmen. Der Verfasser besuchte eine deutsche Firma in der Metallindustrie, um diesen Trend zu bestätigen. Dort hat man den Fremdpersonaleinsatz in den Produktionsprozeß durch eine industrienahe Dienstleistung benutzt. Auch im Rahmen einer komplexeren Produktion hat die Abteilung des Einkaufs in dieser Firma zu jeden Arbeitsgängen der Produktion den Antrag der Subunternehmer angenommen, die eine Abteilung wie Wartung, 'Facility Management', 'Roll Shop', Kranführung etc. betreiben möchten. Die Firma und die Subunternehmer haben einen Vertrag zur Abteilungsführung abgeschlossen. Allerdings hat diese Firma alle Arbeitsprozesse durch das EDV-System kontrolliert. Aber der Auftraggeber har kein Direktionsrecht an die Fremdpersonal der Subunternehmer geübt. Das ist keine Arbeitnehmerüberlassung, sondern eine freiheitliche Fremdvergabe, bei denen der Rechtsformzwang für den Schutz der Arbeitnehmer überhaupt nicht funktionieren kann. Unsere Gesetzgeber und die Rechtsprechenden müssen ernsthafte Aufmerksamkeit für diese Evolution der Erscheinungsformen für den Fremdpersonaleinsatz im deutschen Recht und der deutschen Unternehmenspraxis zeigen.

Disability is what the risk of industrial society is presented to the outside. In that point, the disabled people are capitalist systematic victims. The main reason of low disability employment rate is not the physical inability to perform their tasks. It is because of the insufficient job opportunities open to the workers with disabilities and lack of considerations for them in our work environments. Therefore the quota levy system is a very useful way to improve employment of the disabled. But it has some legal issues. Legal problems occur when the levy is imposed on (private) non-profit organizations doing social service voucher work. They have two kinds of workers. One is their own employees for the inherent purpose of an organization. The other is workers employed only to do the social service voucher work entrusted from the government. The amount of levy is calculated on the basis of the number of all employees and it becomes varied depending on how the number of employees is count. If the workers employed only for the voucher work are also included, the financial burden of the organizations becomes much higher. This can sometimes threat the survival of its own. This article studied the issues on the levy system imposing excessive financial burden to the non-profit organizations doing voucher work from the perspectives of “who is finally responsible for employment of the disabled?” and “who is the ultimate employer of the workers employed only for doing voucher work?”.

In regard to relatedness between work and diseases, there are two theories. One requires adequate causation between the two and the other does work relatedness rather than its adequate causation. From this point of view it may be more proper to say that it is sufficient only with reasonable relations. Employers have the duty of protection against health hazards in work places, and it is needless to say that industrial accident insurance is more effective than tort. In case that the causes of occupational diseases are one which the employee has had originally and the other which has aroused by health hazards of his work environment, Korean Supreme Court judges occupational diseases by relatively loose standards, and it thinks employees have the duty of proof. In spite of the judgements of the Supreme Court. I think employers should have the same kind of duty to prove evidences against the occurrence of the diseases during the employees' work period. Especially the number of diseases that occurred in certain hours and time after having injuries or accidents but the causes of the occurrence or deterioration of the diseases are unknown has increased. Practically because it is very difficult to assume the causation of the diseases and to measure carcinogens, the transfer of proof responsibility is needed. It is because it is difficult to accept occupational diseases only with the adequate causation that carcinogens can be the only reason of occupational cancer. So we should acknowledge work related cancers caused by carcinogens.

最近では、経済・環境の変化に応じて、多様な雇用形態、企業単位の複数労組制度の施行などによって労働法制度、構造、柔軟な労働時間制度が急変しつつ、様々な形の権利紛争と人事・経営権をめぐる労使紛争が増える傾向である。これまで労働委員会運営上の様々な問題点が指摘されてきており、迅速・公平な事件処理のためにインフラの拡充が必要であるという問題提起があったが、これに対する改善策が出遅れてきた。したがって、変化している法制度と環境の変化において、労働委員会の運営上における実務上の検討すべき事項を争点別にその現状と問題点、改善方案の体系で検討する必要がある。本稿では、労働委員会の運営上の重要な業務である労働争議の調整業務、不当解雇・差別是正など審判の仕事、複数労働組合の業務分野を中心に、労働委員会の運営上の現状と問題点、改善方案をそれぞれ考察した。労働委員会の運営上の改善策を以下のように要約・整理できる。第一、｢労働紛争の調整業務分野｣では、調整対象を集團的な労使関係の運営事項にまで拡大しなければならない。また、現在の集団的労働紛争に対する指導業務が、雇用労働部の支庁と労働委員会に二元化されているので、これを労働委員会に統合して効率的かつ一貫して運営しなければならない。過去の労使紛争解決中心の調整活動も予防中心の労働紛争の調整活動として展開しなければならない。第二、｢労働委員会の運営上の不当解雇などの審判業務分野｣で不当解雇、差別是正などの審判業務分野と関連して継続的雇用関係を特徴とする労働紛争の特性上、和解制度を活性化しなければならない。不当労働行為に対する立証責任を使用者に転換して履行強制金や過料賦課ができるようにし、労働委員会の救済命令の実効性を確保しなければならない。第三、｢労働委員会の運営上の差別是正及び複数労組の業務分野｣では、まず、差別是正業務と関連し、差別通報制度の実効性を確保するために、これを担当する労働監督官に対する専門的かつ体系的な教育強化プログラムを設計・施行しなければならない。また、複数労組制度の施行上の混乱を最小限にとどめるためには、調査報告書及び決定書の標準案を作成し活用しなければならない。そして交渉単位の分離決定、公正代表義務違反などの事件に対する統一的な処理基準を設けて施行しなければならない。

The basic principle of Employment Permit System (EPS) are subsidiarity principle, the transparency principle, the principle of respect for the market demand, short-term circulation principle, the principle of non-discrimination. Government, reflecting the realistic needs and the interest conflict between the foreign worker and the employer, has undermined the basic principles of the Employment Permit System (EPS) The government reflects the realistic feasibility, while does not emphasis on the legal validity. Therefore, weighted by the uncertainties of the foreign workforce policy, inefficiency and institutional stability of the foreign workforce policy in the long-term perspective is spoiled. For the settlement of the Employment Permit System (EPS), the government should not be obsessed with only the benefit of stakeholders(the foreign worker and the employer). By not departing from the basic principles of the Employment Permit System (EPS), there is a need to establish the principles of the Employment Permit System (EPS). First, the transparency principles of the foreign workforce transmission process is to recognize a certain degree of achievement. However, In order to secure the transparency in the process of transmission of the MOU countries, the improvements should be presented. Second, the government is not easy to make the corporate profits and the labor rights issues compatible. Therefore, sustained by government ambiguous policies, often cause confusion. Especially conflict between the foreign worker and the employer in the change of workplace is most severe. The minimum limit in workplace change is necessary. However, it is reasonable to restrict exceptionally, but in principle to ensure the workplace change in terms of the right to work on the environment. In order to quickly resolve the conflict surrounding the workplace change, it is also necessary to install and operate agencies with authority to investigate and judge that fact. Third, there is a need to strengthen the function of legislative policy in order to prevent the contraction of the domestic labor market and enhance the self-regulation for inflows of domestic workers. Current Employment Permit System (EPS) adhere to the principles of the short-term circulation. In practice, however, the legislative purpose that stipulate to use the skilled worker or reemployment in EPS conflict with that principle. In the future, Employment Permit System (EPS) should establish clear principles about whether or not to use foreign workers as workforce settled. Fifth, the employment permit system stipulates as basic principle the same treatment for the same work principle. However, to some extent exists objective discrimination such as exclusive blooded ritual, cultural discrimination, racial discrimination. Special employment system (H-2) that assumes the discrimination between foreign workers is contrary to the principle of complementarity. Therefore need to be accessed by the general standards of the Employment Permit System (EPS). The discrimination in current law is prohibited. But sanction provision for discrimination does not define. Therefore the effectiveness of the law is low.

As the possibility of industrial accidents, caused by the dramatic development of society and high mechanized industry, have increased, the importance of protecting workers' safety and health is growing. Thus, there were a lot of changes in Occupation Safety and Health Acts and new system of this acts have been established since the first act enacted in 1981 and was reorganized in 1990. This is because job-related accidents(explosion and fire) from hazardous materials and occupational diseases from toxic substances have been raised by increased handling of chemicals in industries. It served as an opportunity to expand the range of occupational diseases caused by an exposure of hazardous materials, and an obligation for protecting workers' injuries and diseases for workers Occupation Safety and Health Acts were obviously founded for this reason as necessary basis protecting injuries and diseases from dangers and obligation protecting workers' health and safety Nevertheless, article 37 of Occupation Safety and Health Acts in toxic substance prohibition prohibits ｢fabrication, import, transfer, provision or use｣ of harmful substances. In this case, the reason prohibiting import, transfer, provision or use as well as fabrication is that it was difficult to gain legal effectiveness only from prohibiting fabrication. However, in paragraph 2 of article 37 of Occupation Safety and Health Acts for experiment and research as an exceptional case, there is a regulation that allows fabrication, import, or use of substances following paragraph 1 with an approval of the Minister of Employment and Labor if it meets standards in Legislation of Ministry of Employment and Labor. It is a regulation to be only used for experiment and research after permission and is regulated for some cases. First case is when frequency counts for use of experiment or a number of handlers are small. Second case is that it should be used for experiment. But, it may cause controversy in provision in terms of worker protection in a broader meaning because substance handlers can also be seen as workers. From employers' point of view, obligation may collide with law about observance of Occupation Safety and Health Acts because of the employers' responsibility. Even though the law requires toxic substance to be exchanged with less toxic substances in Europe when they use carcinogens in a place of business, there is no mention that carcinogens should be altered in law of South Korea. In that sense it is necessary to make using alternative material an obligation based on a contract as a collective agreement on the site and to figure out way to include it in legislation. Especially, exposure standards of chemicals and physical factors(Notification in Ministry of Employment and Labor Vol. 2012-31) were classified in recommendations of American Conference of Govermental Industrial Hygienists(ACGIH). Therefore, it is important matters for us to intensively and internally maintain the effectiveness of these standards. In conclusion, although much more legal management plans to be come out besides it, it should be necessary for more suitable and prudential researches to become practical and realistic management plans of harmful and hazardous substances with contents arranged in a broad meaning.

The industrial accident insurance benefits, which is the social insurance as an obligation of business owners in the Labor Standards Act, is controlled by the government for protecting the rights for living of workers injured by industrial accidents and their bereaved. The social insurance benefits that is controlled by the government is required even special protection than the regular social insurances. Yet, the claims of occupational health insurances is not unlimitedly guaranteed without the period limitation. The claims of occupational health insurance, too, is not able to avoid the legal maxim: the laws aid the vigilant, not the negligent. The initial date in reckoning of extinctive prescription of accident compensation in the Labor Standards Act except the treatment benefit and the temporary incapacity benefit begins from the next day for taking effect of employers’ obligation of accident compensation. Nevertheless, the occupational health insurance benefit has various kinds of insurance benefit depends on the purpose of protecting beneficiaries, and it enforce the pension system for protecting beneficiaries for long periods. Likewise, The initial date in reckoning of extinctive prescription of accident compensation would not be applied uniformly like accident compensation in the Labor Standards Act, but it needs to be preserved by the protection purpose of beneficiaries and the date of payment. Also, the initial date in reckoning of extinctive prescription intends the obligation of the social insurance act for protecting workers injured by industrial accidents and their bereaved upon the aims and ends of the law of workers’ compensation insurance.