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The forms of employment of company is intrinsic management information in principle. Thus, there is risk that revealing the information exteriorly may infringe the freedom of company management. To reveal the forms of employment in abroad is mostly used in ostentation or public relations about social contribution of the company. But, in case of korea, The forms of employment disclosure system is mostly used in making an official announcement of the number of temporary employee. Therefore, the forms of employment disclosure system in korea can be distinguished from the abroad in the point which makes public the information that may be hidden. Notwithstanding some problems, the forms of employment disclosure system is significant system in the view of a labor policy. Because it is very helpful information as sufficient employment information for the potential employee before job-seeking activities. This information which they can check before job-seeking activities is linked closely with employment status that they faced in the company. Itis also helpful for the company that aims the forms of employment which is permanent employee centered. Because the outstanding workforce is able to sift through the forms of employment which company has, and make a estimation about job stability and working conditions. But it is vague with meaning of the forms of employment which company has in regard to the outside labor forces. Because there is specific company that the outside labor forces work for. In brief, if the company overcomes the view that is caused interference with private enterprise, the forms of employment disclosure system will have continuance possibility as the way which can announce the integrity of the forms of employment that the company has to potential employee.

Although there are many measures to protect workers in Occupational Safety and Health Act (OSHA), a responsibility of worker protection in workplace is mostly assigned to a employer. To seek the solution to protect workers as to the responsibility of a employer assigned in OSHA, it is necessary that various ways of protecting worker are made within territory of Acts which are supposed to protect workers. And for this, legal theory must be examined consistently. The reasonable measures are needed to protect ‘workers in an informal sector’ such as workers involved in specific types of works including home-school teacher, academy lecturer, caddy. On the basis of phenomenon and current state analysis of labor supply increasing variously, we suggest that legal and political measure must be prepared from aspects of involved Acts's mutual co-existence. In this sense, on occupational safety and health acts, it should impose responsibility to people who can solve a concrete problem about safety and health according to standard of workplace involved as well as industry and a type of business involved. Therefore, by using measures that they impose the responsibility to the employers pursuant to each workplace around the employers who take responsibilities for workers actually working, it can improve safe and health standards of regular workers and atypical workers.

In Korea, industrial accident compensation insurance act applies the territorial principle and overseas dispatched workers are applied not compulsory but arbitrary. Because these days overseas advance of domestic workers is brisk, a need to apply insurance for industrial injury on work­related accidents is growing. Especially on construction industry, though the total value of orders is growing rapidly, enjoying renaissance, only 3.5% of workers are applied to insurance for industrial injury. In other words, preparation for industrial injury on construction workers is very insufficient. The present, in case of overseas business trip, industrial accident compensation insurance is applied of course. However, in case of overseas dispatch, workers join it volitionally by approval of Workers’ Compensation and Welfare Service. So overseas dispatched workers are frequently embroiled in a legal dispute if they didn't join it. So when we divide conception of overseas business trip and overseas dispatch, we need to interpret range of overseas business trip more widely. In addition, the join system of industrial accident compensation insurance for overseas dispatched workers should be changed from arbitrary registration of today to obligatory registration. Otherwise like workers in special form employment, rule is obligatory application but if they already joined foreign nation insurance or overseas compensation insurance for workers’ injury, they can ask for exemption of application. Then the benefits of the social security for overseas dispatched workers would be expanded.

There is a suitable casual relationship between overwork and suicide in order that a worker's suicide resulting from overwork is judged to the accident due to occupational cases. But the basic structure of the worker's suicide resulting from overwork is connected from overwork to suicide. In the meantime, it is necessary for an attack or getting worse of the mental disorder like melancholia. Therefore, in the worker's suicide resulting from overwork, a formula like overwork -> mental disorder like melancholia -> suicide can be held. When overwork and personal inclination are piled up with the reason of suicide in the worker's suicide resulting from overwork, it is difficult to know what is relatively current leading. Therefore, even if overwork and many different reasons are piled up with the reason of suicide, if only the overwork is a reason of suicide, the theory of joint reason that accepts a causal relationship is ultimate complied with a purpose of the Workmen's Accident Compensation Insurance Act. As you can see from above, when the worker's suicide resulting from overwork is an accident due to Occupational Cases or not, I think that the legal principles of cases in the Supreme Court produces the unclear standards. In other words, according to the legal principles of cases, overwork and illness(personal inclination) should be applied to the theory of the personal himself standard and overwork and suicide should be applied to the theory of the social average person standard. Because if overwork and stress operate piling up with their own personal inclinations, each different reactions are expected, it is not reasonable to decide with the social average person standard uniformly about these reactions.

Based on Section 1 of Article 87 of Industrial Accident Compensation Insurance Act-If the Corporation has paid insurance benefits for an accident caused by a third person's act, it may subrogate the right of the person who has received the benefits to file a damage claim against the third person within the limits of the benefit amount- a claim from Industrial Insurance Office on a third party should be actively applicable. However, in case of industrial accidents caused by employees with different employers working at the same location, insurance company can use a claim to limit the insurance benefit. To avoid lack of insurance benefit to other employer, Section 1 of Article 87 of Industrial Accident Compensation Insurance Act was instituted in 1989. In such a case of industrial accidents caused by employees with different employers, a claim on a third party should be restricted. Especially, Section 1 of Article 87 of Industrial Accident Compensation Insurance Act should be applicable to industrial accidents in between outsourcing and co-sourcing employees. The claim for damages against third person should be confirmed in Supreme Court. Also it should be included in the rule of Industrial Insurance Office.

It has been one year since Framework act on Cooperatives came into effect in Korea. According to newspapers, nearly 3,000 cooperatives have been established in accordance with this act until the present. Some of these cooperatives are affiliated to the type of so called workers’ cooperatives. The workers’cooperative is a cooperative self-managed by its workers. The workers' self- management of cooperatives may be exercised in a number of ways. First, a cooperative enterprise may be managed by every worker-owner participates in decision making in a democratic fashion, or second, it may be run by professional elected by every worker-owner, or third, by management and administration comprised of some worker-owners, etc. The workers’ cooperatives may be expected to contribute to the stabilization of employment and the promotion of welfare on the basis of their own intended roles. However, there are many problems to be solved in order that the workers’cooperatives can be intensively fostered as a promising business model. The first requirement is to arrange legal support systems for workers’cooperatives. In this article, some of important questions about workers’cooperatives have been treated legal- theoretically, especially from the point of labour law’s view. It is the nub of the problem whether the members of workers’ cooperative who work at their own cooperative are the worker under the positive labor laws. This paper concludes that a member-sharing workers who work at cooperative but not directly involve in the management of cooperative should be defined as the worker under both individual and collective labor relations laws.

This article is on the legal regulation related to job creation and it handles the debate on the amendment of Labour Standards Act for the fexicurity of labor market. The Social Enterprise Promotion Act was enacted for the promotion and support the social enterprises in 2007. It was expected as an alternative solution for service supply and unemployment. Today the important phenomena which are emerging in the labour market of the social enterprise, are the enlargement of low wage workers and precarious workers. So, it is important to recognize that the legal and institutional policy related to job creation should concentrate on the social-integrative and decent job creation. The Framework Act on Cooperatives in 2012 was established to promote and support the small stare-up companies, and it was expected to accelerate the social and economic paradigm in which users and private sectors play a central role. The legislation and institutional policy related to job creation should be concentrate on the social-integrative job strategy for the job security and the protection of labour standards of workers.

In der vorlegenden Arbeit geht es um die Rechtsprechung des Koreanischen Obersten Gerichts. (KOG) Seit lagem hat das KOG seine ständige Rechtsprechung für die Berechnungsgrundlage üblicher Vergütung erhalten. Aber in einem letzten Fall hat das KOG seine Entscheidung geändert. Bei diesem Fall ging es darum, ob eine regelmässig bezahlten Gratifikation zur Berechnungsgrundlage üblicher Vergütung zusammengerechnet werden sollte. Bei diesem Fall hat das KOG seine bisherige Rechtsprechung geändert. Danach sollte diese Gratitifikation nunmehr in die Berechnungsgrundlage eingeschlossen werden. Bei diesem Fall ging es insbesondere um die Tarifautonomie und das Arbeitsstandardgesetz. Dieser Fall wird nun von dem gemeinsamen Grossesenat des KOG entschieden. Die vorliegende Arbeit hat diese Entscheidung kritisiert. Wenn eine Gewerkschaft und ein Arbeitgeber einen Tarifvertrag abgeschlossen hat, nach dem eine regelmässig bezahlte Gratifikation von der Berechnungsgrundlage üblicher Vergütung ausgeschlossen wird und diese Praxis sehr lange fixiert ist, sei diese Regelung des Tarifvertrags nach der Entscheidung des KOG unwirksam, denn sie werde gegen dem § 15 des Arbeitsstandardgesetzes verstoßen, nach dem ein gegen gesetzlich garantierte Arbeitsbedingungen verstoßenden Arbeitsvertrag unwirksam ist. Nach der Meinung des Verfassers ist diese Entscheidung nicht richtig, weil § 15 des Arbeitsstandardgesetzes nur auf den Arbeitsvertrag, nicht auf den Tarifvertrag angewendet werden sollte. Ein Tarifvertrag wird von der Tarifautonomie nach § 33 des Koreanischem Grundgesetzes ausgestaltet. Soweit eine Regelung des Tarifvertrags die Minimumsgrenze des Arbeitsstandardgesetzes nicht übersteigt, geht sie dem zwigendem Arbeitsstandardgesetz voran, denn das Arbeitsstandardgesetz ist insoweit gegen der grundgesetzlich garantierten Tarifautonomie und dem daraus folgenden Tarifvrtrag dispositiv.

On Oct. 24, 2013, the Ministry of Employment and Labor (the MOEL hereafter) had officially notified the Korean Teachers and Education Workers’ Union (the KTU hereafter) that it would no longer be recognized as a legal union, because it had not amended its constitution to ban dismissed and retired teachers from membership. The KTU, being the biggest teachers union and in 1999 recognized after 10 years of struggle, currently consists of about 60,000 teachers. On the same day, The KTU had filed a complaint with the Court, asking the ministry's action to be withdrawn, and had filed a petition to the UN Human Rights Council and the ILO to press the government to reverse its decision. The loss of the KTU's legal status as a labor union will bring immediate, adverse effects. It would mean that it could no longer engage in legitimate negotiations with schools, nor be eligible to receive financial support and various benefits from the regional education offices. Under the current labor law, the dismissed employees from a workplace or the dismissed teachers should not be qualified to become union members by the Article 2 sub-paragraph 4 of the Labor Union and Labor Relations Adjustment Act and by the Article 2 of the Act on the Establishment, Operation, etc., of Labor Unions for Teachers. Nevertheless, the KTU's constitution still allows 9 dismissed workers to remain members. And, the Article 9 (2) of the Enforcement Decree of the Labor Union and Labor Relations Adjustment Act enacts as follows: “Where, after a labor union is delivered with a certificate of report of establishment, there arise reasons for returning the written report of establishment, which fall under Article 12 (3) 1 of the Act, the Administrative Authorities shall demand the correction within the specified period of thirty days, and if the correction is not performed within this period, they shall notify the trade union in question that it shall not be regarded as a trade union as provided for under this Act.” Nevertheless, the KTU had rejected the MOEL's order. The Article 9 (2) of the Enforcement Decree might be interpreted against the Article 33 of the Constitution or the Act, because that Article is not authorized by the Act. And the MOEL's notification disposal no longer recognized as a legal union might violate the principle of excess prohibition constitutionally. It's most important that the dismissed employees from a workplace or the dismissed teachers should not be qualified to become union members by the Acts, and the provisions of the Acts might violate the Constitutions and the International Labor Standards regarding the fundamental labor rights enacted by the UN or the ILO. In order that the fundamental labor rights of all workers should be guaranteed to the fullest, the provisions of Act and Decree regarding the registration of labor union and the notification about outsider labor union should be modified and amended in accordance with the Constitutions and the International Labor Standards.

In the year 2008 the European Union legislated in the area of temporary agency work by issuing Directive 2008/104/EC of the European Parliament and of the Council of November 19, 2008 on Temporary Agency Work. The purpose of this Directive is: To ensure the protection of temporary agency workers and to improve the quality of temporary agency work by ensuring that the principle of equal treatment ... is applied to temporary agency workers, and by recognising temporary work agencies as employers, while taking into account the need to establish a suitable framework for the use of temporary agency work with a view to contributing effectively to the creation of jobs and to the development of flexible forms of working. Thus, the Directive contains a quid pro quo: on the one hand it aims at doing away with existing statutory restrictions. Accordingly, Article 4(1) of the Directive states that:Prohibitions or restrictions on the use of temporary agency work shall be justified only on grounds of general interest relating in particular to the protection of temporary agency workers, the requirements of health and safety at work or the need to ensure that the labour market functions properly and abuses are prevented. On the other hand, the Directive establishes the so-called principle of equal treatment, “The basic working and employment conditions of temporary agency workers shall be, for the duration of their assignment at a user undertaking, at least those that would apply if they had been recruited directly by that undertaking to occupy the same job.”According to 3(1) no. 3 and 9 no. 2 of the Act on Temporary Agency Work, a temporary agency is, in principle, obliged to grant the agency work “the same basic working conditions including pay ”that apply in the establishment of the hirer-out for the period of assignment to that establishment. However, there were exemptions to the application of this principle from the beginning. Under the old law, the temporary was not obliged to obey the principle of equal treatment if the agency hired a worker who was unemployed immediately before being hired, was at no point of time a worker of the agency, and received a net salary which was at least equivalent to the amount of unemployment benefits which the worker received before (3(1) no. 3 sentence 1 and 9, no. 2 sentence 1of the Act on Temporary Agency Work). This exemption, however, justified the nonapplication of the principle of equal treatment for no longer than six weeks. The according provision was introduced in 2002 in order to provide an incentive to offer jobs to unemployed persons and to mark it easier for such persons to reenter the labor market. In practice, this provision soon proved to be of almost no relevance. As a consequence, it was abolished by the legislature and does not form part of the new Act on Temporary Agency Work anymore. The second, and by far more important, exception applied and still applies to collective bargaining. According to 3(1) no. 3 sentence 2 and 9, no. 2 sentence 2 of the Act on Temporary Agency Work, the principle of equal treatment may be disposed of on the basis of a collective bargaining agreement. As a result, working conditions are fixed by collective agreements instead of being derived from the principle of equal treatment for all temporary agencies and workers who are bound to collective agreements. On the basis of a pure grammatical construction of the law, the power of the parties to a collective agreement to dispose of the principle of equal treatment is not subject to any restrictions, which has been criticized by many from the outset. n21In addition, the Act on Temporary Agency Work allows for so-called references to collective agreements by parties who are not bound to the collective agreement. At a consequence, temporary agencies and workers can dispose of the principle of equal treatment by simply referring to the according collective agreement in their employment contracts (the so-called “reference clause”), the only prerequisite being that the employment relationship falls within the area of the collective agreement's application. As a result of such “reference clause,” the collective agreement becomes an implied term of the employment contract.

Act on Establishing and Operating Union of Public Service Worker(AEOUPSW) Section 3(1) prohibits public service workers and its union from doing political activities. And the Act Section 11 also prohibits them from going on strike. The representatives of the Union had planed national mass meeting in the Seoul City Hall Square with other civil associations and Opposition Parties, and they participated in the meeting on July 2009. In addition the meeting was on Sunday. They had criticized and picketed government policies of the president, irregular worker dismissal, bill of speech reform etc. in the meeting. Furthermore they had supported declaration of the current situation by Korean Teachers and Education Workers Union. The Seoul Central District Court held that their activities above violated both the AEOUPSW Section 3(1) and a duty of full concentration while on duty. Finally they were fined two million won, one million won etc. each other. An author emphasized three points in this article. First political activities should be interpreted narrowly and strictly. Now Public Service Workers have right to establish union, do union activities, and enter into a collective agreement. Accordingly their peaceful political activities, that is, pickets criticizing government policy or crying political slogans through the Union, should be excluded in principle from political activities of the Section 3(1). Second a duty of full concentration should be generally limited to while on duty. The duty is equal to the worker’s duty of offering its work in good faith on the contract of employment in private sector. It should be interpreted that the duty has nothing to do with the Union activities that were done in outside of a company and on Sunday like in this case above. Finally even though political activities of the public service worker union are unlawful, a criminal penality should not be easily or directly punished only because it is unlawful. Because the activities have an aspect of not only freedom of speech, but also speaking their political ideas. Accordingly a criminal responsibility with respect to union political activities must be recognized under some restrictions.

“Debtor Rehabilitation and Bankruptcy Act (the ”integrated insolvency law“)” from 2006.4.1. protects the wages by classifying them into the claim for public interests or foundation claim. However with the corporate rehabilitation or bankruptcy proceeding, the important objectives such as fair bond satisfaction are considered and as a result, preferential payment right is placed at the center of controversy. There are no established theories and few precedents exists for the wage protection with bankruptcy proceedings in integrated insolvency law and labor laws. Even though Labor Standards Act stipulates that the wages of three months before retirement are protected in priority more than other bonds, if this provision is not reflected, the wage protection become difficult. Bankruptcy and labor relations issues have the significant meanings at the point of protecting the corporate reconstruction. Itis hard for the workers to know whether the auction of bankruptcy company has started and thus when to request for the dividend in the case when workers does not take hold to the procedures for preservation of property. This is criticized for such failure to achieve the purpose of prior payment of wages bond and thus the systemic supplement is required. Labor Standards Act divides the priority of wage claim reimbursement into the top-prior payment and prior payment. Civil Execution Act or integrated bankruptcy act doesn't have such provisions and the uniform legislative provisions are required.

The Democratic People’s Republic of Korea opened the Kaesong Industrial Complex (KIC) in June 2004. KIZ is one of the special economic zones of North Korea. According to data from the Unikorea, today some 120 companies have factories in Kaesong in september 2012. The KIC employs more than 50,000 North Korean workers is managed by South Korean Companies. Shoes and clothing make up 60 percent of the goods produced. The KIC is becoming more and more will grow in size. Necessarily Industrial Accidents and Disease are expected to increase. To solve (protect) this problem is applied in terms of industrial safety and health so-called ‘general law’ and ‘special law’ to the KIC. But more serious problem is that they compete. General law is 2010 industrial safety Act and special law are 1) KIC Act, established by the Supreme People's Assembly Standing Committee. 2) Labor Regulation as a Subordinate Statutes, 3) Enforcement Regulations, 4) Labor Safety Rule. Based on the ‘lex specialis derogat legi generali’ will applied to the first the special law (KIC Acts) and will override the general law. Exceptionally, in the case of first-aid measures in the industrial safety Act have an influence on the KIC. On the other hand, there is no effect of criminal responsibility. It is fundamentally important than others, the South Korean companies at the KIC shall observe the standards for the prevention of industrial accidents and disease in KIC Acts(Labor Safety Rule), give training to the health and safety and provide for Workers the legal management treatment at the Workplace. As a result, North Korean Workers will be improved level of health and safety awareness. In this respect, Industrial Accidents and Disease will be reduced.

非正規職勤労者保護のための期間制法が制定・施行された後(2007年7月),6年と言う時間が経っている。それにもかかわらず、労働現場ではまだ正規職労働者との差別問題,　正規職へ転換問題など非正規職の期間制労働契約に対する問題点が解決されず、社会的な主要課題として残されたいる。この現時点で制度運用上の不備点は何であり,法規解釈・適用上の間違いは何があるのか再照明する必要がある。筆者は既存の先行された研究内容を基礎として現実的に期間制法を解釈・適用した以後、変化は何があったのか関連事例を分析・検討して期間制法の運用実態に対する包括的な問題点に対し再点検することに重点を置いている。⑴時代的な状況によって労働契約の＂期間＂に対する法的規制が社会的に他の意味を持つことができるということを再認識しなければならない。事実上期間の決めることがない契約に基ついて定年までの長期雇用安定を維持するのが一番理想的で現代的な雇用労動社会における典型的な姿であるでしょう。(2)期間制法第4条規定は、2年間の期間制労働者を使った使用者にとって手軽く該当の労働者を無期契約で長く雇うようにするか、あるいは新規採用による費用と煩わしさを甘受しても新規期間制の労働者を新たに採用して使うか、を判断するように要求されている。 この規定に対する立法政策的な改善の必要性が要求されている。外国制度と同様に団体協約で使用期間をつけるわけ決めるか、正規職と期間制労働者間の不合理な差別是正強化など多様な方法が模索されることができるでしょう。(3)事例を通じて考察したように“勤労契約, 就業規則, 団体協約などで期間満了にもかかわらず、決まった要件が充足されれば当該労働契約が更新されるという旨の規定を置くか,そういう規定がないとしても労働契約の内容と労働契約が成立するようになった動機及び経緯、契約更新の基準など更新に関する要件や手続の設定可否及びその実態、 労働者が遂行する業務の内容など、当該勤労関係と関わった多くの事情を総合して、労働契約当事者間に決まった要件が充足されれば、労働契約は更新される。(4)期間制法第4条第1項の但書で2年を超過して期間制労働者を使うことができる場合として第1号から第6号まで規定しているのに、技術者、国家技術資格者や弁護士など専門国家資格者の範疇は高度の専門的な知識・技術を専門家に見られて専門職の特例に含ませるのは理解されるが、博士の学位者など専門家職役に対する雇用形態や勤労条件の実態に対する十分な事前調査なしに使用期間の制限例外の事由として取扱うのは過度な制限であるでしょう。

The first Constitution of the Republic of Korea 1948 stipulated that the standards of working conditions shall be determined by Act and that the special protection shall be accorded to working women as well as working children(Art. 17). The Constitution also guaranteed the workers not only the right to organize, to bargain collectively and to act collectively, but the right of profit -sharing(Art. 18). Based on the Constitutional guarantee the four basic labor laws were enacted in 1953, 60 years ago, during the Korean War. Korea’s labor laws do not appear particularly biased against unions. In fact, the initial Labor Union Act resembled the United States’ pro-labor Wagner Act of 1935. However, the laws must be understood within their proper context. Prosecutorial discretion and selective enforcement have been continuous problems. In addition to these administrative shortcomings, the laws themselves reflect a pattern of labor repression in the process of economic development policy. For more than 30 years until mid 1980s, the Government strengthened its intervention in the labor and employment relations continuously by rewriting the labor laws. In 1979 the police crack down on the sit-in protest against business closure by 170 women workers of YH Trading Company at the main opposition New Democratic Party headquarter resulted in a victim among the striking workers. Although this incident was estimated as one of the causes of the fall of the dictatorial regime under President Park Chung-hee, the following regime under General-turned President Chun Doo-hwan repeated the same policy and made most detrimental revision of labor laws. The depressive policy brought about the Great Uprising in June 1987, when a total of 3,851 students are detained only on June 10. On June 29 Roh Tae-woo, nominee for the Presidential candidate of the ruling Democratic Justice Party, issued the so-called “June 29 Declaration”, which made concession to the demonstrators promising democratic reforms including revision of the Constitution for direct election of the next President and amnesty to the opposition leader Kim Dae-jung. The ninth revision of the Constitution in October 1987 repealed the legal reservation of the workers’ right to strike(Art. 33 (1)) and stipulated the minimum wage system(Art. 32 (1)). The revision of the Labor Standards Act in 1987 and 1989 as well as the Labor Union Act and Labor Dispute Settlement Act in 1987 was deemed as a process to recover the status before 1980. In the 1990s, however. the labor laws began to meet an adverse wind. Because of the tendency of Neo-liberalism, the economic policy was considered before the social policy. Although the Government of Kim Young-sam inaugurated the Labor Relations Reform Commission, five years after Korea joined the International Labour Organisation(ILO) in 1991, the Commission failed to meet the international standards of labor law. The labor law enacted in December 1996 presented another example of employers’ advantage over unions in political matters. The law was passed in a covert pre-dawn legislative session excluding opposition members of the National Assembly. The law gave unions no immediate rights while making it easier for employers to lay off workers. The law also permitted employers to increase the already lengthy work week and to replace striking workers, a previously prohibited practice. In return, union pluralism was permitted outside of enterprise but enforcement of this provision was reserved for three years. Although the law was described as a “slap in the face to both its own workers and international public opinion,” it did give unions the opportunity to demonstrate their indirect political power. After four weeks of strikes by five million workers the President had to repeal the controversial bill. The repeal of the already passed bill was a significant victory for labor movement and civic groups. However, the mere fact of repeal should not lead to the conclusion that the strength of unions was the sole, or even the primary reason that the business friendly law was overturned. After consultation with the opposition parties the ruling party passed the revised bill in March 1997, the framework of which is not so far from that of 1996. As Korea was suffering from the financial crisis in the autumn of 1997, the International Monetary Fund made it obligation of the Government of Korea to elevate the flexibility of labor market by mitigating the requirements of lay-off. Since then the labor market in Korea is divided into regular (formal) and irregular(informal) workers, the gap of which is widening and the social bi- polarization became even graver. According to the revision of January 2010, the corporate payment for full-time union officials was banned from July 2010 and the multiple unions at enterprise level was allowed in July 2011. With the wage payment of full-time union officials banned, a paid time-off system was introduced. Under the system, employers are allowed to pay full-time union officials when their labor activities are considered “relevant to the improvement of labor-management relationship.”Even though union pluralism is allowed, the law stipulates that only exclusive single bargaining channel is allowed at workplace level in principle. Labor unions can decide upon who will be their representative on their own. However, if they cannot decide, the union successfully garnering a majority of the total union members will be given the representative power. If there is no such a union, the minor unions shall come together to make up a joint bargaining team. In addition, labor unions can resort to an act of dispute when more than a majority of members of labor unions which participated in the process of making up the single bargaining channel approves the act of dispute. It is to remind that the Freedom of Association Committee of the ILO urged the Government of Korea in March 2009 to ensure that the payment of wages by employers to full-time union officials is not subject to legislative interference and thus enable workers and employers to conduct free and voluntary negotiations in this regard and to take rapid steps for the legalization of trade union pluralism at the enterprise level, in full consultation with all social partners concerned, so as to ensure that the right of workers to establish and join the organization of their own choosing is recognized at all levels. The amendment of labor law in 2010 does not conform with the recommendation of the ILO, so that further revision of the TULRAA seems to be inevitable. Most of the nation’s post-war history is marked by violent labor repression and subversion of individual workers’ basic rights. However, the simple task from now on is to give the unions greater autonomy to conduct their affairs and diminish the government’s role in all stages of labor relations. Many internal union affairs now under direct administrative control should be placed beyond the scope of governmental authority.

Constitutional Court of Korea decided that the regulation of commuing accidents in workers' compensation law is accordance with the Constitutional law based on the nature of workers' compensation law that has the nature of liability insurance. This article analyse the problems of this decision made by Constitutional Court of Korea. First, from a view of social rights, the nature of workers' compensation law is the nature of social security that protects the life of employee and the other members of family. When the commuting accident happens to employee, this accident should be protected by workers' compensation law for being in accordance with the nature of social security. Second, If the workers' compensation law has the nature of liability insurance. the employee has the status of the insurant and the insured. So the employee is paying the contributions for the institution of workers' compensation. Therefore, the employee has the authority to decide the scope of social risk. The scope of social risk contains the commuting accidents because they are close associated with the employment.

1953年5月に｢労働基準法｣が制定されてから、｢事務職労働者｣の労働時間法制をいかなる形で維持するかどうかは重要な問題である。最近、柔軟な労働時間制の議論が記述的なことに偏って実効性が少ない場合が多く、労働時間法政策の本質と関連する議論は、それほど多くはなかった。結局は、現行の労働時間法制の理解しにくい複雑さを招いている理由であり、法と実態の乖離を助長する結果となった。この事務職労働者層の労働時間規制に焦点を当ててみると、包括賃金は賃金を計算するまたは算定るす方法の一つとして、大法院の判例を使ってまとめた概念と理論である。特に、1970年代から事業場の慣行を認め、法院の判例と行政解釈は、諸手当を事前に合算した一定の金額を支給することにした包括賃金契約について、一定の要件を満たしていれば、包括賃金制そのものを法律違反には見なしていない。しかし、包括賃金制の概念、対象、要件、効力などについての解釈論の次元で活発に議論が行われてきた。実際に固定的な時間外労働手当が含まれている年俸労働契約を締結している場合が多い。これに一部の企業で包括賃金制を悪用して法定手当などを過小支給する方式で運営するケースがあり、問題が提起されている。これらの理由から賃金管理法理の再編と包括賃金を多く活用している業種に対する問題点を把握し、その法理と効用性などの改善策を模索する必要が発生した。たどえば、事務職・管理職・専門職(ホワイトカラー)は、月給制の場合、出退勤時間の記録を自分で行わない上、延長労働などに対する具体的な根拠をないだけでなく、使用者も事務職の時間管理を行わない場合が多い。これは、業務の特性というより、時間管理運営形態の慣行上、実労働時間の算出が困難な場合もある。もちろん包括賃金制は、法規定なく、判例が一貫して維持してき労働時間制度や、事務職は日本の｢裁量労働｣と同様に、労働時間ではなく、仕事の成果として評価されなければならない事務職の場合、新しい労働時間法制を制定することが必要である。それでは本稿は、上記の問題意識に基づき、その議論を。以下のように展開する。まず、包括賃金制の現状、その必要性と背景、意義を考察する。また労働時間制と包括賃金制と関連し、外国の動向を調べてみる。これにより、労働時間法制の改善の方向に労働時間規制の適用除外（事務職の例外）の導入を検討してみる。結局、今日の産業現実を考慮して、労働基準法第63条の管理・監督業務の適用対象を、さらに具体化する方策と併せて、労働者や労働者代表の同意を前提とするなど、手続き的要件を追加して適用例外を限定的に許可する方向で検討する必要がある。また、｢事務職労働者｣を労働基準法の｢労働時間規制の適用除外｣とする、いわゆる｢事務職の例外（ホワイトカラーイグゼンプション、White Collar Exemption）｣の導入を積極的に検討する必要がある。その理由は、労働時間だけで成果を一律に評価するのは難しい事務職労働者の場合、労働時間を自由に活用することで、有能な人材の能力と時間を有用に活用するための制度を設ける必要があるためである。

University employees are composed of various groups of workers such as professors, lecturers, teaching assistants, administrative employees and medical resident, etc. in order to accomplish the university goals. The difficult problem arises since there exists so many various statutes and case laws applicable to each group of university employees. As for professors, the High Education Law, and the Private School Law are applied, while the labor Standard Law and the Labor Union Law are not. As to regular administrative employees, the labor Standard Law, and the Labor Union Law, while the High Education Law, and the Private School Law are not. The Private School Employees Pension Law is applied to both professors and regular administrative employees. However, as to non-regular administrative employees, the labor Standard Law, and the Labor Union Law are applied, while the Private School Employees Pension Law, the High Education Law, and the Private School Law are not. The complexity of legal framework applicable to university employees make it difficult to understand the legal status of these employees and it often causes conflict between the university and its employees regarding their legal rights. In this context, this thesis intends to establish the legal structure of the statutes and case laws applicable to various university employees. Firstly, this thesis analyzes the various statutes including the education law, the labor law and the social security law. Secondly, this thesis examines the case laws interpreting the statutes applicable to the employees. Thirdly, this thesis introduces and compares the various theses published by other scholars.

In order to address the current problems of the labor market, all the Korean governments have been implementing various policies and projects including incentives or subsidies, through institutional or legislative improvement. Their efforts, however, have not been evaluated fully on whether the policies or programs of the administration or legislature have positively affect the labor market as a whole given the original purpose. Currently, there are two systems for analyzing and evaluating the impact on jobs; the Employment Impact Evaluation System under ‘Basic Employment Policy Act’, and the Regulatory Impact Analysis System under ‘Framework Act on Administrative Regulations’. The Employment Impact Evaluation System has been implemented since 1stJanuary 2010, to analyze and evaluate the impact of the policies and projects of the central and regional governments on employment. The results of the evaluation are reflected in the course of developing and implementing the government policies or projects, to make them more employment-friendly ways. The Regulatory Impact Analysis System, implemented since 1st June 1998, aims to determine whether a new regulation is appropriate and reasonable by forecasting and analyzing the impact in an objective and scientific manner on the society, economy, administration as well as people’s daily lives. From the perspective of jobcreation, however, these two systems have some limitations in the scope of evaluation and analysis. With the increasing needs for legislative assessment of jobs-related bills, lawmakers proposed ‘the Bill on Job Impact Evaluation’ on 28 October 2008 which however ended up being discarded as the 18th National Assembly finished its term. It is one of the upmost tasks to develop well- designed evaluation system of legislative impact when legislating, revising and abolishing laws on each of stakeholders in the labor market in terms of the both quality and quantity of employment. However, the lawmaker-proposed bills, unlike the government-proposed ones have also limitation because they do not make it mandatory to evaluate legislative impact. With the rising criticisms these days against the overflowing lawmaker-proposed bills, it is urgent to build institutional devices to prevent any legislation or amendment which may negatively affect the labor market in Korea. In this regard, it should be made it mandatory based on ‘the Bill on Job Impact Evaluation’ to pre-evaluate legislative impact on jobs for the new bills proposed by whether lawmakers or the government, and post-evaluate the existing laws on a regular interval.

In Deutschland haben seit den achziger Jahren zahlreiche gesetzliche Vorsöße dafür gesorgt, Arbeitsmarkt allmählich zu lockern. Das Ziel war mehr Beschäftigung, weniger Arbeitslosigkeit. Seit einigen Jahren sind auf dem deutschen Arbeitsmarkt zunehmend sog. “flexiblere Arbeitsformen” zu beobachten, die sich von Standardarbeitsverhältnissen unterscheiden. So wird die Arbeitswelt heute längst nicht mehr vom so gennaten “Normalarbeitsverhältnis” alleine bestimmt. Vielmehr ist atypische Beschäftigung auf dem Vormarsch. Mehr als ein Drittel aller Arbeitnehmerinnen und Arbeitnehmer in Deutschland ist von Leiharbeit, Mini- und Midijobs betroffen, arbeitet in Teilzeit oder befristet. Die Entwicklung dieser Arbeitsformen wird als notwendige Vorausstzung für ein Wirtschaftswachstum betrachtet, das auf der Anpassung von Unternehmensstrategien und Produktivität an globalisierte Märkte und Ökonomien basiert. Mit der “Hartz-Reform”(Hartz-Gesetzen I bis IV) von 2003-2005 - benannt nach dem Vorsitzenden der Kommission(Reformkommission moderne Dienstleistungen am Arbeitsmarkt), Peter Hartz - hat jedoch der Wandel auf dem Arbeitsmarkt erheblich an Tempo gewonnen. Damit wurde ein umfassender Veränderungsprozess angestoßen, der sich auf die bisherigen Institutionen des Arbeitsmarkts, das Leistungsrecht und die Instrumente aktiver arbeitsmarktpolitik erstreckt. Beim neuen Leistungsrecht steht das Prinzip “Fordern und Fördern” im Mittelpunkt. Und die Maßnahmen sollen sich am Konzept der “Aktivierenden Arbeitsmarktpolitik” orientieren, d. h.: Sie sollen vor allem die Eigenverantwortung des/der Arbeitsuchenden stärken. Jedoch nimmt die Zahl der Menschen zu, die trotz Vollzeitarbeit von ihrem Lohn nicht leben können und auf zusätzliche staatliche Hilfe angewiesen sind. Noch nicht waren in Deutschland so viele Menschen von Armut bedroht oder leben bereits in Armut, obwohl sie einer regelmäßigen Beschäftigung nachgehen. Es wird deutlich, dass die eingeleiteten Reformschritte zunehmend an ihre Grenze stoßen. So organisiert sich gegen die fortschreitende Deregulierung des Arbeitsrechts und die verstärkte Ökonomisierung der Arbeitszeit in der Praxis vielfach Widerstand. Auch die Neuausrichtung der Sozialpolitik und die mit den Hartz-Gesetzen verbundene Reform der Arbeitspolitik stoßen in Deutschland zunehmend auf Kritik. Insbesondere wird kritisiert, dass die Hartz-Gesetze Arbeitslose zwingen, arbeitsangebote zu fast jeder Bedingung zu akzeptieren. Der dadurch ausgeübte Druck setze zugleich auch Arbeitnehmer unter Druck, in Fragen des Lohns und der Arbeitsbedingungen zu kuschen. Die Gtewerkschaften betrachten die bisherigen Reformschritte mit Skepsis. Sie befürchten ein weiteres Anwachsen der Armut. Auch viele Wissenschaftler warnen vor einer solchen Arbeitsmarktpolitik, die sich einseitig am Kostenkalkül ausrichtet. Viele Wissenschaftler mahnen daher neue Regulierungsverfahren in der Arbeitsmarkt- und Sozialpolitik und neue Leitbilder für den Sozialstaat an. Politiker diskutieren über Mindestlöhne. Ob ein Mindestlohn die Situation con Aufstocken verbessern könnte, ist aber noch umsritten. Die Ökonommen fürchten, dass moderate Mindeslöhne unangemessene Machtmacht von Marktmacht von Arbeitgebern beschränkten können, ohne dass in großem Umfang Arbeitsplätze vernichtet werden. Die eingeleitete Arbeitsmarktreform in Deutschland spiegelt die znehmend auseinander fallenden Vorstellungen in Gesellschaft und Politik über die Aufgaben des Sozialstaats. Verschiedenste Ansätze für eine Neuorientierung des Sozialstaats werden bemüht, an denen sich staatliches Handeln ausrichten soll.

A Corporate restructuring is not a subject of Commercial law but asubject of Labour law, because Commercial law does not have regulation on protection of Labour relations. Commercial law regulates about a merger, a business transfer, and corporate divisions. And it regulates that “ Labour relations with the company at the time of the merger are a comprehensive succession”. But it does not have regulation whether Labour relations in a business transfer, and corporate divisions is succeeded or not. The corporate divisions of Commercial law are to target a succession of labour relations rather than to the transfer of property relations of shareholders. Therefore labor relations of corporate division requires the identification in the labour law. It is an important problem of Labour law that whether Labour relations in the Divestitures is succeeded or not. It is also problems of Constitutional Law which is guaranteed Labor Fundamental Right and Labor's three primary rights of Worker. It is natural that divestitures contain the succession of labour relation. It is also matched up to a doctrine of liability law. But the succession of labour relation in Commercial law may be granted upon the divestiture-merger contract. Therefore, the corporate division in Commercial law may be not succeeded labor relations. The worker's consent on the succession of labor relation has to judge to consider the substance the corporate division. It just had to go with the workers' intention. I am just hoping to legalize or to supplement of the regulation of Commercial law on the succession of labor relation.

The bi-polarization of the labor market poses serious problems for the South Korean society. A combination of the increase of non-regular workers, the decrease of regular workers, and the slowed creation of quality jobs are identified as the major causes of this the bi-polarization. This article intends to provide a brief overview of the current situation of the polarized Korean labor market as well as some legislative suggestions to resolve the problems. First, legislative measures need to be adopted in order to decrease the number of non-regular workers and make improvement in the non-regular workers labor conditions in terms of their job security and wages. Furthermore, adopting more stringent requirements for permitting mass layoffs as well as reforming the regulations on indirect employment such as in-house subcontracting will be necessary. Job creation will also be encouraged by reducing working hours and reallocating labor forces. Resolving the bi-polarization problems in the labor market will be crucial for the sustainable development of the society, as there is a direct linkage between the polarization of the labor force and the income polarization. Continuing legislative efforts in this area will therefore be required.