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The Industrial Safety and Health Law is to establish the standards of industrial safety and health, to clarify who is responsible, to ensure the employee’s security and health for o preventing the industrial accidents by giving the employers duties to observe this law, supervising their observance, and imposing the penalty on their breaching the rules. For the Industrial Safety and Health Law is the law in principle to protect the employees from industrial accidents, it gives the duties to employers that make the employment contract with the employee in principle. So it can’t give the duties to the contractors. By the way, Industrial accidents occur a lot within the business of subcontractor because it is a small-scale. For protecting the employees from industrial accidents, the Industrial Safety and Health Law have the rules to give subcontractor the duties. Considering the economic system of capitalism, it can’t give the duties to subcontractor. If we try to find the methods to do so, the Industrial Safety and Health Law must have the legal nature as the social security law that allows people to perform the duties imposed on them in force. In a further explanation, the social security law has three types of law: social insurance law, public assistance law and social service law. The ideal of social insurance law is based largely on the social solidarity that means the mutual aid. For mutual aid, the fund is needed. The fund is raised by members’ contribution in social insurance law that is called the principle of insurance. In addition to the principle of insurance, the act that aides each other is to realize the social solidarity as well. If the contractor helps the subcontractor, that is to do so. In Constitution law, there is the rule of social security right that contains the 6 articles. One of them is to protect people from diverse accidents. The Industrial Safety and Health Law exists for realizing this rule considered as the social security right. So it has the legal nature of social security law. Therefore, the rules to force the contractor to help the subcontractor can come into existence in the Industrial Safety and Health Law.

Safety and health of workers is the most important factor in work conditions. But conditions of health and safety in work place in Korea is not good enough comparing with other OECD nations. Still, the rate of the dead per 10,000 workers is 0.41‱, which is double comparing to Japan and German. The Occupational Safety and Health Act(OSHA) Section 10(2) provides that a business owner should report industrial accident occurred etc. to the Labor Minister according to the its Executive Order. The OSHA Section 72(1), furthermore, provides that a business owner who did not report the accident etc. prescribed in the OSHA Section 10(2) above, or who did report falsely should be punished by a fine not exceeding ten million won. The fine is not a criminal penality but only a administrative sanction. An employer, however, generally intend to conceal industrial accidents. There are some reasons in concealment of industrial accidents. For example, increase of insurance due, a possibility of restriction on participation in a bid concerned etc. will be reasons of the concealment. An introduce or establishment of a criminal penality clause in OSHA could be one of helpful means to reduce the concealment of industrial accidents.

Regardless of welfare regimes, most OECD countries have family/parental leave system. Family/parenal leave include three types of leave: maternity, paternity, and parental leave. Family/parental leave is considered to contribute to the policy objective of work-family balance, female labor force participation, high fertility, child care. This article reviews family/parental leave policies in 21 high-income countries. The countries reviewed here include: Austria, Belgium, Canada, Denmark, Finland, Germany, Greece, Ireland, Italy, Japan, the Nethelands, New Zealand, Norway, Portugal, Spain, Sweden Switzerland, the United Kingdom, and the United States, as well as the Europena Union as a whole. Focusing on legal frame, this article suggests Korea frame of family/parental leave.

Es geht beim vorligende Aufsatz um die Zuwanderungspolitik und deren Organisation und Verwaltung in Deutschland. Im diesem Zusammenhang sollen zunächst die Geschichte der deutschen Migration und Überblick über das Migrationsgeschehen in Deutschland betrachtet werden. Im Anschluss daran wird die legislative Rahmenbedingungen der Migration in Deutschland, insbesondere wichtige Gesetze und Vorschriften im Bereich Migration vorgestellt. Es schließt sich eine Betrachtung der Zuwanderungspolitik in Deutschland unter besonderer Berücksichtigung des Aufenthalts zum Zweck der Erwerbstätigkeit an. Schließlich sollen die Organisation und die Verwaltung der Zuwanderunsgspolitik in Deutschland dargelegt werden.

Trade Union and Labor Relations Adjustment Act(TULRAA) Section 81(2) provides that where a trade union is representing more than two-thirds of workers employed in the same business could make a collective agreement of a union shop with an employer. In this case, however, the employer shall not discriminate a worker for reasons that he or she expelled from the union, or joins an another union after a secession from the union. Conclusions are as follows: First, the Supreme Court of Korea interprets the requirement of ｢more than two-thirds｣ above as a condition of making the agreement. But I think that the requirement shall not be interpreted as a condition of making the agreement. Because a minority union could also make the agreement under protection of the right to organize, and expand its organization through the agreement by the Constitution Article 33(1). Second, even though the employer shall not discriminate a worker for reasons that he or she expelled from the union by the TULRAA Section 81(2), I suggest that an employer could discriminate where he or she does positively anti-union action. Third, an employee employed could join not only a particular union of a party to the agreement of the union shop, but also an another union by his or her own choosing. Finally, a representative or an exclusive union for a collective bargaining under plural unions could make the agreement of the union shop, it is not per se against a duty of fair representation.

Low birthrate and aging demographics in Korea is bringing about super-aged society in near future, and that future society will cause decrease in total population as well as producing population which probably leading negative effects in national economy and society. In order to solve such coming issues, we can think of making the most of aged people continue working. Recent amendment of ｢Act on Prohibition of Age Discrimination in Employment and Aged Employment Promotion｣to stipulate mandatory retirement age of 60 would be a good example. However, in order to guarantee the effectiveness of mandatory retirement age, we need to construct shields to protect elderly employment first. Protecting elderly employment means decent work that could eliminate job insecurity. In this view, unfair termination of elderly needs to be restricted by acts. In this study, the author divided unfair termination into two; first, elder employees are forced to resign, second, gradual downwards of working conditions leading to termination. The first case of unfair termination is not fully protected due to the case law that strictly appling declare of will in Civil Law. The second case of unfair termination cannot be protected because there are not any measures to adjust the discrepancy of interests between employee and employer. This article reviewed constructive dismissals in UK and the dismissal to change working conditions in Germany and tried to find a holistic alternatives.

Restructuring typically refers to a process of employee layoffs which is implemented to cut jobs or reorganize personnel makeup, in accordance with a corporate rationalization program due to an economic, industry structural or technological reason. In other words, restructuring, unlike ordinary dismissal or disciplinary dismissal, is carried out for an economic reason of the employer, with no reason directly attributable to the employees chosen for dismissal. Henceforth comes the need to seek to upgrade the specific actions in each of the stages of the restructuring process to minimize the loss of interests for both employers and workers during and after the process, and to improve the existing relevant programs and increase mutual cooperation to facilitate re-employment of the dismissed workers and protect their living in a substantial way. The Economic and Social Development Commission, recognizing the need, has divided the restructuring program into three stages and discussed the way in which each stage should be implemented. Stage 1 (Planning) concerns the preparation of administrative assistance to make an accurate judgment on the company's economic conditions before restructuring takes place. Stage 2 (Consultation) includes the preparation of the coordinating and supportive measures to minimize the adverse effect of restructuring on the parties involved, that is, employers and workers. Stage 3 involves the efforts to improve the existing programs to facilitate re-employment of the workers dismissed in the restructuring process and protect their living, and to increase cooperation among social partners, the government, civic groups and other stakeholder in overcoming the consequent difficulties. Every restructuring process must be implemented in a way that can fulfill the underlying objective of the process and minimize the prejudice to the interests of the interested parties. Along with that, institutional arrangements should be in place to encourage concerted efforts to ride over the difficulties involved.

Der Beamtenpersonalrat ist ein Beteiligungssystem, das 1. 1. 1999 nach dem Beamtenpersonalratsgesetz(24. 2. 1998) eingeführt ist. Das Beamtenpersonalratsgesetz zielt die Verbesserung der Dienstbedingung, der Dienstleisung und die Beratung der Beschwerden von Beamten. Mit diesem Gesetz wurden Personalräte einzelner Verwaltungen eingerichtet, daran sich die Beamte unterhalb Stufe 7 freiwillig anschließen können. Ähnlich dem Betriebsratsgesetz, das für den Bereich der Privatwirtschaft gilt, regelt das Beamtenpesonalratsgesetz, wie die Beamte bei Entscheidungen der Verwaltung zu beteiligen sind, die sie betreffen. Ursprünglich wurde das Beamtenpersonalratssystem für die Gewährleistung der Koalitionsfreiheit für Beamte eingerichtet, der nach Art. 33 Ⅱ Verfassung nur eingeschränte Koalitionsfreiheit hatte. Bis dahin hatten die meisten Beamte keine Rechte, Gerwerkschaften zu gründen, sich diesen anzuschließen oder zu streiken. Nachdem das Beamtengewerkschaftsgesetz vom 1. 27. 2005. verabschiedet wurde( in Kraf getreten am 1. 28. 2006), können　sich nun die Beamte unterhalb Stufe 7 in der Gewerkschaft zusammenschließen. Allerdings können die Beamte nach wie vor nicht streiken. Das Inkrafttreten des Beamtengewerkschaftsgesetzes hat aber auf den Status des Beamtenpersonalrats schwerwiegende Einflüsse ausgeübt, da er nicht mehr die Rolle der Vorbereitung für Gewerkschaft ausführen dürfte. Infolgedessen verminderte sich die Mitgliederzahl des Beamtenpersonalrats drastisch, während sich die Gewerkschaftsmitglieder beständig vermehrten. Der Grund liegt darin, dass die meisten Beamte den Beamtenpersonalrat für eine ersätzliche Einrichtung gehalten hatten, die bis zur Gewährung der Gewerkschaft nur vorläufig existieren sollte. Auch wenn der Beamtenpersonalrat aufgrund Art. 33 Ⅱ Verfassung eingeführt ist, liegt seine eigenltiche Funktion gegenüber dem Arbeitgeber nicht in der gegnerschen, sondern in der kooperativen Rolle. Nun sollte der Beantempersonalrat von der ersätzlichen Rolle der Gewerkschaft fernhalten, wie es in der Praxis häufig gekommen ist. Im Gegensatz zur Beamtengewerkschaft, die auf der Kommunenebene großräumig zusammengesetzt ist, ist der Beamtenpersonalrat auf der Ebene von innerdienstlichem Bereich eingerichtet. Durch die Beteiligung der Personalvertretungen soll sichergestellt werden, dass die schutzwürdigen Interessen der Beamten berücksichtigt werden. Für die Beteiligung sollte bei allen Dienststellen von deren Beamten örtliche Personalräte gewählt werden. Die Mitgliederzahl der Personalräte sollte von der Größe der Dienststellen abhängig sein. Dabei müßten auch die Arbeitnehmer im öffentlichen Dienst ihrem Anteil entsprechend vertreten sein. Wie die Betriebsräte sollten auch die Personalräte vielfältige Beteiligungsrechte haben, nämlich die Aufgaben der Überwachung der Einhaltung von Arbeitnehmerrechten und Entgegennahme von Beschwerden aus den Reihen der Mitarbeiterschaft. Im übrigen sollten die Regelungen der Mitgliedschaftsbeschränkung abgeschafft werden, da der Beamtenpersonalrat keine Gewerkschaft, sondern eine kooperative und mitwirkende Einrichtung der Dienststelle ist.

Die Kündigung bedeutet die Beendigung des Arbeitsverhältnisses, die durch die einseitige Willenerklärung von Arbeitgeber verursacht wurde. Nach dem Arbeitsstandardsgesetz ist eine Kündigung ohne gerechtferigte Gründe rechtsunwirksam. Hält der Arbeitnehmer eine Kündigung für ungerechtfertigt, so kann er nach der Kündigung Einspruch bei der zuständigen Arbeitskommission einlegen. Die Abhilfe der Arbeitskommission gegen ungerechtferigter Entlassung wurde eingeführt, um schnell die Rechte der Arbeitnehmer zu beheben. Entscheidet die Arbeitskommission die von Arbeitgeber gemachten Kündigung als ungerechtfertigt, kann sie der Arbeitgeber den Befehl erlassen, wiederherzustellen und die entsprechenden Löhne zu zahlen. Wenn die Arbeitgeger dem Befehl nicht folgen, dann kann die Arbeitskommission der das Zwangsgeld befehlen. Dieser Artikel analysiert die Auswirkungen der Gesetzgebung von Zwangsgeld in Arbeitsstandardsgesetz und wird geschaffen, das Problem zu verbessern. Diese Untersuchung kann die nachfolgende Ergebnisse gegeben. Zuerst wurde das Zwangsgeld in Arbeitstandardsgesetz die Möglichkeit, im Widerspruch zur Verfassungsgesetz vorgelegt. Zwangsgeld ist besonders im Widerspruch zum Prinzip des Übermaßverbots. Nach der Untersuchung kann aber das nicht der Verfassung zuwiderläuft. Zweitens fördert das Zwangsgeld die Umsetzung von Abhilfemaßnahmen. Drittens hat das Zwangsgeld die Wirkung, Konflikten zwischen Arbeitnehmer und Arbeitgeber zu mildern. Trotz solcher gesetzgebenden Wirkung braucht das Zwangsgeld eine rechtliche und institutionelle Verbesserungen. Beispielsweise ist es notwendig, in geeigneter Weise die Menge und die Anzahl der zwangsgeld einzustellen. Der Gesetzgeber sollte versuchen, das System zu verbessern.

The Anti-Discrimination Against and Remedies for Persons with Disabilities has been enforced since 2008 in Korea. This Act defines person with disability as a person who has a disability(art.2(2)). In the Act, disability means an impairment or loss of physical or mental functions that substantially limits an individual’s personal or social activities for an extended period(art.2(1)). The purpose of this article is to provide a basic research on the interpretation and application of the definition of disability in the Act by studying the definition of disability in US and UK. ADAAA states that: The term “disability” means, with respect to an individual - (A) a physical or mental impairment that substantially limits one or more major life activities of such individual; (B) a record of such an impairment; or (C) being regarded as having such an impairment(as described in paragraph (3)) In the Equality Act 2010(EqA), a person has a disability if he or she has ‘a physical or mental impairment’ which has a ‘substantial and long-term adverse effect on ability to carry out normal day-to-day activities’(S.6(1)). This study addresses an actual disability, a past disability and a perceived disability. In relation to the actual disability, the following issues are examined : What means a physical or mental impairment?, What is the extent of a normal day-to-day activities?, How is the degree of a substantial and long-term adverse effect. And what conditions need to be satisfied to establish the existence of a perceived disability is studied.

The system on the Correction of Discriminatory Treatment of Non-Regular Workers, which took effect on July of 2007, has not been vigorously active due to its low application numbers(around 100 per year). There can be various reasons as to why the application remains in such low numbers just as it was pointed out in numerous studies, but major problems are the lack of unity on the reason of decision between National and Regional Labor Relations Commission(from hereon NLRC and RLRC) and inconsistency on their contents of judgement. The inconsistency of contents of judgement can be drawn from the fact that the granting rate on the Correction of Discriminatory Treatment remains at 7% by RLRC, whereas the rate goes up to 42% when NLRC was the judge. Through this discrepancy alone, we can safely deduce the absence of a standing standard of reasons for decisions. This study chose 11 cases which showed the clearest discrepancy between NLRC and RLRC among the cases brought to NLRC from 2007 to the present, and reviewed its validity. Especially, the review was focused on the following two parts: First, issue pertaining to the decision of sameㆍsimilar kind of work when it comes to selecting the comparable employees; and Second, rationality decisions toward Discriminatory treatment. The criteria of deciding sameㆍsimilar kind of work for selection of comparable employees suggest that the work must not be different in its essence; such as the content, scale, rights and obligations, and means of performing the work. The minor difference in the content, means, rights and obligations are not considered as essential part of the decision. However, the reality clearly shows conflicting decisions between NLRC and RLRC despite these established common principle. The reasons behind these conflicts are difference in the contents of work(case 2), qualifications in recruiting(case 4), value of work(case 5), etc. Inconsistency in deciding rationality toward disadvantageous treatments between NRLC and RLRC, or NRLC with other cases are shown in discrimination of wages to hiring retired personnel(case 1), discrepancy in judging non-payment of the wage-like items listed in monetary incomes(case 2, 3, 7, 8), and rationality of discriminating regular incentive payments(case 10). This discrepancy between RLRC, NLRC, and the Court will only promote the ineffectiveness of the system on the Correction of Discriminatory Treatment by delaying a final judgement on the applications. The expectation of a vigorous system can be achieved with the establishment of an agreed criteria through accumulation of decisions and cases, as well as when reason of decision can be harmonized. Furthermore, the Labor Commissions and Courts responsible for the cases on the Correction of Discriminatory Treatments should take actions onto their hands and break the standing non-essential reasoning and make effective decisions to eradicate actual discriminations and to ultimately persue the original purpose of the system.

What we had for the problem in operational methods for those under poor performance are related to the fairness of evaluation and reliability. Recently, the government discussed over ‘operational methods for those under poor performance’. So, we have expected this ‘fair personnel guide’ issued by the Labor Ministry could make it possible to provide a reasonable and fair management for those under poor performance, and could use the personnel operation on the focus of job ability and performance. However, this guideline has some problems, as this guideline has no legal bounding in its characteristics and the employer is generally in charge of legal disputes and responsibilities. So, this shortage of legal effect provides more uncertainties in the companies’ labor management. The use of this guideline has been very negative in the views of the labor and management bodies, and so the operational methods to control those under poor performance have continuously been in dispute. Now is the earnest situation necessary to introduce a new operational method for those under poor performance. That is, it is urgently needed to introduce or improve a fair personnel evaluation method. This tool, NCS(National Competency Standards) is strongly recommended for active use. When this operational tool is used suitably, this also matches the government’s policy to activate the personnel operational system focused on job ability and performance. This thesis deals with the problem in operational methods for those under Poor Performance in Terms of Labor Law in the following order: II. Status and Legal basis for those under Poor Performance(Concept, Reasons for dismissal, and types of management) ; III. Justification to control those under poor performance; and IV. Limitations of the Fair Personnel Guideline and Introduction of the NCS(National Competency Standards). In the long run, I hope this study can improve a dual structure of labor market and provide a win-win plan in labor-management relations.