Earticle

Social Polarization has become great issue in our society. First we need clarify the concept of Social Polarization. Its meaning is to divide our society into the person who has everything and the person who has nothing. So, the problem of Social Polarization is that social classes are fixed, the meaning is that person can`t change his class. Therefore our society has become society with status. To solve this problem. we need examine the cause and the types of Social Polarization. The causes of Social Polarization mainly originate from the phenomena of outside country and the Social Polarization happens to all the sections of society. So, I want to classify those types in view of social security law. Therefore, the types can be classified by job, income, consume and region. The causes of Social Polarization can`t be completely eliminated by us. So I think that we focus on the alleviation of unequal phenomena originated from Social Polarization. The best way to do that is to give opportunity of education to the person who have nothing. However, Social Polarization happens to the section of education and also obstacle exists in that our society is governed by academic clique. I think that Law School is one method as solving academic clique and motivates the development of local society.

ILO human rights standards have assumed a new prominence in recent years in the context of possible linkages between labour standards and the liberalisation of international trade. This has provided a much-needed boost to the standing and relevance of the ILO as it struggles to redefine its role in the post-Cold War environment. Despite its modest overall record in relation to ratification of ILO conventions, Korea has ratified all but one of the seven conventions which constitute the centre-piece of the debate on labour standards and trade. It has also maintained a generally high level of compliance with its obligations under those standards, and in relation to its duty to respect the principles of freedom of association. To some extent, this compliance record may reflect the long-standing policy of successive governments of ratifying conventions only where law and practice are in full compliance, and where all jurisdictions have been prepared to agree to ratification thereby impliedly committing themselves to maintaining compliance with the instrument concerned. However, there is also some reason to suppose that the generally high level of compliance reflects a genuine commitment to the principles embodied in at least the core conventions. As noted earlier, legislative initiatives in the industrial relations area, are routinely checked for conformity with freedom of association standards. Notwithstanding its lukewarm attitude towards the ILO, the Korea government appears to have gone to some lengths to ensure that its reforms to the industrial relations system maintained compliance with Korea's existing commitments-especially in the area of freedom of association. Even if this reflected nothing more noble than a grudging recognition that the legislation might not be passed by the Senate if it exhibited a flagrant disregard for ILO standards, that in itself would tend to confirm the positive impact of ILO human rights standards on law and policy in Korea. Similarly, policy initiatives in relation to issues have been conditioned by a recognised need to ensure continued compliance with the forced labour conventions. In addition, there have also been numerous instances over the years where State and federal governments have introduced legislation to establish compliance, or to ensure continued compliance, with ratified conventions in relation to freedom of association, forced labour and equal opportunity. This seems to bear out the proposition set out in the introduction that these standards have played a markedly effective--if largely unacknowledged--role in protecting fundamental human rights in a country where the Constitution affords little protection (formal or informal) to those rights, and where human rights issues in general conspicuously fail to excite the imagination of either the public or their elected representatives.

Our country introduced work permit system on August 16, 2003, and enforced since August 17, 2004. But existing migrant worker system does not solved problem of violation of human rights and discrimination. Also, this system prevents migrant workers from acquiring proper protection of labor law. Specially, this system is going to cause illegal stay, because the existing provisions includes such a poisonous clause as 'a limitation of transfer of business place' or 'a contract of a year unit' etc. Finally, there is possibility that cause the violation of human rights and the exploitation of labor that happened under the industrial trainee system in extisting system. Also, this system causes much problems because existing migrant workers policy runs parallel with the industrial trainee. In this paper I will examine plans for revision on the problem of violation of human rights that appear at enforcement process of work permit system, and introduce improvement countermeasures.

Many companies are implementing employment adjustment policy by laying off and / or advised resignation, recommended retirement etc, as alternatives to overcome the crisis of management. The Problems of the system of employment stabilization are as below ; Firstly, The owner of the company is hesitant to accept it because qualification of allowance of business closing down and regulation allowance payment have not been decided. Secondly, shortening working hours is not executed properly because of complicated requirement. Thirdly, training provision is not utilized well by companies because the expenses are supported only after the completion of education. Fourthly, dispatch of manpower out of companies is not implemented actively because of difficult requirement of application. System to support for maintaining stabilization of employment has not been effective so far as mention above. The study suggests in this sense the strategy of improvement in a context of policy and system in order to increase its effectiveness. With regard to the policy, Firstly, It should utilize the system of supporting to maintain the employment, legalize the supporting system to be applied to the companies which hire the employed people of unemployment. It also should develop/execute the education/training programs operated by government to improve the worker's ability. Secondly, government is required to secure the budget of unemployment insurance and operate with flexibility the subsidies system for reemploying in order to encourage the unemployment to be employed again. On top of that, the allowance policies initiated by government should be held frequently and the registered counselling agencies should be utilized actively as well. Thirdly, It is urgently required to develop the opportunity of new employment. It is necessary to introduce job-sharing movement for nurturing small and medium and venture companies and to observe the legal

This paper dealt with the development process of the Labour Laws and labour movements in the advanced capitalistic countries before and after the World War I and II, and is largely divided into three parts. The first part dealt with the point that the conflict between labour and management occurred in each country in the process of transition from the period of industrial capitalism economy to the that of monopolistic capitalism economy as well as inhumane treatment of labourers based on low wage and long working hours served the origin of labour movements. The second part dealt with the international unfair competition practices in the competitive relationship of each countries' monopolistic capital as well as the process of its result which served the cause of the most tragic and inhumane global wars of World War I and II. The third part comprehensively unfolded the laws of several major countries focusing on the changes the laws after the two the World Wars and then the conclusion of this paper was made. Taking a further look at the overview of the contents of this paper, in the Chapter 1 'Introduction', the direction for the development of this paper was set by starting with the fact that labor law was originated from the fabricating characteristics of Civil Law. The Chapter 2 'The World War I and Development of Labour Law' dealt with the development of Labour Laws before and after the World War I and also dealt with the labourers' struggle for rights, the background of the early legislation of Labour Law, law ideas and changes after the war, especially labour policies in the Russian Revolution and fascist labor policies in 3-nation Alliance among Germany, Italy and Japan in the 30's were compared with the labour policies of un-fascist Allied Powers. From this viewpoint, we can say that the World War II was the battle between the Allied Powers such as the U. S. A, England, Canada, Soviet Union and Australia in which labour unions were allowed and 3-nation Alliance among Germany, Italy and Japan. From this aspect, the trends of labour movements, Labour Laws and Civil Law in the countries were researched from law-sociologic viewpoint. The Chapter 3 'Changes and Characteristics before and after the World War II' dealt with the point that the competition between ideology and system went into fierce battles as the world was divided in to the East and the West due to the competition between post war capitalistic system and socialistic system. As a result, there is a competition in the East and the West bloc in terms of Labour Law as we have seen from the East/West competition, and we were able to make judgment about the fact that the legislative system of our country did not reach to the international level as yet at that time by reviewing the legislative systems of Soviet Union, a socialistic country, the U. S. A, England, Germany, Italy, France and Japan which is nearby our country. And the Chapter 4 'Conclusion' dealt with the fabricating characteristics and deceitfulness and the future tasks of the Labour Law on behalf of conclusion, and simultaneously dealt with the facts that the Labour Law has been unfolded and developed through the quantitative and qualitative expansion in the form of revising the abstractive principle of the Civil Law using two axles of rights of so called 'Concrete Existence' and 'Unity' while internationally expanding the civil rights of laborers. Therefore, as a lesson from the history of the Labour Law, this paper elaborated the need for correct understanding of the falsehood and guiltiness of the Civil Law and at the same time for the danger of the regime such as Nazi being inevitably emerged through the development of the Labour Law from the civil law viewpoint in the almighty law principle for the breakthrough of the contradiction of the falsehood and guiltiness. Accordingly, in order to prevent from making such phenomena happen, this paper called for the need to develop the Labour Law only after the review from law-sociological aspect for the international standard for the Labour Law, the contents and level of positive laws of the country, the trend of academic theory, the trend of leading cases and then also after future tasks and prospects while reviewing the law-ideas of the time based on historic background and from international viewpoint of the laws as well as recognizing the true level of legislative system before the development of the Labour Law. Lastly, urgent task of our country requires us to uplift the level of our Labour Law up to that of international standard based on ILO Agreement and recommendations before we try to uplift the level of the Labour Law to that of advanced countries, and therefore this paper pointed out the essential need for the revision or legislation of the Labour Law up to international level at minimum, the reason for which is that there is no case at all where the country which did not reach the international standard has become an advanced country.

It is widely recognized that migrant workers play a significant role in spurring growth and development in both countries of destination and origin, mainly by meeting labor shortages experienced by the more advance economies and by stimulating economic activities in their home country through foreign currency remittances. Parallel to this however are the sad facts on the social costs associated with migration and the perpetual issue on migrant workers being common subjects to abusive and exploitative employment conditions and various forms of discrimination. With the coming of age of an increasingly globalized economy, the international community is faced with more serious and complex issues related to the governance of migration and the condition of migrants. As globalization continues to create economic imbalances between countries and fails to generate jobs and economic opportunities amongst the developing world, countries have embarked on labor exportation / importation as an economic policy in sustaining growth and development. Developing countries compete with each other in the exportation of labor not only to reduce chronic unemployment problems but also to boost foreign currency earnings and balance off trade deficits. Receiving countries, on the other hand, enjoy the cheap labor they get in the process. Both groups see this as a competitive advantage that will help them boost their economies and push neo-liberal agenda. No wonder why we haven't seen much improvement in the lot of migrants up to these days. Not even with the presence of international instruments that deals with various matters related to the protection and promotion of migrant workers rights. With their own economic agenda behind, these instruments are ratified by a lot of countries as mere accommodations and concessions to the ever-growing legitimate grievances of the oppressed and therefore are more honored in discourses and speeches than in implementation or compliance. In reality, migrants are more affected by the laws and policies of countries, some of which, while declared to have been formulated to protect migrants, are full of ambiguities designed to safeguard existing social order, if not obviously rather detrimental to migrants. Needless to say, mere ratification of international instruments and promulgation of national laws would only go as far as protecting migrants in theory. Actual protection depends on countries instituting concrete and effective means for their enforcement. And as governments have proved to be reluctant in doing so, it will be illusory to rely on the existence of these rhetorical tools without the presence of a united action of civil society groups for migrants and organizations of migrant workers. It is of utmost importance that these groups continue to empower themselves through strengthening their collective and organized strength to be able to effectively pressure governments to establish the necessary concrete and effective measures that can protect the interests of migrant workers. In the final analysis, the realization of a better life for migrant workers largely rests on migrant workers themselves.

Human resource management (HRM) and industrial relations (IRs) are the key areas of concern for our organisations in order to increase employees' commitment and contribution. Over a long period of time personnel management (old version of HRM) practices have made decimal contribution for enhancing commitment of employees at work in Nepal. The concept of industrial relations was developed very late. Realising this fact, a detail Cranefield Network (Cranet) survey3) was undertaken in the year 2004 including 204 Nepalese organisations representing from different sectors to investigate the current trends of development in the management of human resource management and industrial relations. This paper presents asummary of the findings of the survey and concludes that HRM and IR still to emerge to enhance performance of Nepalese organizations.

중국이 개혁개방정책을 실시한 이래, 경제의 고속발전으로 말미암아 工業化와 도시화 시대에 들어가게 되였다. 勞動力도 이 역사적 潮流에 순응하여 대량적으로 流動되었는데 그중에서 農村 勞動力이 都市로의 移轉이 제일 큰 문제로 돌출하여 문제로 제기되었다. 도시화는 土地를 잃은 농민이 증가하고 공업화는 대량의 산업노동자를 需要로 한다. 이런 두 가지 要素는 더 많은 농민이 도시에 進入하여 노동에 종사하게 되는 동시에, 農民工에 대한 權益保護문제는 날이 갈수록 사회 各界의 주목을 받게 되었다.

中国实行改革开放政策以来，经济高速发展，随之逐步进入了工业化和城市化时代。劳动力也顺应这一历史潮流而大量流动，其中农村劳动力向城镇的转移最为突出。城市化导致失地农民增加，工业化需要大量的产业工人，这两个因素使得越来越多的农民进城务工。同时，对农民工的权益保护问题也日益受到社会各界的关注。

중국이 개혁개방정책을 실시한 이래, 경제의 고속발전으로 말미암아 工業化와 도시화 시대에 들어가게 되였다. 勞動力도 이 역사적 潮流에 순응하여 대량적으로 流動되었는데 그중에서 農村 勞動力이 都市로의 移轉이 제일 큰 문제로 돌출하여 문제로 제기되었다. 도시화는 土地를 잃은 농민이 증가하고 공업화는 대량의 산업노동자를 需要로 한다. 이런 두 가지 要素는 더 많은 농민이 도시에 進入하여 노동에 종사하게 되는 동시에, 農民工에 대한 權益保護문제는 날이 갈수록 사회 各界의 주목을 받게 되었다.

2003년 8월 16일 외국인 고용허가제 도입, 불법체류자 합법화조치 등을 내용으로 하는 ʻ외국인근로자의 고용 등에 관한 법률ʼ이 제정되었고, 2004년 8월 17일부터 시행되었다. 외국인 고용허가제를 전격 시행키로 한 주된 이유는 전체취업자의 1.63%를 차지하고 있는 외국인 근로자의 관리문제를 더 이상 편법과 모순의 상태로 방치할 수 없었다. 불법체류 외국인들의 불법체류 신분으로 인하여 체불임금, 산업재해 등 각종 외국인 근로자에 대한 인권침해 사례 발생 시 충분한 법적보호를 받지 못하여 불이익을 당하고 있고, 현행 산업연수생제도 아래에서는 불법외국인 체류자가 급증할 수밖에 없으며, 중소기업이 심각한 인력난에 시달리고 있어 더 이상 방치할 수 없었기 때문이다. 고용허가제의 도입 이후 인권단체에서는 산업연수제도와 비교하여 볼 때 크게 나아지거나 혹은 달라진 점을 발견할 수 없다고 보고 있음에도 불구하고, 고용허가제 실시이후 고용허가제가 시행된 이후 입국한 외국인근로자들의 이탈률이 크게 줄어든 것으로 나타났다. 다만 고용허가제법령이 기존 산업연수생제도와는 달리 불법체류 영역에서 야기되었던 외국인근로자에 대한 인권침해 및 차별의 문제점을 극복하여 제도적으로 개선하는 수준으로 이르지 못하고 있어 또다시 많은 논란이 되고 있다. 특히 지나치게 제한적으로 규정되어 있는 사업 또는 사업장 변경사유는 오히려 불법체류자를 양산하는 요소로 작용할 수 있고, 연수생제도와는 달리 법적용대상을 근로자로서 파악하여 법적으로 인정한 권리마저 관련규정들로 인하여 형식화되는(형해화되는) 등의 문제점을 안고 있다는 점이다. 그 대표적인 내용이 '사업장 이동의 제한', '1년 단위의 계약'로 들고 있다. 2003년 4년 이하 미등록외국인 근로자들에 대한 합법화 조치는 불법체류자 양성화를 통한 불법체류자 축소와 고용허가제의 안정적인 운영이 취지이지만, '사업장 이동의 제한조치'는 불법체류자를 오히려 양산하고 산업연수제에서 발생했던 인권침해와 노동착취와 크게 다를 바 없는 심각한 상황을 초래할 가능성이 있다는 점이다. 또한 기존의 산업연수생제도와의 병행실시에 따른 문제, 외국인근로자 정주화문제 등의 문제점도 나타나고 있다. 본 발표에서는 이러한 고용허가제 시행과정에서 나타나고 있는 일반적인 문제점과 인권 침해적 요소를 중심으로 검토하고 제도적 개선대책과 입법적과제를 검토하고자 하였다. 현행 외국인고용허가제가 '사업장 이동의 제한', '1년 단위의 계약'등의 독소조항 등으로 또다른 형태의 불법체류자를 양성하고 있는 것은 기본적으로는 현 외국인근로자의고용등에관한법률 자체가 외국인근로자를 상대적으로 저임금군을 구성하는 단순노무인력으로서만 대상화하여 정주화를 방지하고자 하는 현행 외국인력정책의 기초인 단기순환정책 초점을 맞추고 있기 때문이라고 본다. 현행법 제9조의 1년 단위의 계약갱신규정의 경우, 이로 인한 강제근로의 위험, 노동3권의 형해화, 사업장변경 사유와 횟수 및 기간의 과도한 제한과 더불어 직업선택의 자유의 본질적 내용의 침해 등 인권 침해적 요소들이 지적되어야 하는 불완전한 제도로 나타나고 있다. 1년 단위 재계약 규정 때문에 1년 채용 후 외국인근로자가 마음에 들지 않으면 고용주는 근로계약을 해지할 수 있게 되어 있다. 또한 신분 불안감 때문에 노동생산성이 떨어지고 불법 체류자로 전락할 우려가 있다. 하지만 근로계약이 만료된 후 갱신을 거절할 수 있는 권리가 사용자에게만 있는 것은 형평에 맞지 않다. 외국인근로자 역시 1년 근로계약 만료 후 갱신을 거절할 권리를 가질 수 있음을 명시하는 것이 타당하다. 다음, 동법 제25조 사업장 이동제한 조항의 문제이다. 정부입장은 사업장변경 사유를 과도하게 제한하고 있는 것은 내국인 근로자의 보호에 있다고 설명하고 있다. 그러나 내국인 고용을 보호하는 목적은 제도상에 마련된 1개월간의 내국인 구인노력 의무규정을 통하여 근본적으로 정부의 합리적인 외국인력 수급계획의 수립을 통하여 달성할 과제이다. 따라서 외국인근로자의 사업장변경을 원천적으로 봉쇄하여 인권침해적 방향으로 제도를 운영하는 방식으로 달성할 수 있는 것은 아니라고 본다. 오히려 사업장변경을 제한하는 이유로는 내국인근로자의 보호라기보다는 기업 간의 기능인력 빼가기 방지 및 임금상승을 목적으로 하는 외국인근로자들의 사업장 이동을 제한하기 위한 것으로 본다. 따라서 사업장 이동의 문제를 유연하게 함으로서 외국인근로자와 기업주들의 불편이 없도록 해야 할 것이다. 또한 고용허가제를 도입한 취지를 감안하여 이미 합법체류허가를 받은 이주근로자들이 사업장 이탈되어 불법체류자가 되지 않도록, 또 이것이 족쇄가 되어 공공연한 인권침해가 일어나지 않도록 개선하지 않으면 안 된다. 불법체류 신분될 경우 체불임금, 산업재해 등 각종 외국인 근로자에 대한 인권침해 의 사각지대가 된다는 점을 고려할 때 사업장 이탈이 되어 불법체류자가 되는 일이 없도록 동 제도의 적절한 홍보 및 계도 기간 설정 및 안내 등의 보완 조치가 필요하다. 궁극적으로는 ʻ사업장 변경의 제한ʼ의 내용을 대폭 수정 완화내지 단계적으로 완화해나가야 하며, 외국인 근로자도 사업주와 동등한 지위에서 사업장 변경을 요구하고 신청하는 것이 가능하도 록 해야 한다. 끝으로 일부 인권관련단체에서 고용허가제가 산업기술연수제도와 병행 실시되면서 입법취지가 이미 훼손되었다는 점, 고용허가제는 이미 자체 내의 사업장이동의 제한 등 독소조항 때문에 산업기술연수제도와 별 차이가 없다는 점 등을 이유로 입국 후에 사업장 이동이 자유로운 노동허가제로 전면 개선하여 줄 것을 요구하고 있다. 노동허가제는 외국인 근로자에게 국내취업을 허가하는 것이며, 고용허가제는 내국인 사용자에게 고용을 허가하는 것이다. 그러나 우리나라 중소기업의 현실을 고려할 때 외국 인력을 도입하게 된 취지가 중소기업의 경쟁력을 강화시키기 위한 데에서도 비롯된다는 점에서 볼 때, 중소기업이 받는 충격정도와 외국인근로자가 받는 인권침해정도를 고려하여 점진적이고 단계적으로 개선해나갈 필요가 있다. 더욱이 현재 나타나고 있는 인권침해 등은 고용허가제도의 도입으로 시행초기에 나타나는 그동안 일관성 없는 외국인력 정책의 부작용으로서도 나타나고 있는 점을 감안할 때, 현재의 제도의 틀 속에서 관련규정의 확대해석이나 현행규정의 미비점을 시행령이나 관련 규칙 등으로 보완해나가는 등 운영의 묘를 최대한 살려서 인권 침해적 요소를 최소화 해나가는 노력을 의식적으로 추진해나가도록 하는 것이 바람직하다. 또한 노동허가제만이 사업장의 이동의 자유를 보장하는 것은 아니며 고용허가제의 제도적 개선을 통해서도 외국인 근로자의 사업장 이동을 허용할 수 있다는 점을 감안할 때 고용허가제의 제도개선으로도 어느 정도 문제를 해소할 수 있다고 본다. 다만, 우리나라 현재의 제반 여건, 즉, 무분별한 외국인력 도입은 곤란하다는 점, 현실적으로는 이미 15만 명 이상의 미등록 외국인력이 존재하고 있다는 점, 또 산업기술연수생이 이미 7만5천 명 정도 도입되어 있다는 점 및 이들의 인권침해 실태가 매우 심각하고 또 중장기적 국익에 비춰 볼 때도 이들에 대한 인권침해 실태는 시정되어야 한다는 점 등을 종합적으로 고려해 볼 때 노동허가제를 축으로 하여 제도개선안을 만들어 나가는 것이 불가피하다고 본다. 이런 상황은 현행 '외국인근로자의 고용등에 관한 법률'을 개정하거나 외국인근로자 관련 법률을 새로 제정함으로써 해결하는 수밖에 없다고 본다. 따라서 가칭 ʻ외국인근로자 인권보장법ʼ 또는 ʻ외국인근로자보호법ʼ을 제정하여 원칙적으로 또 근본적으로 문제를 해결할 필요가 있다.