Earticle

33 years have passed since Korea normalized with India. Today India is related closely with Korea at economic side. I think that sooner or later the Korea-India FTA will be signed. Therefore this paper studies India’s labour law, especially the Indian Unfair Labour Practices. The characteristics of unfair labour practices in India are as followings; ① non-provision of guarantee of worker’s basic rights in Constitution Law, ② the continuity of unfair labour practices, ③ the registration of trade union, ④ unfair labour practices on the part of workmen and trade unions of workmen, ⑤ judicial remedy process etc. The Indian Trade Unions Act,1926 was accordingly amended by the The Indian Trade Unions(Amendment) Act,1947(Act No.XLV of 1947). Certain acts are specified in the Act as unfair labour practice. Provision has been made enabling withdrawal of recognition of a registered trade union, when an unfair labour practice is committed by the executive or members of a registered trade union, or where a trade union has ceased to be a representative trade union or failed to submit any return prescribed under the Act. An unfair labour practice on the part of the employer has been made an offence punishable with fine. The Industrial Disputes Amendment Act, 1982 prescribes unfair labour practice on the part of the employer and trade unions of employers as well as on the part of workmen and trades unions of workmen. Conclusively speaking, this paper suggests that our labor law should more concretely prescribe unfair labour practice on the part of the employer by studying unfair labour practice on the part of the employer in India.

최근, 우리나라에서 서서히 관심이 높아지고 있는「근로자의 개인정보에 관한 보호문제」를 포괄적ㆍ체계적으로 규제하는 법 제도는 아직은 존재하고 있지 않는 상황이다. 이 논문에서는 먼저, 한국에 있어서 근로자의 개인정보와 관련되는 법률을 살펴보고, 다음으로 국제적인 동향으로 미국과 일본의 법규 및 운영 실태를 정리해 보았다. 정보통신의 비약적인 발달에 의하여 생활의 중심이 오프라인 공간으로부터 온라인 공간으로 이동하여 개인정보가 광범위하게 이용되고 있는 상황을 고려한다면 개인정보는 전자상거래, 기업의 고객관리, 인사관리 및 노무관리라고 하는 측면에서 기업의 경영전략상의 자산적 부가가치를 높이고 있는 것임에 틀림없다. 동시에 개인이나 근로자에게는 개인정보의 수집ㆍ축척ㆍ이용이라는 현실 속에서 프라이버시는 보호되고 있지 못한 실정이다. 여기서는 근로자의 개인정보 보호를 둘러싸고 있는 문제에 대한 일정한 해결책을 제시하는 것을 목표로 하였다. 마지막으로 반드시, 노동법 고유의 문제 영역으로 취급해 온 것은 아니지만, 검토 과정에서 노동법 분야에 관련되어 있고 근로자의 프라이버시권 보호를 위한 독자적인 법 영역으로 법 형성을 재촉하는 관련입법 및 노사관계로부터 생긴 분쟁에 대하여 일정한 해답을 제시하려는 선례로써 각국의 국제적인 동향을 고찰해 보는데 그 의미를 두고 싶다.

In Korea, there is few systematized regulations regarding ' individual privacy protection of workers,' which is getting attention recently from Koreans. In this study, Korean regulations related with individual privacy protection of workers are reviewed first, and then the U.S. and Japan's laws and their operation. Considering the current situation where privacy is broadly used due to the remarkable growth of IT, which moved the center of life from off-line to on-line, individual privacy is certainly one of the things that increase a company's added values in assets and marketing strategy, in terms of e-commerce, customer management, personnel management and labor management. At the same time, individuals and workers' privacy is not well protected at present because in reality, privacy is a target for collecting, accumulating and using. This study aims to suggest certain solutions for the problems of workers' privacy protection. Finally, even though this matter is not only in the labor law's range, since it is related to the labor law in investigating phase, this study inquires into international trends of several countries in order to answer to conflicts of labor-management relations and of related lawmaking that pushes to make this privacy matter as an independent law for protection of workers' privacy.

1997年末、韓国も通貨危機を経験しながら、急激に労働市場の柔軟化あるいは規制緩和となり、就業・雇用形態の多様化などとして現れ、このような労働柔軟化の必要性を具体的に裏付ける労働法制の整備が必要である。まず、環境変化に柔軟に対応するために弾力的な経済体制を整え、そのために労働法(労働基準法)と関連し、解雇と再雇用が円滑に行われる労働市場を構築すべきである。従って、このような労働環境の変化に伴う労働法制の新しいパラダイムを模索する必要がある。 従って、今日の労働市場を柔軟化させ、急変する経営環境に合理的に対応するためには、労働立法政策の方向を定めるべきである。先進諸国が労働法制の改革を断行することは、グローバル化に伴う推移の一つであり、韓国も労働者保護のための基本法律である労働基準法の改正動向は、労働市場の柔軟化など、急変する環境に適応するとともに、雇用安定性など労働者保護を強化するのであった。 このような労働市場の柔軟化と関連し、解雇法制は先進諸国の動向をみる際、現行韓国の解雇法制と関わる不当解雇救済制度は、不当に解雇された労働者を事後的に救済するのに重点を置いてきた。しかし、これからは不当解雇救済方式の多様化のためには、不当解雇であることを前提に、労使当事者の申請を受け、「裁判所」で補償金を支給し、雇用関係を終了させることができるようにする「金銭補償制度」を取り入れる必要がある。その他にも、経営上解雇の法・制度の再整備、変更解約制度の導入、有期雇用に対し再検討する必要があると考えられる。 ところが、現行の労働基準法には、行政の取締法規に解雇ルールのような契約法上の規範を含め、その補完的な対策を講じる必要がある。基本的に解雇ルール(rule)は、労働基準法に適合する問題ではなく、むしろ「労働契約法」の核心となる課題であると考えられる。有期雇用に関する論議も同様のような内容が含まれている。従って、労働法制において残されている大課題としては、多様な就業形態の雇用関係が総合整合性または一貫性を保てる、いわば統一的な「労働契約法の制定」ではないかと考えられる。一方、労働者の多様化・個別化が進むとともに、企業を取り巻く経済的・社会的な状況も時々刻々変化している。とりわけ、最近労働組合を通した集団的な労働条件決定のシステムが後退しながら、雇用関係を規律するルールを明確にしなければならない必要性とともに、労働政策上の長期的な改善課題として労働契約法の立法が提言されている。

日本では集団的労働関係の形成及び労働紛争の集団的解決等が退歩されつつあるとよくいわれてきた。労働契約法の制定の背景及び必要性についてもこのようなことが指摘されたことは事実である。労働契約の多様化、個別的労働紛争の増大などの現実に対し新たな対応が求められているとされ、その方法の一つとして、これまでの罰則や行政官庁の取締を以て労働者保護を図ることを主な目的とする労働基準法とは別の観点から、労働者と使用者との間の合意に重点を置きながら、労働契約の成立・変更・終了にわたる規律をその内容とする労働契約法のを制定することになった。 　そこで、「今後の労働契約法制の在り方に関する研究会」からはじまって2008年3月から労働契約法が施行された。個別的労働紛争の解決の問題に対してはすでに労働審判法が制定され施行中であり、この点でいうと個別的労働関係に対する法制度は一応整備されたということができよう。 　しかしながら労働契約法は、労働契約法の制定過程における労使の利害対立がはげしかったこと等から、すでに判例法理で確定していたものと労働基準法で定めていた内容の移しないし準用を中心に、しかも内容的にも不十分でありながら条文の数もわずか17個の条文にとどまる結果となった。それにも関わらず労働契約法の制定の意義として次のようなことが指摘できると思われる。 　まず日本の労働契約法の制定は、労働者と使用者との間の合意を重視しながら労働契約の成立・変更・終了と、期間の定めのある労働契約に関する規律を含むものとなり、労働審判法とともに個別的労働関係に関する法制度の一つとして、その制定だけでもこれまでの労働法の体系からみると注目するに値する立法であるように思われる。 　つぎに韓国における意義についてである。韓国でも労働基準法とは別の法律として労働者と使用者との間に個別的労働関係を規律する労働契約法の制定の主張は出されている。その背景には日本での労働契約法の制定の背景・必要性の根拠となったものと同様に労働契約の形態の多様化、集団的労働関係の退歩などがあげられている。このような立場からいうと、韓国では解雇をめぐる個別的労働関係の紛争の解決システムとして労働委員会制度が活用されていることから、少くとも当分の間には個別的労働関係から生ずる紛争の解決システムとして労働委員会制度の活用等を含めて制度改善を進めるとともに、労働契約法の制定の論議においては日本の労働契約法の内容とその制定過程での論議は参考になろう。

The punishment regulation of the employer must becomes the fact in the Industrial safety act violation. The powerful application of regulation is very important because it can reducing industrial accidents and industrial accident prevention. The purposes of Industrial safety act violation of USA is a serious violation shall be deemed to exist in a place of employment if there is a substantial probability that death or serious physical harm could result from a condition which exists, or from one or more practices, means, methods, operations, or processes which have been adopted or are in use, in such place of employment unless the employer did not, and could not with the exercise of reasonable diligence, know of the presence of the violation. So, The Industrial safety and health Act of Our country need powerful Punishment regulation The Industrial safety and health Act is important in industrial safety that the importance of the application industrial safety violation role is very important. The reinforcement of punishment regulation of the employer contributes in the work environment which the workers is safe. The exchange of the think of employer is a possibility of reducing industrial accidents.

In 2008, a labor contract law has entered into force in both China and Japan. In these two countries, individual disputes are greatly increasing due to the diversification of employment types, individual determination of working conditions, etc., in the labor market, and the legislation on individual labor relations focuses mainly on labor protection. These factors that caused both countries to introduce a labor contract law are common phenomena also found in Korea. As a result of a critical analysis of the experiences of the two countries, it was found that there are things to consider before introducing a labor contract law. First, the legislative purpose of such a law should not be to raise or lower the level of working conditions. Second, it is necessary to put in place a judicial system that can be relied upon to deal with individual disputes. Third, although what is included in a labor contract law should be decided after taking into account the circumstances of the country concerned, it is needed to eliminate causes of disputes by making the contents of the law as specific as possible. Under this assumption, this thesis makes a detailed analysis of the labor contract laws of China and Japan, and then suggests what should be legislated given the current situation of related implementation in Korea.

The commuting accident is social danger closely connected with work because the commuting is a essential act for the work's accomplishment and the time of commuting is one-sidedly decided by the employer. But the Supreme Court decided that the commuting accident isn’t come under accident due to work in that the injured worker isn’t come under employer’s management and control unless the employer serviced commuting vehicles to the worker. Supreme Court judged according to compensation for damage without thinking over the security for life of industrial accident insurance and the social equality between the legitimate standard of accident due to public affairs in the commuting accident. Therefore, it must be revised the law and the judgement for approve to industrial accident if the commuting accident was occurred in accordance with rational course and way.

근로관계와 근로계약의 특수성, 그리고 현실문제를 해결하기 위한 수요에 의해 <근로계약법>은 근로계약의 효력발생 및 필요조건, 근로계약의 무효사유와 결과에 대해 규정하고 있다. <계약법>과 <노동법>의 발전 및 이에 의해 유발되는 주요 의문점은 서면근로계약의 효력발생과 구두(推定)근로계약 효력발생의 상대적분리, 근로계약 유효요건과 무효사유의 다른점, 근로계약 무효결과의 단계별처리가 있다. 이것은 근로계약효력제도를 해석하고 완벽하게 하는 중점이기도 하다.

Based on special legal characteristics of labor contract and the needs of solving existent problems, Labor Contract Law has made great changes on requirements of validity of labor contract and causations and sequence of nullity of labor contract compared with PRC Contract Law and Labor Law. The breakthrough and doubtful points of those changes mainly concerns following aspects: the difference in coming into force between written labor contract and oral (factual) labor contract, the difference between requirements of validity and causations of nullity of labor contract, and different sequences of nullity of labor contract based on different stages. It is very crucial for promulgating Interpretations of Labor Contract Law to correctly understand those changes.

This paper is based on the analysis of two of the most important pieces of Malaysian employment legislation (Employment Act 1955 and Industrial Relations Act 1967) and the Malaysian Industrial Court awards (criterion-based sampling) on misconduct, domestic inquiry and the rules of natural justice. Misconduct is a conduct by the employee which is inconsistent with the fulfillment of the expressed or implied conditions of his service. In Malaysian employment relations, there seems to be an increasing number of Industrial Court cases related to employment misconduct. In 2005, 98.2% of the dismissal awards from the Industrial Court were related to the employment misconduct. Ineffective management of employment misconduct especially the violation of the rules of natural justice in the conduct of domestic inquires results an employee (workman) claiming unfair dismissal under Section 20, Industrial Relations Act 1967. Therefore the due (domestic) inquiry is a requirement (Section 14.1 of the Employment Act 1955, and the principles of common law), which the employer must adhere before meting out any punishment for employment misconduct. Recently, there had been several questions on the interpretation of Section 14(1) of the Employment Act 1955 on the need for domestic inquiry before dismissal for workman who are not within the scope of the Employment Act 1955. However findings from the Industrial Court awards reveals that many awards were made against the employers as they failed to conduct domestic inquiry and violated the principles of natural justice. This means domestic inquiry must beheld for serious misconduct cases and the accused employee must be accorded to a fair hearing based on the rules of natural justice. In this paper the authors are suggesting some proactive measures which can be taken by employers to minimize and to prevent employment misconduct, besides other guideline to improve employment relationship in the context of Malaysia.